# Director of Human Resources **Company:** [ProCaps Labs](null/companies/unWA9PYQ3mRnEVXZVWU8rH.md) **Location:** Henderson, United States **Workplace:** on site **Employment type:** Full-time **Department:** Human Resources [Apply for this job](null/view/5b8076b5-ab0b-4b38-9504-b9eadf68c17e) ## Description ### **POSITION SUMMARY** The **Director of Human Resources** is the Company’s senior-most HR leader reporting directly to the Chief of Staff. The Director of Human Resources is **a strategic, hands-on leader who partners with other executive leadership to align people strategy** with ProCaps’ business objectives. This role oversees HR across both our corporate functions and full manufacturing operations, and thrives in a founder-led, fast-moving environment that requires change management and building infrastructure and scalable people practices rather than inheriting mature systems. The Director **owns core HR functions — employee relations, talent acquisition, compensation, benefits, payroll, HR systems, and policy administration** — while staying actively involved in organizational planning, leadership development, and complex employee matters. The successful candidate moves comfortably between strategic discussions and hands-on execution. ### Key Leadership Competencies: - Commercially minded business partner, translates business strategy into workforce priorities and speaks the language of operations and financial results - Trusted advisor who coaches and constructively challenges leaders, and handles sensitive matters with discretion - Strong employment law knowledge and sound judgment in ambiguous or high-exposure situations - Performance management and organizational effectiveness expertise - Data-driven and execution-focused; builds internal HR capability rather than defaulting to outsourced solutions - Credible on a plant floor and in a boardroom, with equal comfort in both ## Requirements ### JOB QUALIFICATIONS AND REQUIREMENTS - Bachelor’s degree in Human Resources, Business Administration, or related field required; advanced degree preferred - 10+ years of progressive HR experience, including 5+ years in HR leadership within manufacturing, consumer products, nutraceuticals, or another regulated environment - Proven track record as a strategic HR business partner with hands-on execution across employee relations, compensation, benefits, payroll, talent acquisition, and performance management - Strong knowledge of federal, state, and local employment law; experience leading workplace investigations, corrective actions, and separations - Experience building organizational structures, workforce plans, and leadership development programs to support growth and change - Proficiency with HRIS, payroll, ATS, and related HR technology; SHRM-SCP, SPHR, SHRM-CP, or PHR strongly preferred - Experience supporting multi-site operations, including harmonizing pay practices, benefits, and policy across locations - Working knowledge of wage and hour administration in a multi-shift, non-exempt production environment, FLSA classification, timekeeping, overtime, and shift differentials - Experience managing workers’ compensation, leave administration (FMLA, ADA, state leaves), and return-to-work programs in a manufacturing setting - Ability to balance strategic thinking with a hands-on, roll-up-your-sleeves approach in a fast-paced environment   ### OTHER ESSENTIAL JOB DUTIES AND RESPONSIBILITIES **HR Strategy, Workforce Planning, and Analytics** - Serve as strategic HR partner to executive and department leadership, translating business priorities into practical people strategy across corporate and manufacturing functions — leading workforce planning, staffing needs, and succession/talent pipelines, and balancing external recruiting with internal development. - Provide HR leadership through growth, restructuring, and leadership transitions, assessing organizational implications and leading change management to address workforce impact, resistance, and role changes. - Build HR programs and processes designed to scale with the organization, supporting integration and cultural alignment across departments, facilities, and locations. - Establish HR metrics and reporting — turnover, retention, recruiting effectiveness, headcount, labor costs, employee relations activity — that give leadership visibility into organizational health. - Analyze workforce data to identify emerging risks and opportunities, and evaluate the business impact of HR programs. Present findings and recommendations in a concise, business-focused format that enables informed leadership decisions, flagging organizational or employment risk where relevant. - Partner with executive and operational leaders to strengthen leadership capability, accountability, and overall organizational effectiveness by assisting in the development and implementation of leadership-approved programs that improve performance management, communication, change leadership, and employee development. - Develop and implement leadership development programs that build the skills needed to lead teams effectively, manage performance, communicate expectations, navigate change, and develop employees. - Create career development and leadership pipelines that support internal mobility, employee retention, and the organization’s future leadership needs. - Partner with Learning and Development resources and department leaders to ensure training programs address both technical competencies and leadership effectiveness. **Employee Relations, Employment Law & Employer Representation** - Serve as a senior internal resource for employee relations matters — providing