Director of Human Resources

HydroJug, Inc. · Human Resources · Ogden, Utah (in office)

Reports to: Chief Executive Officer

Level: Director · Full-time · Exempt

About the Role

HydroJug grows only as fast as it can hire great people and keep them. This role owns that. The Director of Human Resources leads how we find, hire, pay, grow and keep our team, and makes sure every person we bring on lives our core values. Success is measured in results: how fast strong people join, how well they perform, and how long they stay.

Responsibilities

• Lead recruiting from start to finish: where we look, how we interview and how fast we decide, so strong people join quickly.
• Screen every hire against our core values, and teach every hiring manager to do the same.
• Set pay with market data: a salary study for every role, pay ranges, and career maps that show people how to grow here.
• Own retention. Learn why strong people stay or leave, and fix what drives them out.
• Build how our culture shows up inside the company, through internal brand and engagement programs that are measured and improved.
• Lead the HR team, Talent Acquisition and payroll and benefits, and hold it to clear results, including accurate, on-time payroll.

Success Criteria

Twelve months

• Average time to fill is 45 days or less for staff roles and 60 days or less for director roles and above.
• Hiring managers rate new hires as meeting or beating the bar at 90 days.
• Regrettable voluntary turnover is 10% or less a year, and first-year retention of new hires is 90% or more.
• Every role has a current salary study and every team has a career map.
• An engagement score is measured twice a year and rising.

30 days: Every open role and the current hiring process reviewed. Each department head's biggest talent gap known. A standard interview process drafted.

90 days: The standard interview process, with culture scoring at every stage, used for every open role. Time to fill and turnover reported monthly. A salary study done for every open role.

180 days: Time to fill on track for the twelve-month target. Career maps done for the first half of teams. First engagement survey run and results acted on. Internal brand program launched.

Qualifications

Required

• Has led an HR function, including payroll, benefits and the people who run them, usually after 8 to 12 years in HR at a company of about 75 to 500 employees.
• A record of filling roles quickly with strong hires, backed by their own time-to-fill and hire-quality numbers.
• Has built a hiring process that screens for culture and values, not only skills.
• Has built pay structure from market data: salary studies, pay ranges and career paths.
• Has run retention programs and can show the change in turnover that followed.

Preferred

• Experience at a consumer products or fast-growth brand
• SHRM-SCP or SPHR certification
• Knows the Utah talent market
• Has built an internal or employer brand from scratch

Reporting & Organization

• Reports to the Chief Executive Officer on the Human Resources team. Leads two direct reports: Talent Acquisition and the Payroll & Benefits Coordinator.
• Tools: our in-house applicant tracking system, and payroll and benefits systems.
• Cross-functional partners: Chief Executive Officer, every department head, Finance.
• Decisions this role owns: how we hire, including the interview process, sourcing channels and interview loops; engagement and internal brand programs; and the HR team's priorities and work.

About HydroJug

HydroJug, Inc. is a consumer brand based in Ogden, Utah. We design and sell premium hydration and lifestyle products direct to consumers and through major retail. Our core values are Customer Centricity, Hard Work, Resourcefulness, Pride in Craft and Teamwork. We hire for them, and we hold each other to them.