Director of Human Resources & Talent to build and lead our Human Resources function, combining strategic leadership with hands-on execution. As the company's senior HR leader, this role will establish the practices, processes, systems, and standards needed to support a growing organization while remaining directly involved in recruiting, onboarding, employee relations, performance management, and employment compliance.
A primary focus of this role will be building a strong and sustainable talent pipeline, with particular emphasis on recruiting, selecting, and successfully onboarding Risk Advisors and other critical roles needed to support Flood & Peterson's growth. The Director will personally lead key searches while developing scalable recruiting and onboarding practices that improve the quality, consistency, and speed of hiring.
The Director will also serve as the organization's primary advisor on employee relations and employment-related risk, working directly with leaders and employees on complex people matters and partnering with outside employment counsel when appropriate.
What You'll Do- Talent Acquisition & Workforce Planning Primary Responsibility: Lead Flood & Peterson's talent acquisition and workforce planning strategy and execution, with a focus on building strong talent pipelines, developing consistent and scalable recruiting practices, strengthening external talent networks and recruiting channels, and establishing metrics and resources that support Flood and Peterson's culture, standards, and long-term growth strategy.
- Onboarding & New-Hire Integration: Lead Flood & Peterson's onboarding and new-hire integration process from accepted offer through successful integration, creating a consistent experience that supports understanding of Flood and Peterson, role expectations, culture, resources, and key relationships; coordinates onboarding and ramp-up activities; ensures required documentation, compliance requirements, systems access, and internal handoffs are completed; and uses feedback and key indicators to continually improve onboarding effectiveness and early retention.
- HR Function Build-Out & Operational Excellence: Build and lead Flood & Peterson's Human Resources infrastructure, establishing practical, scalable processes, policies, workflows, and standards; identifying priority gaps, risks, and opportunities; providing leadership with meaningful workforce and HR insights; and assessing the structure and resources needed to support the organization as it grows.
- Employee Relations & Performance Management: Serve as Flood & Peterson's primary HR resource for employee relations and performance matters, partnering with leaders to navigate workplace concerns, performance issues, corrective action, investigations, and separations; establish consistent performance-management practices; and ensure employee matters are addressed objectively, consistently, and appropriately documented.
- Employment Compliance & Risk: Lead Flood & Peterson's employment practices, employment-law compliance, and HR-related risk management, maintaining a consistent compliance framework; advising leaders on employment-related risks and appropriate action; partnering with employment counsel and HR advisors when needed; and evaluating HR practices and documentation to identify and address compliance gaps.
- Leadership & Organizational Partnership: Serve as a trusted advisor to Flood & Peterson's President & COO, leadership team, and managers on workforce strategy, talent decisions, organizational changes, and employee matters; provide practical coaching and guidance; and partner across the organization to align people practices with organizational priorities while building credibility with employees at all levels.
- Cross-Functional Partnership: Partner closely with Accounting/Finance, Culture, and Learning & Development to coordinate people practices and responsibilities across the organization, including employment changes, employee data, payroll- and benefits-related employment matters, onboarding, culture, learning, leadership development, and employment compliance, while maintaining clear alignment around HR's areas of responsibility.
What You Bring- Education and Work Experience: Bachelor's degree in human resources, Business Administration, Organizational Leadership, or a related field preferred; equivalent relevant experience may be considered. Generally, 7+ years of progressive human resources experience with significant responsibility for recruiting, employee relations, performance management, and employment compliance.
- License or Certification Requirements: Proficiency with Microsoft Office, human resources information systems, applicant tracking systems, reporting tools, and related employment technology; PHR/SPHR and/or SHRM-CP/SHRM-SCP certification preferred; and requires current Colorado driver's license and acceptable MVR.
- HR Leadership Experience: Demonstrated experience building, significantly improving, or professionalizing HR function, process, or capability, with the ability to balance strategic priorities with hands-on, day-to-day execution.
- Talent Acquisition Experience: Strong recruiting experience, including personally sourcing, assessing, closing, and onboarding professional, sales, or other difficult-to-recruit talent. Experience recruiting producers or revenue-generating roles is strongly preferred.
- Employee Relations & Compliance: Strong employee relations experience, including workplace investigations, performance management, corrective action, and separations, along with strong working knowledge of applicable federal and state employment laws and judgment regarding when to engage employment counsel.
- Leadership & Business Acumen: Executive presence and the ability to provide clear, candid advice while maintaining strong relationships and trust. Demonstrates strong business judgment, urgency, organization, discretion, confidentiality, and follow-through.
- Operational Approach: Experience working successfully in a growing, entrepreneurial, mid-sized organization, with the ability to build practical, scalable processes without creating unnecessary bureaucracy.
Why Join Us?- Leadership Opportunity: Build and lead Flood & Peterson's Human Resources function, establishing scalable practices, processes, and standards to support the organization's growth.
- Strategic Impact: Shape talent acquisition, onboarding, employee relations, performance management, and employment practices while serving as a trusted advisor to leadership.
- Meaningful Partnership: Work across the organization to align people's practices with business priorities while building strong relationships with leaders, managers, and employees.
- Flexible Work Options: Upon completion of training enjoy a customizable schedule that can include up two days remote, alternating 5-day & 4.5-day work weeks, and flexibility in start and end times.
- Comprehensive Benefits: Competitive salary, healthcare benefits, paid time off, volunteer time off, and a strong 401(k) program with company matching.
- Compensation: Starting base pay for this exempt position is $120,000-$140,000 annually. Pay may exceed this range for well-qualified candidates, commensurate with experience. In addition to regular pay, this position is eligible to participate in our annual performance incentive program.