sound, consistent, legally informed guidance to leadership, personally engaging in complex or sensitive matters, and supporting employer response to claims, agency inquiries, and audits. - Lead workplace investigations and advise on corrective actions and separations. - Own workers' compensation, injury-reporting coordination, leave administration (accommodations, FMLA, ADA, state leaves), and return-to-work programs in partnership with Safety and Operations. - Maintain strong working knowledge of applicable federal, state, and local employment laws, monitoring changes that may affect Company policies or employment practices. - Maintain a positive, direct employee-relations environment across production and corporate populations - **Compensation, Benefits & Payroll** - Partner with executive leadership on compensation decisions — new hire pay, promotions, adjustments, incentives, and org changes — supported by market data, benchmarking, job leveling, and internal equity analysis - Oversee payroll processes, controls, and reporting; ensure approved compensation decisions are consistently administered and documented; monitor for competitive, internally equitable pay practices and compliant, well-administered benefits. - Partner with Finance on labor costs, comp trends, and workforce budgets to inform financial planning **HR Operations, Systems, Policies & Compliance** - Ensure HR operations are accurate, responsive, scalable, and aligned with business requirements — establishing processes, workflows, and service standards that improve HR effectiveness, and maintaining HR policies, procedures, and the employee handbook. - Oversee HRIS, ATS, payroll, and performance management systems, ensuring employee records and confidential information are maintained accurately. - Own compliance with employment, wage and hour, leave, and recordkeeping requirements across all Company locations — including EEO-1, I-9, OSHA 300 support, and required postings — partnering with Quality, Safety, and Operations on workforce-related regulatory needs. **Talent, Recruiting & Culture** - Direct culture, engagement, and talent acquisition strategy, ensuring recruiting, onboarding, and engagement programs are executed effectively and aligned with business needs. - Maintain visibility and trusted relationships with employees and leaders at all levels; proactively identify organizational or cultural issues and partner with leadership on root causes - Partner with leadership to set the direction for workplace culture (accountability, respect, collaboration, quality, continuous improvement), translating that direction into programs the team executes and sustains. - Drive recruiting strategy and full-cycle execution including sourcing, assessment, interviewing, selection, offers, and onboarding, across corporate, technical, and high-volume production roles  with a focus on quality of hire and long-term retention. Build and maintain sourcing channels for skilled production and technical positions through trade schools, staffing partners, and local workforce pipelines, while managing contingent labor utilization and conversion. - Lead engagement initiatives such as performance recognition programs, wellness initiatives, and team-building activities. **HR Team Leadership** - Lead, coach, develop, and hold accountable members of the HR team, establishing clear roles, priorities, and performance expectations - Stay actively engaged in the department's work, maintaining enough functional knowledge to direct, problem-solve, and step into critical matters when needed - Build internal HR capability through coaching, knowledge transfer, and delegation — engaging outside expertise only where needed — and build an HR function capable of scaling with the Company's growing workforce, operations, and complexity **WORK ENVIRONMENT** - Duties are performed primarily in a professional office and manufacturing environment. - Position requires regular interaction with employees, managers, and leadership across multiple functional areas. **PHYSICAL & TRAVEL REQUIREMENTS** - Frequent sitting, standing, and walking throughout office and operational environments. - Ability to communicate effectively in person, electronically, and by telephone. - Ability to lift and carry up to 25 pounds on an occasional basis. - Ability to travel as needed between the Henderson, Nevada headquarters and Broomfield, Colorado operations, as well as to supplier and manufacturing-partner locations, laboratories, universities, trade shows, conferences, and other business locations. ## Benefits P**roCaps Laboratories provides:** - _**A competitive salary**_ depending on experience and qualifications - Eligible for a **discretionary company-wide bonus** - Top-Tier Medical, Dental & Vision Coverage – $0 cost when you qualify for our Wellness Program - Generous Paid Time Off – includes 8 paid company holidays - 401(k) with Company Match – up to 4.5% - 100% Company-Paid Life Insurance - 100% Company-Paid Short-Term Disability Insurance - Gym Membership Reimbursement - Monthly Vitamin Allowance + Employee Discounts on Products - Company-Funded Health Savings Account (HSA) – $1,600 annually - Cash Bonuses Through Employee Referral Program - Optional Pet Insurance Available _\*\*\*Fantastic work environment that focuses on Safety, Quality, Community, and amazing people. We hire top talent and celebrate the ingenuity and tenacity of our team members and leaders!_ **APPLICATION DEADLINE :** _This position will remain open until filled. Applications will be reviewed on a rolling basis._ **HOW TO APPLY :** _Click BELOW to apply directly through our career portal._