Human Resources Director

Human Resources Director

Who We Are

At LPS, we don’t just manage projects, we Create Magical Experiences. We Act with Integrity, Communicate Authentically, and we Bleed Blue in how we show up for our teams and our customers.

We’re looking for a Human Resources Director who can help us scale that culture while bringing structure, accountability, and proven leadership to how we manage our people.

Position Overview

The Human Resources Director is both a strategic partner and the face of HR for the organization.

This is a hands-on leadership role for someone who has owned HR end-to-end and can demonstrate real results in building and strengthening HR programs.  You will partner with leadership to shape strategy while ensuring consistent execution across the employee experience. As part of the leadership team, this role is a key partner in shaping and growing the business.  

This role requires someone who can build structure where it doesn’t exist, and operate it consistently once it does.

What You’ll Do

Lead with Ownership and Experience

• Own employee relations, investigations, corrective actions, and terminations with confidence and consistency


• Make sound, timely decisions and ensure alignment across leadership


• Address issues directly and proactively, not reactively

Act as a Strategic Business Partner

• Partner with executive leadership to align people strategies with business objectives


• Drive workforce planning, organizational design, and talent strategy


• Use data, experience, and judgment to influence business decisions

Be the Face of HR

• Build trust as a visible, approachable, and credible leader across the organization


• Coach managers to lead effectively and hold them accountable


• Communicate clearly and directly, especially in difficult situations

Drive Performance and Accountability

• Lead performance management, including reviews, feedback cycles, and development planning


• Ensure employees understand expectations and where they stand


• Reinforce a culture where both results and behaviors matter

Own Total Rewards

• Lead and evolve the company’s total rewards strategy, including compensation structure, benchmarking, and pay practices 


• Partner with leadership to ensure compensation decisions are consistent, competitive, and aligned to company philosophy


• Oversee benefits strategy, broker relationships, and open enrollment processes 

Build and Scale HR Infrastructure

• Develop and refine HR policies, procedures, and systems that support a growing organization


• Optimize HR technology (including ADP and engagement platforms) to improve efficiency and experience 


• Ensure accurate, efficient HR operations, including payroll oversight

Strengthen Talent and Development

• Oversee talent acquisition strategy and ensure effective hiring processes 


• Lead learning, development, and succession planning initiatives


• Provide training and guidance that strengthens leadership capability and reduces risk 

Protect the Business and Culture

• Ensure compliance with all federal, state, and local employment laws


• Proactively reduce risk through strong policies, training, and consistent practices 


• Manage workers’ compensation, unemployment, and other employment-related matters 

What Success Looks Like

• Leaders trust your judgment and rely on your guidance


• Employees know HR is fair, consistent, and approachable


• Issues are addressed early, directly, and effectively


• HR processes are clear, followed, and scalable


• The culture is strong because expectations are clear and upheld

What You Bring

• 7 years of progressive HR experience with clear ownership of HR functions


• Proven experience leading employee relations, investigations, and performance management


• Demonstrated ability to build and improve HR programs, not just maintain them


• Strong understanding of compensation, benefits, and total rewards strategy 


• Experience scaling HR processes in a growing organization


• Strong working knowledge of employment law and compliance 


• Confident communicator who can navigate tough conversations directly and professionally


• Comfortable making decisions without waiting for perfect information


• A balance of strategic thinking and hands-on execution

Why This Role Matters

We are not looking for someone to maintain HR. We are looking for someone who has built, led, and delivered results and can do it again here.

This role will shape how we lead, how we make decisions, and how we continue to grow without losing what makes LPS special.