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About the Role
We are seeking a Director of HR to manage both the operational and strategic aspects of the HR function. This role involves owning payroll, benefits, HRIS, and office operations, while also partnering with senior leadership on people planning as a core input into growth strategy. You will identify, attract, and close high performers, design performance management practices, build a data-driven approach to growth, and establish the necessary people infrastructure to support a high-performing team. You will evolve the existing HR foundation to lead these efforts across three distinct business lines, adapting practices while driving a unified culture.
Responsibilities
- Run payroll, benefits administration, and HRIS across multiple U.S. states and international geographies in partnership with our PEO and EORs.
- Manage compliance with U.S. and international employment law, policies, and procedures.
- Own the employee handbook and policy documentation, keeping it current as the company adds states and countries.
- Maintain compensation benchmarks, pay bands, promotion ladders, annual merit/raise cycles, bonus and incentive structures, and the benefits program.
- Drive core company cadences, including All Hands meetings and offsites.
- Partner with hiring managers to build hiring processes that consistently identify and land high performers.
- Own the full employee lifecycle: recruiting, onboarding, performance management, development, and offboarding.
- Build a compensation philosophy and career framework that is competitive, fair, and built for a Series A trajectory.
- Design and run new hire onboarding and training programs to reduce speed to impact.
- Design performance management practices that motivate employees as opposed to basic measurement.
- Shape and protect a culture that rewards high performance, ownership, and speed.
- Act as a trusted advisor to managers and leadership on team health, org design, and people issues.
- Field employee questions, resolving conflicts, and handling sensitive employee relations matters directly.
- Manage performance improvement plans and upskilling underperforming talent.
- Build headcount plans in direct partnership with the CEO/COO/CFO, tied to revenue and growth targets across all three business lines.
- Bring people metrics (retention, time-to-fill, engagement, comp benchmarking) into board and leadership reporting.
- Build manager enablement/training so people managers can run feedback, career conversations, and 1:1s well, not just individual contributors.
- Bring a data-informed point of view on where to invest in people and where to hold back based on dynamic strategic planning.
- Serve as a genuine thought partner in company strategy — not just an executor of it.
Requirements
- 6+ years in HR/People leadership, with experience owning both the operational and strategic sides of the function.
- Experience building HR from the ground up or scaling it through a high-growth stage (Series A/B or equivalent).
- A track record of hiring and developing high performers, and of building performance management systems that employees respect.
- Comfort operating across multiple geographies and, ideally, international employment considerations.
- Strong written and verbal communication skills, with the ability to champion change management and bring the organization along through periods of rapid growth and evolving people processes.
- The judgment to think like an owner, connecting organizational decisions to business outcomes.
- Excellent instincts for culture-building in a small, fast-moving, high-caliber team.
- A bias toward building simple, durable systems over process for its own sake.
Skills
- Payroll management
- Benefits administration
- HRIS management
- PEO management
- Talent acquisition
- Performance management
- Compensation philosophy
- Career pathing
- Onboarding
- Culture building
- Strategic workforce planning
- Change management
- Data analysis
- International employment law
- Compliance
Location
- New York City
- Raleigh-Durham-Chapel Hill area
Work Type
- Hybrid
- Some travel across geographies expected
Experience Level
- Director
- 6+ years in HR/People leadership
Benefits
- Benefits program management
About the Company
- Liminal has a solid HR foundation in place, built by a founding HR leader.
- Liminal is three businesses in one.