About the Opportunity

We are partnering with a fast-growing, design-driven organization operating in the lifestyle and creative space. Known for its strong brand identity, collaborative culture, and high-performance standards, the company is entering its next phase of growth and transformation.

As part of this evolution, they are seeking a strategic and hands-on Director of People and Culture who will shape organizational capability, strengthen leadership, and ensure that people strategies directly enable business success.

General Purpose

The Director of People and Culture leads the strategic development, implementation, and integration of people strategies, policies, and programs to drive organizational performance and sustainability.

This role holds overall responsibility for company culture, organizational development, talent acquisition, employee relations, performance management, and compensation and benefits. The position serves as a key strategic partner to the CEO and senior leadership team.

Key Areas of Accountability

• Strategic HR Leadership

• Organizational Development

• Talent Acquisition and Workforce Planning

• Performance Management

• Employee Engagement and Retention

• Compensation and Benefits

• Employee Relations and Compliance

• Culture and Values Integration

Responsibilities and Duties

Strategic Leadership

• Translate corporate and business objectives into clear, prioritized people strategies, workforce plans, and leadership initiatives that support organizational growth and operational requirements.

• Act as a strategic advisor to the CEO and senior leadership team on organizational design, workforce planning, leadership effectiveness, and culture development.

Culture and Values

• Integrate company values into leadership behaviors and performance expectations.

• Ensure values are reinforced through hiring, onboarding, performance management, recognition, and accountability frameworks.

• Serve as a cultural steward and role model for leadership standards.

Talent Acquisition and Workforce Planning

• Design and execute an agile talent acquisition strategy aligned with evolving business needs and role complexity.

• Build sustainable talent pipelines and strengthen employer positioning.

Organizational and Leadership Development

• Establish and oversee employee and leadership development initiatives to strengthen capability and organizational effectiveness.

• Provide direct coaching and guidance to people leaders in managing performance, delivering feedback, and handling complex employee matters.

Performance and Engagement

• Lead the redesign and implementation of a company-wide performance management system that clarifies expectations, reinforces priorities, and supports employee growth.

• Improve engagement, retention, and performance through data-driven insights and structured feedback mechanisms.

Employee Relations and Governance

• Oversee employee relations to ensure fairness, consistency, and regulatory compliance.

• Ensure HR policies, systems, documentation, and processes are accurate, current, efficient, and consistently applied.

Compensation and Benefits

• Lead compensation management and benefits administration to ensure competitiveness and internal equity.

Other

• Perform other duties as assigned by the CEO.

Qualifications and Requirements

• Minimum of 10 years of progressive HR experience, with significant exposure to senior leadership and strategic initiatives.

• Bachelor’s degree in Human Resources, Psychology, Business, or a related field.

• Strong background in performance management, leadership development, organizational design, and employee relations.

• Strategic, analytical, and data-driven mindset with strong business acumen.

• Excellent communication, influencing, and stakeholder management skills.

• Demonstrated alignment with core values such as Accountability and Integrity, Collaboration, Excellence, People Development, Innovation, and a Can-Do Attitude.