Director of Human Resources

Conservice is looking for a Director of Human Resources to partner closely with senior leaders and help shape how we scale our business and our teams. This role is less about traditional HR programs and more about being embedded in the business—understanding how each function operates, where it’s going, and what it needs from a people perspective to get there.

 

This person will work directly with senior and executive leaders to think through team structure, talent gaps, performance, and organizational challenges. A big part of the role will be helping leaders make thoughtful decisions around org design, compensation, and team effectiveness while also navigating employee relations and change as the business evolves.

 

We’re looking for someone who has operated in high-growth or evolving environments, ideally supporting commercial or corporate teams, and who is comfortable working through ambiguity while still driving clarity and progress.

Qualifications

Key Responsibilities

 

Work Directly with Business Leaders

• Partner with senior leaders as a day-to-day advisor on team structure, performance, and leadership challenges.
• Stay closely connected to the business to anticipate needs rather than reacting to them.
• Provide practical, actionable guidance that helps leaders make better decisions around their teams.
• Work with leaders to leverage data and business insights to inform talent decisions (e.g., turnover trends, performance metrics, engagement signals).

 

Organizational Design & Team Effectiveness

• Help leaders design and evolve their organizations as the business grows, including structure, roles, and reporting lines.
• Identify gaps in capability or capacity and work with leaders to address them.
• Support broader changes tied to growth, acquisitions, or shifting business priorities.

 

Employee Relations & Leadership Support

• Act as a sounding board for leaders on employee-related situations, from performance concerns to more complex issues.
• Step in where needed to help navigate sensitive or high-impact situations.
• Ensure consistency in how decisions are made and applied across teams.

 

Compensation & Talent Decisions

• Partner with leadership on compensation decisions, leveling, and overall talent strategy.
• Provide input on promotions, role changes, and retention risks.
• Help ensure decisions are both competitive and aligned internally.

 

Change Management & Communication

• Support leaders through change—whether it’s team restructuring, process changes, or integration of new businesses.
• Help translate business decisions into clear, effective communication for teams.
• Ensure changes are implemented in a way that minimizes disruption and builds trust.

 

Integration & Scaling the Business

• Play a key role in integrating newly acquired businesses, including aligning policies, processes, and expectations.
• Help bring consistency to how HR operates across different parts of the company while still allowing for necessary flexibility.
• Support the ongoing evolution of HR processes as the company grows.

 

Performance & Talent Development

• Work with leaders to drive consistent and effective performance management.
• Support talent reviews and succession planning discussions.
• Help identify and develop strong internal talent pipelines.

 

Process Improvement & Operational Efficiency

• Continuously look for ways to streamline HR processes and improve how work gets done across the function.
• Partner with business leaders to identify inefficiencies and help implement more effective, scalable approaches.
• Bring a practical, solutions-oriented mindset to improving both HR and broader business operations.