Director of People and Organizational Development

Director of People and Organizational Development

Reports To: President

Target Start Date: As soon as available

Employment Type: Full-time, exempt professional position

Employment Status: At-will employment Location: Company Headquarters in Provo, Utah (on-site)

Growth Path

High-potential role with a defined trajectory to Vice President of Human Resources within a few years, based on performance and organizational scale.

ROLE OVERVIEW

We are seeking an exceptional Human Resources professional to serve as the operational backbone of the people function during a period of rapid growth. This is a high-impact, high-visibility role for a self-starter who anticipates needs and acts on them, someone with a strong bias for action who can own recruitment end-to-end today, while building the systems, governance, and team that a public-market-ready company will require. The successful candidate will have the intellect, judgment, and drive to grow into an executive HR leadership role as the organization scales.

Talent Acquisition & High-Impact Recruitment

• Full-Cycle Recruitment: Own end-to-end recruitment across the full range of disciplines found in a vertically integrated mining, processing, and refining organization, finance, accounting, R&D, engineering, geology, mining and environmental, manufacturing, operations, supply chain, procurement and quality, strategy, and management.
• Hard-to-Fill & Technical Roles: Source and close specialized technical, scientific, and executive talent on aggressive timelines, building pipelines and employer-brand presence in competitive labor markets.
• Hiring Manager Partnership: Partner with hiring managers to define role requirements, structure interview processes, and drive consistent, defensible hiring decisions.
• Candidate Experience: Deliver a professional, high-touch candidate experience that reflects the caliber of the organization and protects its reputation.

Talent & Performance Management

• Culture & Engagement: Drive a mindset of critical thinking and bias for action; help build a nimble, accountable, results-oriented, high performing workforce.
• Talent Development and Performance Management: Support onboarding, short and long-term goal setting, dynamic feedback, and career development planning that reinforce a high-performance culture, as well as retention initiatives across critical functions.
• Employee Relations: Serve as a trusted point of contact for employee questions and concerns; investigate and resolve issues fairly and in compliance with applicable law.

Governance, Policy & Compliance

• Regulatory Policy Creation & Adherence: Build and maintain HR policies, an employee handbook, and standard operating procedures that ensure adherence to federal, state, and local employment regulations, as well as mining- and processing-industry requirements.
• Compliance Administration: Own HR compliance activities, recordkeeping, required postings, EEO/affirmative-action considerations, I-9 and eligibility verification, and audit readiness.
• Risk Management: Partner with leadership, legal, and EH&S to identify and mitigate people-related risk as the company matures toward public-market readiness.

Organizational Development & Team Building

• Build the HR Function: Establish scalable HR infrastructure and, over time, recruit and lead a team to support governance and benefits as the organization grows.
• HR Operations: Own day-to-day HR operations, employee lifecycle transactions, documentation, and reporting, with a high standard of accuracy and confidentiality.
• Strategic Partnership: Act as a strategic partner to leadership on organizational design, workforce planning, and change management.

Benefits & Total Rewards

• Benefits Administration: Administer and continuously improve health, retirement (401k), and leave programs; with time, serve as the primary liaison to brokers, PEO/insurance providers, and employees.
• Compensation Support: With time, support compensation benchmarking, offer construction, and equity-grant administration in partnership with the COO and finance.
• Vendor Management: With time, manage HR vendors and systems (HRIS, payroll interfaces, benefits platforms) and drive process efficiency.

QUALIFICATIONS AND EXPERIENCE

Required

• 7–10 years of progressive human resources experience, including demonstrated ownership of high-impact recruitment across multiple, diverse disciplines.
• Bachelor's degree (BS/BA) in Human Resources, Business, or a related field required.
• Demonstrated experience in talent management and performance management.
• Experience supporting a company through rapid scaling or toward public-market readiness.
• Experience building or maturing HR policy, governance, and benefits programs.
• Working knowledge of federal and state employment law and HR compliance obligations.

Strongly Preferred

• Master's degree in Human Resources, Business Administration (MBA), Industrial/Organizational Psychology, or a related discipline.
• Prior experience in the mining, minerals, or heavy-industrial sector, a significant advantage.
• HR certification (SHRM-CP/SHRM-SCP or PHR/SPHR).

Attributes & Potential

• Exceptional performance and potential, a self-starter who is highly intelligent, an excellent problem solver, and who anticipates needs and acts with a strong bias for action.
• Clear upside growth potential to reach Vice President of Human Resources within a few years.
• Sound judgment, discretion, and the ability to handle highly confidential information.
• Comfortable operating with ambiguity in a fast-paced, resource-conscious growth environment.