HR Director

CAS Automotive; Florida; On-site; USD 120,000 - 190,000; Full time

Job summary

CAS Automotive is seeking a senior HR leader to own the people function for a fast-scaling platform business. You will design performance systems, build careers, embed culture, and lead HR operations globally from Miami to Belize, aligning teams across multiple BUs.

You will design compensation frameworks, train managers in performance conversations, and partner with leadership to scale the organization while maintaining an entrepreneurial edge.

Qualifications

• 7–10 years of HR leadership in digital or platform businesses.
• Multi-BU experience across several units with different needs.
• Global oversight including HR in other geographies.
• Startup experience helpful; building functions from the ground up.

Responsibilities

• Embed and scale performance systems with strong manager adoption.
• Drive learning and development programs across BUs and functions.
• Strengthen organizational effectiveness and advise on org design.
• Execute HR operations: employee relations, compliance, benefits, recruiting.
• Build and sustain a culture that scales across all units.

Skills

HR leadership

Global scope

Performance management

Talent development

Compensation design

Tools

Rippling

Job description

The Role

We are building something rare: a platform business with the speed of a startup. You will own the people function that makes it work.

You will design the performance systems, build careers, embed culture across teams, and make the whole organization more effective as it scales — starting from strong foundations and evolving them as fast as the business does. You will lead HR operations, develop talent, and sit side by side with leadership to make our flat, team-based model hum without losing the entrepreneurial edge that got us here.

This is a global role with real reach. You will set the people agenda across multiple business units around the globe and lead our HR Manager in Belize, and the Generalist in Miami - raising the bar everywhere we operate.

What You’ll Do

Embed & Scale Performance Systems

• Develop and own quarterly performance cycles with strong manager adoption
• Design and sharpen goal-setting and KPI frameworks as we learn what moves the needle
• Ensure transparent compensation/bonus decisions
• Train managers on effective performance conversations

Drive Learning & Development

• Design training programs that build capability across every BU and function
• Carve out career paths that keep high performers growing in a flat structure
• Coach leaders operating in a matrix organization (BU and Functional Team)
• Build onboarding that embeds culture and operating principles from day one

Strengthen Organizational Effectiveness

• Partner with the CEO on org design challenges as the company scales — be a voice in the room where the hard calls happen
• Advise on team dynamics and cross-functional collaboration
• Turn engagement data into action and eliminate the friction points
• Balance autonomy with alignment as complexity grows

Execute HR Operations

• Manage employee relations, compliance, and benefits administration with care and consistency
• Lead recruiting for the critical roles, partnering with external recruiters as needed
• Maintain global policies sharp for a primarily in-office workforce
• Ensure HRIS and systems support the business needs
• Lead the HR Manager in Belize, setting consistent global practices
• Wield real HRIS depth — selection, configuration, and reporting — with Rippling experience a strong plus

Build Culture That Scales

• Live the company values loudly and hold others to them
• Build one integrated culture and spread the best practices across every BU
• Design recognition programs that celebrates the behaviors we want to see
• Measure engagement regularly and act on what you hear
• Keep the entrepreneurial spark alive as headcount grows

Who You Are

Experience

• 7–10 years of HR leadership with recent time in digital or platform businesses; background across diverse organizational conte3xts (large organizations, mid-market, and startups)
• Multi-business-unit experience is a must – managing and aligning people practices across several Bus with different needs and rhythms
• Global scope, including oversight of HR in other geographies
• Startup experience is extremely helpful — comfort building the function from the ground up
• You have built or scaled HR systems inside team-based or agile organizations
• Hands-on with performance management, compensation design, and talent development
• Demonstrated experience contributing to business solutions — you bring talent and people insight into commercial and operational decisions, not just HR program delivery
• You have managed teams and collaborated across functions without relying on hierarchy

Mindset

• Partner-first — you collaborate, lead, and enable rather than gatekeep
• Player/Coach — you scan think strategically about how talent drives business outcomes and you also roll up your sleeves to execute the day-to-day
• Transformational builder — you develop systems, then evolve them based on what actually works
• Pragmatic — you ship “good enough,” learn fast, and iterate based on feedback
• Data-informed — you measure outcomes and adjust based on what’s working

Environment Fit

• You thrive in a fast-paced, multi-BU business where speed matters
• You are comfortable with change and ambiguity — that’s where you do your best work
• You are naturally collaborative and don’t need an org chart to get things done
• You move easily between strategic thinking and rolling up your sleeves

Come Build This With Us

If you want to build the people function of a platform business — with the scope, the autonomy, and the leadership access to make it real — we would love to talk.