About the HR Director role
An HR Director owns the people strategy of the organization. They translate business goals into workforce plans, set policies on hiring, compensation, and performance, and lead the HR team that executes them day to day. Unlike an HR Manager, who runs ongoing operations, a director shapes the systems those operations run on, owns the department budget, and sits at the table where major business decisions are made.
The scope is broad: talent acquisition, employee relations, compensation and benefits, learning and development, compliance, and HR technology all report into this role in most mid-sized companies. A strong HR Director balances advocacy for employees with the commercial realities of the business, and backs every recommendation with data such as turnover, engagement, and cost per hire rather than relying on instinct or HR tradition alone.
In your posting, state the size of the HR team and employee population, whether the role reports to the CEO or a CHRO, and the biggest people challenges ahead, such as rapid scaling, a culture reset, or international expansion. Senior candidates choose roles based on the mandate and the authority that comes with it, so be specific about both in the description.
HR Director job description template
Job brief
We are looking for an HR Director to lead our people function and align it with our business strategy. You will oversee talent acquisition, employee relations, compensation, development programs, and compliance, while managing and growing the HR team. You will advise senior leadership on organizational design and workforce planning, and use people data to guide decisions. To succeed in this role, you should combine hands-on HR expertise with the strategic judgment and credibility to influence at the executive level.
Responsibilities
- Develop and execute an HR strategy that supports company goals and growth plans
- Lead, mentor, and develop the HR team across recruiting, operations, and people development
- Advise executives on organizational design, workforce planning, and succession
- Oversee compensation and benefits programs and approve major policy changes
- Own employee relations, including complex cases, investigations, and terminations
- Ensure compliance with employment law and keep policies and handbooks current
- Track and report people metrics such as turnover, engagement, and hiring performance
- Drive performance management, talent reviews, and leadership development programs
- Select and oversee HR systems, vendors, and the department budget
- Champion company culture and lead change management during periods of growth or restructuring
Requirements and skills
- Proven experience as an HR Director, Senior HR Manager, or Head of People
- Track record of building or scaling HR functions and leading HR teams
- Deep knowledge of employment law and HR compliance requirements
- Hands-on experience across core HR domains: recruiting, compensation, employee relations, and development
- Strong analytical skills and comfort making decisions with people data
- Executive presence and the ability to influence senior stakeholders
- Experience managing budgets, vendors, and HR technology decisions
- BSc in Human Resources, Business Administration, or a related field; MBA or MSc in HR is a plus
Nice to have
- SPHR, SHRM-SCP, or equivalent senior HR certification
- Experience in a fast-growing or multi-site organization
- Experience leading HR through mergers, restructuring, or international expansion
- Background in your industry or a similarly regulated environment
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