Director of HR

Job not on LinkedIn

🔥 1 minute ago

🇺🇸 United States – Remote

⏰ Full Time

🔴 Lead

👩‍👩‍👧‍👦 Human Resources (HR)

👻 Ghost score 25%

What it means: how likely this posting is sitting open without active hiring.How to read it: 60% or higher means we think this is a ghost. Lower scores are less of a worry.How we score it: age, reposts, open roles vs team size, how fast jobs close, and whether pay is listed.Fine print: an estimate from public data, not a judgment of the company. Real jobs can score high, so treat it as a hint, not a fact.

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Launch Potato

WebsiteLinkedInAll Job Openings

51 - 200 employees

Founded 2015

📣 Marketing

📱 Media

👥 B2C

Marketing • Media • B2C

Launch Potato is South Florida's fastest growing digital media company, founded by a group of young and ambitious individuals with a history of building successful direct-to-consumer digital businesses. Headquartered in Delray Beach, FL, Launch Potato operates with a distributed global team. The company focuses on solving complex problems with smart marketing, great engineering, data science, and fun, emphasizing its commitment to innovation and scalability.

📋 Description

• Own the performance management function, including mid-year and annual cycles, design, timelines, communication, execution, and retrospectives • Decide what performance-management processes should produce, what to eliminate, and when changes are warranted • Own total rewards, including compensation-band design, benchmarking methodology, benefits renewals, annual compensation cycles, leveling, and pay alignment • Own HR compliance, including multi-state registration, I-9, handbook, classification, postings, backlog resolution, escalation, and coverage protocols • Enable managers for performance conversations and calibration processes • Build playbooks and self-service resources for managers • Provide ongoing support to approximately three dozen front-line managers • Identify and automate manual HR processes and build tools managers will use • Lead and develop an HR Business Partner and a Total Rewards and People Analytics lead • Set team members' decision rights and expand their authority • Deliver first-year outcomes including owning the annual cycle, improving manager calibration, closing the compliance backlog, reducing manager time spent on cycles, and strengthening direct reports' decision authority

🎯 Requirements

• Full performance cycle owned end to end, more than once, at an organization of 150+ people • Experience owning compensation and benefits, including band design, benchmarking methodology, benefits renewals, and annual compensation cycles • HR compliance experience covering multi-state registration, I-9, handbook, classification, and postings • Experience building, adopting, and sustaining a people system over multiple cycles • Experience automating or rebuilding a people process that improved speed and maintained or improved quality, with team adoption • Experience scaling a company of comparable size to materially larger, more than once • Clear examples of coaching, mentoring, and growing a team that created extraordinary outcomes • Player-coach experience: leading a team while personally delivering work • Experience beyond a first Director-level people role • Ability to work with performance management, total rewards, compliance, manager enablement, and HR tooling • Nice to have: opinions and examples regarding performance management improvements • Nice to have: ability to distinguish process problems from manager-capability problems • Nice to have: willingness to raise difficult issues in calibration discussions

🏖️ Benefits

• Remote-first work arrangement • Diverse and inclusive team and culture • Equal Employment Opportunity workplace