• Job Tag: #LI-DS2
• Posted: September 22,2026
• Salary: $150,000

Director of Human Resources

Location: Greater Minneapolis (Regular presence required in Edina & Sauk Rapids, MN)
Work Model: Hybrid, three days onsite and two days remote
Compensation: $150,000–$165,000 base salary plus 15% annual bonus
Reports To: Chief Financial Officer

The Opportunity

A growing, private equity-backed consumer products and e-commerce company is seeking a Director of Human Resources to build and lead its people function through an exciting period of growth and transformation.

This is the organization’s first dedicated senior HR leadership role and an opportunity to make a visible, lasting impact. Reporting directly to the CFO and serving as a member of the leadership team, the Director of Human Resources will establish the strategy, systems, and programs needed to support an approximately 70-person workforce spanning corporate and manufacturing environments.

The ideal candidate is a highly capable HR generalist who can move fluidly between strategic leadership and hands-on execution. This person will become a trusted advisor to the executive team while building relationships with employees at every level of the organization.

What You’ll Do

Strategy and Leadership

• Serve as the organization’s senior HR leader and primary advisor to the executive and leadership teams.
• Develop a practical people strategy aligned with the company’s growth plans, culture, and business priorities.
• Partner with leaders on workforce planning, organizational design, compensation strategy, succession planning, and talent decisions.
• Support the company’s implementation of EOS by helping establish stronger leadership rhythms, accountability, communication, and people practices.
• Conduct a current-state assessment of the HR function and create a prioritized roadmap for improvement.
• Bring sound judgment, proactive recommendations, and an employee-centered perspective to leadership discussions.

Culture and Employee Experience

• Help define and strengthen the company’s culture as the organization enters its next phase of growth.
• Develop programs and practices that foster engagement, accountability, collaboration, and connection across locations.
• Build an employee experience that reflects the company’s creative, entrepreneurial, and people-focused culture.
• Strengthen onboarding and other key moments across the employee lifecycle.
• Maintain an approachable, visible presence with both corporate and hourly employees.

Leadership and Talent Development

• Coach managers and leaders on performance, feedback, communication, team effectiveness, and employee development.
• Create practical tools and training that strengthen managerial confidence and consistency.
• Establish and oversee performance-management and talent-development practices.
• Partner with leaders on performance concerns, team structure, career development, and organizational effectiveness.
• Help build a culture in which expectations are clear, feedback is timely, and strong performance is recognized.

Employee Relations and Compliance

• Serve as the primary resource for employee relations, workplace investigations, performance concerns, and sensitive employee matters.
• Ensure compliance with applicable federal, state, and local employment laws.
• Review and update the employee handbook, policies, procedures, documentation, and required training.
• Develop consistent, thoughtful approaches to performance documentation and corrective action.
• Assess risk appropriately and partner with outside legal counsel when necessary.
• Provide limited compliance guidance related to the organization’s independent advisor network in partnership with leadership and outside counsel.

HR Operations

• Provide oversight of payroll, benefits, leave administration, onboarding, HR documentation, and other core people processes.
• Evaluate existing workflows and introduce greater consistency, efficiency, and automation.
• Assess opportunities to implement or enhance HR technology.
• Partner with an experienced administrative team member who currently supports payroll, onboarding, and other established HR processes.
• Recommend future HR staffing or resources as the organization grows.

What We’re Looking For

• Progressive human resources experience with broad exposure across employee relations, compliance, performance management, organizational development, compensation, benefits, payroll, and HR operations.
• Previous experience serving as an HR Director, senior HR generalist, HR business partner, or strong second-in-command ready to step into the top HR seat.
• Demonstrated experience building, evolving, or modernizing an HR function.
• Ability to balance long-term strategy with the willingness to personally execute day-to-day HR responsibilities.
• Strong business acumen and confidence advising senior executives.
• Experience supporting both corporate and hourly employee populations; manufacturing experience is valuable but not required.
• Proven ability to coach managers and navigate complex employee-relations matters with sound judgment and discretion.
• Comfort operating in a smaller, entrepreneurial organization where priorities evolve and leaders wear multiple hats.
• Strong communication, relationship-building, and change-management skills.
• Experience working within an EOS organization is highly desirable. Familiarity with EOS or genuine enthusiasm for the model will also be considered.
• Experience in a private equity-backed, consumer products, e-commerce, creative, or high-growth environment is a plus.
• Bachelor’s degree in human resources, business, or a related field preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification is a plus.

Leadership Style and Cultural Fit

The right person will be:

• Strategic, resourceful, and comfortable creating structure where it does not yet exist.
• Highly collaborative and able to influence without relying on hierarchy.
• Approachable and genuinely interested in knowing employees across the organization.
• Comfortable working independently while maintaining close partnership with leadership.
• Innovative and curious about using technology to improve HR and the employee experience.
• Low ego, solutions-oriented, and able to bring expertise with warmth and humility.
• Energized by the opportunity to build rather than simply maintain established programs.

Work Location and Travel Expectations

This is a hybrid position with three days onsite and two days remote each week. The offices are located in Edina and Sauk Rapids and regular presence at both locations is expected.

Weekly time at the Sauk Rapids manufacturing facility is expected to build relationships with the hourly workforce and provide accessible, hands-on HR support. Candidates should be comfortable traveling between the two Minnesota locations and should value in-person partnership and employee connection.

Why Join?

• Step into the organization’s first dedicated senior HR leadership role.
• Build a people function with significant autonomy and executive support.
• Earn a meaningful seat at the leadership table.
• Shape culture, leadership practices, systems, and the employee experience.
• Join an approachable, collaborative executive team that values expertise without ego.
• Partner with a supportive private equity sponsor focused on thoughtful, long-term growth.
• Contribute to the next chapter of a well-established consumer brand with a loyal customer community.
• Work in an environment that combines entrepreneurial energy, creativity, and operational growth.