Director of People and Culture – HR Management at Buxton

, , United States -

Full Time

Start Date

Immediate

Expiry Date

30 Mar, 26

Salary

0.0

Posted On

30 Dec, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

HR Strategy, Change Management, Talent Development, Employee Engagement, Performance Management, Compliance, HR Technology, Organizational Design, Leadership, Communication, Problem Solving, Interpersonal Skills, Global Employment Practices, Team Leadership, Diversity, Innovation

Industry

Software Development

Description

The Director of People and Culture is a hands-on, strategic leader responsible for building the foundation of a cohesive, high-performing, and people centered organization. As a key member of the leadership team, this role will design and operationalize a unified HR strategy across a global workforce. The ideal candidate combines strategic vision with operational execution, leading the transformation to a streamlined, scalable global People function. Responsibilities Build the HR Foundation Assess the current HR landscape and design a scalable, centralized HR infrastructure encompassing systems, processes, policies, and employee handbooks. Establish consistency in core areas such as recruiting, onboarding, performance, management, compensation, and compliance across global entities. Select, optimize, and operationalize HR technology and tools (e.g., Rippling, Leapsome) to support efficiency, visibility, and self-service. Strategic Leadership & Organizational Integration Partner with executive leadership to define and execute a unified global people strategy aligned with business objectives and growth initiatives. Lead change management efforts to harmonize culture, values, and employee experience across acquired companies. Serve as a trusted advisor to leadership, providing insights on organizational design, workforce planning, and talent decisions, including post-acquisition integration. Talent & Culture Development Design and implement talent programs that attract, retain, and grow high-performing, diverse teams. Build a foundational performance and development program that promotes accountability, feedback, and career growth. Develop initiatives that strengthen employee engagement, belonging, and well-being across geographies. Operational & Compliance Excellence Ensure global compliance with employment laws, regulatory requirements, and data protection standards. Oversee employee relations and conflict resolution with fairness, discretion, and consistency. Maintain competitive, equitable compensation, benefits, and recognition frameworks. Team Leadership Build, mentor and lead a small but high-impact HR team fostering collaboration, accountability, and professional growth. Promote a “builder mindset,” encouraging continuous improvement and innovation in HR operations. Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field preferred (or equivalent experience). 5+ years of progressive HR experience, including 2+ years in a leadership role building or scaling HR functions. Experience in PE-backed or high-growth companies, ideally with M&A and post-acquisition integration exposure. Deep understanding of global employment practices, including working with international employees, contractors, and EOR models. Proven experience implementing or optimizing HR technology platforms (e.g., Rippling, Leapsome). Strategic thinker able to translate business goals into actionable people strategies while remaining hands-on in execution. Strong interpersonal, communication, and influencing skills across levels, cultures, and geographies. Excellent problem-solving, change management, and organizational design capabilities, with resilience in ambiguity.

Responsibilities

The Director of People and Culture is responsible for building a cohesive, high-performing organization by designing and operationalizing a unified HR strategy across a global workforce. This includes assessing the current HR landscape, establishing consistency in HR processes, and leading change management efforts.