Director, People & Culture

FLEET Response LLC; Durham (NC); On-site; USD 120,000 - 140,000; Full time

Benefits offered by this job

Medical, dental, vision insurance

401(k) with company match

Unlimited PTO and holidays

Mileage / travel reimbursement

Job summary

FLEET Response LLC in Durham, NC seeks a Director of People & Culture to lead HR across multiple sites, shaping policies, payroll, onboarding, and employee relations with hands-on authority.

You will build a scalable HR function, coach managers, and ensure compliant practices while aligning with our SERVE values.

Qualifications

• Eight plus years of progressive HR experience with ownership of complex employee relations.

Responsibilities

• Own HR operations across sites with standardized onboarding, offboarding, performance, and leave processes.

Job description

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

Director, People & Culture

Full Time Senior Management RPR Durham NC, Durham, NC, US

2 days ago Requisition ID: 1199

Salary Range: $120,000.00 To $140,000.00 Annually

FLEET Response is a national network of industry leading restoration companies. When water, fire, storm, or mold damage disrupts a home or a business, our teams are the ones who show up, and stay until life is back to normal. Leadership and innovation are at the heart of everything we do, and we continually raise our standards for quality and safety built within a team focused culture.

We treat every customer the way we would want to be treated: reliable workmanship, strong values, and real accountability. Our local specialists guide people through recovery with clear communication and daily support. Restoration starts here, and it starts with the people who do the work.

WHY THIS ROLE EXISTS

We are building the HR function this company deserves. Today, too much of HR is reactive: issues surface late, managers handle hard conversations without a playbook, and execution of processes varies from site to site. This role changes that.

The Director of Human Resources owns employee relations, compliance, and HR operations across our sites, and reports directly to the CEO. It is a hands-on seat with real authority: you will run the sensitive matters yourself, build the systems that keep them from recurring, and give leadership a clear-eyed read on people risk before it becomes a problem. If you want a role where HR is treated as a business function and not a paperwork department, this is that role.

WHAT YOU'LL OWN

HR operations you can trust. ADP runs clean, accurate, and on time. Onboarding, offboarding, performance, and leave standardized across sites, with room for how each location actually operates. Reporting leadership can act on.

Talent and team. Critical roles filled with a consistent hiring process. An HR team that is coached, developed, and clear on the standard — so the function does not run through one person.

Manager capability and culture. You translate leadership's direction into practices managers actually use. You coach people-managers through difficult conversations and performance issues so problems get handled early — and you are credible in the field, not just at headquarters.

Career path and retention. Development and implementation of a career path methodology that ensures a high retention of talent within the organization.

Culture ambassador. You are creative and assist with the implementation of initiatives that further the organization’s core values of SERVE, (Speed, Excellence, Relationships First, Vital Communication, Enjoyment) amongst our team members.

Employee relations. You are the company's senior-most resource for sensitive and high-risk matters — harassment, discrimination, misconduct, policy violations. You proactively identify and address employee relations risks before they escalates, and when issues do arise, you handle them start to finish: fair, timely, well-documented, and legally defensible. You bring counsel in early when a matter warrants it, and you close the loop with everyone involved.

Compliance across every site. Multi-state wage and hour, classification, I-9 and E-Verify, personnel files, handbook and policy. You partner with Safety and Operations on OSHA recordkeeping, incident response, and return-to-work. You watch the law change and update practice before it becomes a problem.

WHAT SUCCESS LOOKS LIKE

First 30 days

You know the open ER caseload, the HR team, and the compliance posture. You have named the top people risks and installed a clear intake and triage rhythm. You have made yourself visible to the people you support.

By 60 days

You understand the big picture company vision and goals. Corrective and communication plans are live on the top risks. Weekly case review is running. Manager coaching standard is defined. You have a baseline for engagement and turnover.

By 90 days

HR is visibly moving from reactive to proactive. Leadership is not surprised by people issues. Compliance gaps are closed or on a documented path. Next-quarter priorities are set.

After the first 90 days, performance is measured against a written scorecard: investigation timeliness and defensibility, repeat escalations, manager coaching coverage, compliance findings, engagement and regretted turnover, and time-to-fill on critical roles. You will know exactly what good looks like.

WHAT YOU BRING

8+ years of progressive HR experience, including direct ownership of complex employee relations matters you ran yourself — intake to resolution

Experience supporting a multi-site, field-based, or distributed workforce (restoration, construction, skilled trades, logistics, healthcare services, or similar)

Working command of multi-state employment law — wage and hour, classification, leave, accommodation, and termination risk

Proven experience leading and developing HR team members through standardized processes, coaching, and accountability measures that create a scalable, sustainable function

Demonstrated experience fostering a company-wide culture transformation, carefully determining where standardization is needed versus bespoke solutions based on regional or location needs.

Hands‑on HRIS ownership and demonstrated experience translating people data into meaningful insights and recommendations; ADP experience strongly preferred

A track record of coaching managers at all levels of the organization while providing practical guidance on performance management, accountability, and workplace challenges.Experience building and standardizing core HR processes that balance organizational consistency with site-specific business needs

Judgment under pressure: you stay calm in high-tension situations, keep confidences, and tell leadership what they need to hear

Bachelor's degree in HR, Business, or a related field — or equivalent experience that clearly did the job

Willingness to travel to partner-company sites

NICE TO HAVE

SHRM-SCP, SHRM-CP, SPHR, or PHR

Experience in a private-equity-backed or multi-brand environment, or integrating HR practice across acquired companies

Exposure to OSHA recordkeeping, workers’ compensation, and return-to-work programs

Conversational Spanish

COMPENSATION & BENEFITS

Salary range: $120k – $140k annually, depending on experience. Bonus eligibility: 10- 20% of base compensation target.

Benefits include [medical, dental, and vision insurance; company-paid short-term disability and life insurance; 401(k) with company match; unlimited PTO and holidays; mileage / travel reimbursement].