Human Resources Director (PH)

About Pronghorn

Overview

At Pronghorn, we are building a movement. Rooted in culture, innovation, and equity, we exist to create real pathways to success across the Spirits industry and beyond.

Whether you're behind the scenes or at the forefront of the brand, working at Pronghorn means stepping into purpose. We believe in bold ideas, relentless execution, and creating space for people to show up fully as themselves — and win.

Pronghorn Partner Collaboration (HQ)

At Pronghorn, we leverage powerful partnerships to build pathways. We proudly collaborate with some of the biggest and most respected names in the Spirits industry to connect bold talent with bold brands.

Whether you’re supporting internal growth or contributing to a partner initiative, you’ll gain real-world exposure, strategic access, and unmatched insight into an industry that’s being reshaped in real time. Every role has the potential to intersect with our partner network — driving visibility, impact, and results that go far beyond the job description.

About the role

The Human Resources Director will lead and mature the HR function across a portfolio of three affiliated departments in a high-growth, founder-led environment. This role blends strategic leadership, hands-on HR operations, and close executive partnership in a setting where the business is still building while running.

You will own the full HR lifecycle—from strategy and workforce planning to compliance, training, systems, and reporting—while navigating shifting priorities and evolving structures typical of a start-up/scale-up environment.

Key Responsibilities

1. Strategic HR & Executive / Board Partnership

• Serve as the primary HR leader, aligning people strategy with business goals across all three entities.
• Prepare and deliver HR reports and dashboards for executive and, where applicable, board-level review (headcount, turnover, KPIs, risks).
• Partner with senior leadership on org design, workforce evaluation, and future-state talent planning.
• Translate business strategy into clear HR priorities, roadmaps, and measurable outcomes.

2. Start-Up & Multi-Entity HR Leadership

• Operate confidently in a lean, fast-moving, start-up environment with evolving priorities and limited legacy structure.
• Build and refine HR processes that work across multiple organizations while adapting to each entity’s stage and needs.
• Lead change management: communicate clearly, reset expectations, and support leaders through organizational shifts and ambiguity.
• Comfortably “wear multiple hats” — strategic partner, builder, operator, and advisor.

3. HR Operations, Compliance & Process Design

• Own HR compliance across all entities: policies, handbooks, employment law, documentation, and risk mitigation.
• Develop, implement, and continuously improve core HR processes (onboarding, offboarding, performance, investigations, leaves, employee relations).
• Ensure all HR practices comply with federal, state, and local regulations.
• Maintain organized, audit-ready files and documentation.

4. Talent, Training & Workforce Development

• Partner with leadership to evaluate workforce needs, talent gaps, and succession risks.
• Support leaders with performance management, goal/KPI-setting, and feedback frameworks.
• Identify training needs and build or coordinate learning, leadership, and compliance training programs.
• Coach managers on performance, employee relations, and day-to-day people leadership in a high-expectation environment.

5. Executive & Leadership Team Partnership

• Act as a trusted advisor to executives and senior leaders.
• Support team growth and structure across the portfolio (new roles, restructures, workforce pl