Director of Human Resources

AeroVect is seeking a Director of Human Resources to lead the strategy and day-to-day effectiveness of our people function. Reporting to the Chief Operating Officer, you will advise the leadership team, develop HR capability, and help managers make sound, consistent people decisions. You will combine strategic planning with hands-on leadership on complex employee matters and core HR operations.

You Will

People strategy and leadership
• Turn business plans into workforce and organization recommendations, working with leaders and Finance on capabilities, headcount, and hiring priorities
• Own HR delivery, team development and budget, including company-wide workforce planning and organizational design in partnership with Finance and business leaders
• Lead and develop the HR team, set priorities, and establish clear ownership for employee services and external partners
• Advise the COO and leadership team using relevant people data, practical options, and clear recommendations

Employee support and HR operations
• Oversee core employee services, including onboarding, offboarding, benefits, leave, records, immigration coordination, and employee support
• Work with Finance and providers to maintain reliable payroll, benefits, HR systems, and employee-data controls
• Improve HR processes and vendor support as AeroVect grows, with clear service standards and appropriate confidentiality

Employee relations and compliance
• Guide managers through performance concerns and sensitive employee matters; lead complex investigations and other high-risk cases as appropriate
• Maintain practical policies and consistent case practices, and advise leaders on employee-related risks and options
• Coordinate with qualified local advisers on employment requirements across the United States, Canada, and the United Kingdom, including immigration matters

Talent, performance, and rewards
• Partner with business leaders to support and strengthen AeroVect's established performance-review process, connecting review outcomes with promotion and career-development practices
• Help managers set clear role expectations, give timely feedback, diagnose performance gaps, and address concerns proportionately
• Partner with Talent Acquisition on workforce priorities and critical roles
• Own compensation structures, leveling, salary bands, benchmarking and pay-review cycles, partnering with Finance and leadership
• Support promotion and offer decisions, equity administration, and people diligence during financing or other major company events

You Have
• Eight or more years of progressive HR experience, including at least three years leading an HR team, function, or major program
• Experience building and leading a lean HR function through substantial growth, ideally to 200+ employees, supporting technical and frontline teams. Demonstrated results from systems you personally built and operated
• Strong employee-relations experience, including investigations, performance matters, and difficult employment decisions handled with sound judgment and documentation
• Experience with workforce planning, organization design, compensation structures, and performance or talent programs
• Practical knowledge of multi-state U.S. employment requirements and experience coordinating with local specialists on international matters
• Experience with HR systems and employee-data controls; familiarity with Rippling or a comparable HRIS is helpful
• Clear communication, discretion, and sound judgment with executives, managers, and employees. A relevant degree or equivalent experience

We Prefer
• Supporting teams in technology, manufacturing, aviation, robotics, aerospace, or another safety-conscious environment
• Working across the United States, Canada, and/or the United Kingdom, including with local employment counsel
• Supporting a financing event, equity administration, or the growth of a lean HR team; SHRM-SCP, SPHR, or a relevant master's degree