HR Director

Company info:  gearUP’s mission is to outfit youth sports teams with customized gear – on time for game time!  We have simplified the hassle of outfitting youth sports teams with customized gear from the best brands. Our webstores are always open and product ships direct to athlete (DTA) on time. GearUP has been one of the fastest growing companies in the Pacific Northwest since 2018, and we have so much opportunity ahead of us.  Now is a great time to join our expanding team!

Position Summary: gearUP is looking for an experienced, strategic and thoughtful Human Resources leader to help guide the organization through the next phase of growth.  This is an opportunity for an HR leader who thrives in environments where they move between high-level strategic thinking and hands-on support, who sees Human Resources as more than policies and processes, and views the HR function as a strategic partner to the business.  

Reporting to the Chief Financial Officer, the Director of Human Resources partners closely with the executive leadership team, operational and department leaders, and employees in office, warehouse, production, and remote work environments and attracts, develops, engages, and retains talent in support of strategic growth objectives.  This role leads our organization-wide human resources strategy, develops policies and procedures that are closely aligned with business objectives, strategic priorities, and compliance with federal, state and local employment laws, and supports and nurtures a positive, high-performing workplace culture.   

Direct Reports: 

• Sr. HR Generalist 

• Payroll & Benefits Specialist

Essential Duties and Responsibilities:  

Strategic HR Leadership 

• Develop and execute HR strategies that support company growth, operational excellence, and employee engagement. 

• Serve as a member of the leadership team and provide guidance on organizational design, workforce planning, succession planning, and talent development. 

• Partner with executives and managers to foster a culture of accountability, collaboration, and continuous improvement. 

• Establish HR metrics and reporting to support business decision-making.

Employee Relations and Culture 

• Promote a positive and inclusive workplace culture across all locations and employee populations. 

• Provide coaching and guidance to managers regarding employee relations, performance concerns, disciplinary actions, and conflict resolution. 

• Lead investigations involving employee complaints, workplace concerns, harassment allegations, and policy violations. 

• Develop initiatives that enhance employee engagement, communication, recognition, and retention. 
   

Talent Acquisition and Workforce Planning 

• Oversee recruiting, hiring, onboarding, and workforce planning activities. 

• Develop strategies to attract and retain qualified candidates across all functions of an organization. 

• Ensure an effective onboarding experience that supports employee success and retention. 

• Build talent pipelines for key operational and leadership roles.

Compensation and Benefits 

• Direct compensation programs to ensure competitiveness, internal equity, and alignment with company objectives. 

• Oversee payroll and benefits administration and vendor relationships. 

• Evaluate and recommend compensation structures, incentive programs, and employee wellness initiatives. 

• Analyze market trends and support compensation review processes. 

Performance Management and Employee Development 

• Lead performance management processes and manager training programs, with a focus on continuous improvement and development 

• Develop leadership development and employee training initiatives. 

• Partner with department leaders to identify organizational capability needs. 

Compliance and Risk Management 

• Ensure compliance with federal, state, and local employment laws, including multi-state employment requirements. 

• Oversee HR policy development, maintenance, and implementation. 

• Maintain compliance related to wage and hour laws, leave administration, ADA accommodations, workers' compensation, unemployment claims, and workplace investigations. 

• Partner with legal counsel on employment-related matters as needed. 

• Ensure proper recordkeeping and HRIS administration. 

HR Operations 

• Lead and develop the HR team and related human resource functions. 

• Oversee HR systems, reporting, personnel records, and process improvements. 

• Establish scalable HR processes that support organizational growth. 

• Manage HR budgets and vendor relationships. 

Requirements

Qualifications 

Required 

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field. 

• Minimum 10 years of progressive human resources experience, including at least 5 years in senior HR leadership roles. 

• Demonstrated experience supporting multi-site operations. 

• Experience managing multi-state employment compliance. 

• Strong knowledge of federal and state employment laws and regulations. 

• Proven success in employee relations, organizational development, talent acquisition, and performance management. 

• Strong judgment and demonstrated experience navigating complex employee relations matters. 

• A collaborative and approachable leadership style, with the ability to build trust and communicate effectively at every level of an organization. 

• Experience leading organizational change and implementing HR initiatives. 

• Ability to maintain confidentiality and exercise sound judgment. 

Preferred 

• Master's degree in Human Resources, Business Administration, or related field. 

• SHRM-SCP, SPHR, or equivalent professional certification. 

• Experience supporting organizations with remote employee populations. 

• Experience implementing or optimizing HRIS and workforce management systems. 

Key Competencies 

• Strategic Thinking 

• Business Acumen 

• Leadership and Team Development 

• Employee Relations Expertise 

• Conflict Resolution 

• Change Management 

• Organizational Development 

• Compliance and Risk Management 

• Data Analysis and Decision-Making 

• Communication and Influence 
   

Work Environment 

• Office-based at the company's headquarters in Hillsboro, Oregon. 

• Regular interaction with employees across office, production, warehouse, and remote work environments. 

• Occasional travel to company facilities in Oregon and North Carolina and other business-related locations as needed. 

Physical Requirements 

• Ability to remain in a stationary position for extended periods while working at a computer. 

• Viewing computer monitors for extended periods.  

• Talking, listening, and typing for extended periods  

• Ability to move throughout office, warehouse, and production facilities. 

• Ability to occasionally lift up to 20 pounds. 

Equal Opportunity Employer

Gear Up Sports, Inc.is an equal opportunity employer, and all qualified applicants will receive consideration for employment. without regard to individual’s race, color, religion, religious creed, national origin, ancestry, citizenship, physical or mental disability, medical condition, genetic information, marital status, sex, gender, age, sexual orientation, veteran and/or military status, protected medical or family leaves, domestic violence victim status, political affiliation, or any other status protected by federal, state, or local laws. . To comply with Federal law, gearUP participates in E-Verify. All newly-hired employees are queried through this electronic system established by the Department of Homeland Security (DHS) and the Social Security Administration (SSA) to verify their identity and employment eligibility.

Benefits

Gear Up Sports provides the following employee benefits:

·       Paid Time Off (PTO)

·       Paid Holidays – New Year’s Day, Memorial Day, 4th of July, Labor Day, Thanksgiving, Day after Thanksgiving, and Christmas

·       Healthcare Benefits – Effective the first of the month following the date of hire:

o   Health/Vision insurance through Regence BlueCross BlueShield

o   Dental insurance through Regence

·       Life, Disability & Accident Insurance through MetLife – effective 1st of the month following date of hire:

o   Group Term Life insurance – company paid

o   Long Term Disability insurance – company paid

o   Voluntary additional life insurance for self & dependents

o   Voluntary Accident Insurance

·       Flexible Spending Account Plan (FSA) – allowing pre-tax savings for Health and Dependent Care Expenses

·       Health Savings Account Plan (HSA) - allowing pre-tax savings for Health expenses if participating in HDHP health insurance plan

·       Employee Assistance Plan (EAP) – plan provided through Canopy

·       401(k) Plan – participation after three months of employment with employer-matching contribution