Human Resources Director

Position Summary

This role leads the Human Resources function for the Pegasus Portfolio of Perseus — five business units, 200 to 500 employees, and operations in the US, Europe, and Canada. The Human Resource Director (HRD) is the primary HR resource for the Portfolio and owns the full HR scope: policy, recruiting, performance management, engagement, employee relations, compliance, and HR due diligence and integration for acquisitions. This role will partner with internal Legal, Payroll, Benefits, HRIS, Finance, IT, and external partners.

This is a role for an experienced HR practitioner seeking scope and impact. The ideal candidate already operates independently at this level: sound judgment, comfort with ambiguity, and hands-on experience carrying HR through an acquisition in more than one country. They are the first point of escalation for HR issues across the Portfolio and are trusted to bring the President and business unit leaders solutions, not open questions.

Job Responsibilities

Business Partnership & Strategy

Serve as a trusted advisor to the Pegasus Portfolio President and each business unit's management team.

Track industry trends and best practices and translate them into recommendations for the Portfolio.

Participate in leadership meetings and contribute HR insight to business decisions.

Provide practical HR reporting and workforce insights as requested by Portfolio and business-unit leadership, and develop recurring metrics where they add value.

Partner with business leaders on workforce planning, succession, retention, organizational changes, and leadership-related decisions.

Advise leaders on restructurings, role design, and annual HR priorities across the five businesses.

M&A — HR Due Diligence & Integration

Partner with external advisors to lead HR due diligence on acquisition targets: employment cost/liability exposure, compensation and benefits benchmarking, employment contract and works council/union review, key-talent identification, and change-of-control or severance exposure.

Own post-close integration planning and execution: Day-1 readiness, harmonizing benefits and policies, integrating payroll and HRIS, and building the communication plan for affected employees.

Track integration milestones, decisions, risks, dependencies, and owners, and report progress to Portfolio leadership and relevant transaction partners.

Lead the HR workstream from early diligence and risk assessment through signing, close, Day 1, stabilization, and ongoing integration.

Manage HR diligence materials and assess employment terms, compensation, benefits, pensions, payroll, immigration, contractor use, employee disputes, collective arrangements, transfer requirements, and related liabilities.

Develop and execute employee transfer, retention, severance, communications, payroll, benefits, HRIS, and country-specific integration plans.

Coordinate HR dependencies with Corporate Development, Legal, Finance, Tax, Payroll, Benefits, IT, HRIS, advisors, and acquired-company leadership, including for carve-outs and entity reorganizations.

Talent Acquisition & Workforce Planning

Lead or coordinate talent acquisition across the Portfolio, including requisition setup, approval workflows, screening, and offer processes, and hiring-manager support.

Partner with hiring managers on role definition, interview process, and hiring decisions.

Support workforce and succession planning for key roles across the five business units.

HR Operations, Compensation & Performance

Own and coordinate employee lifecycle processes, including hiring, agreements, onboarding, employee changes, leaves and accommodations, transfers, promotions, relocations, records, and offboarding.

Lead compensation, bonus, performance-review, benefits, and employee-support cycles, partnering with Payroll, Benefits, Finance, IT, and HRIS for accurate and timely delivery.

Employee Engagement & Relations

Assess employee engagement and design initiatives to improve it.

Manage employee relations matters — conflict resolution, performance management, disciplinary action, investigations, accommodations, and sensitive employee concerns — across varying legal and cultural contexts.

Coach managers on employee relations.

Engage complex matters to outside counsel as needed.

Organizational Change & Global Employment

Lead HR planning and execution for restructurings, reductions in force, business closures, entity changes, and individual separations, including documentation, manager preparation, communications, and cross-functional coordination.

Manage cross-border employment matters, including EOR arrangements, immigration and work authorization, coordination with external immigration counsel, international transfers, remote-work locations, and local requirements through appropriate internal and external partners.

Policy Administration, HR Systems & Compliance

Develop, implement, and administer HR policies that meet corporate standards and local legal requirements across all countries of operation.

Own HRIS data integrity and reporting for the Portfolio, and coordinate Workday transactions, approval workflows, organizational changes, audits, troubleshooting, and manager and employee support.

Ensure compliance with employment and labor law in every country where the Portfolio operates, partnering with local counsel, EOR providers, or Corporate in markets outside the HRD's direct expertise.

Participate in Corporate audits and compliance matters.

Maintain HR controls, employee records, data confidentiality, document retention, policy compliance, and recurring audits; monitor legal changes and update practices as required.

Maintain practical HR templates and processes and use technology and AI to improve efficiency, consistency, and employee and manager service.

AI Adopter/Self Development

Use AI and other technology thoughtfully to improve research, drafting, process design, documentation, and day-to-day HR productivity.

• •Stay current on mandatory training requirements.
• •Performs other duties as assigned.

Competencies

Discretion & Confidentiality: Handles non-public deal information and sensitive employee matters with judgment and strict confidentiality.

Global Mindset: Works effectively across cultures, languages, and jurisdictions; adapts approach by market rather than applying one playbook everywhere.

Change Management: Leads people through acquisitions, reorganizations, and policy change with a clear plan and steady communication.

Communication: Persuasive and clear with executives and employees alike; tailors the level of detail to the audience.

Resourcefulness: Identifies problems, researches options independently, and brings recommendations rather than open questions.

Organization & Prioritization: Manages multiple countries, business units, and deadlines at once without dropping the details.

Proactive Ownership: Owns the HR function for the Portfolio end-to-end; escalates only when it genuinely requires it.

AI Adopter: Comfortable using Claude and other AI tools and interested in building a team of HR agents.

Qualifications

Educational Background

BA/BS in Human Resources or a related field, or equivalent experience.

Experience

10+ years of progressive Human Resources management experience, including labor and employee relations, conflict resolution, investigations, compensation and benefits, and organizational development.

Required: hands-on experience in HR due diligence and integration for at least one international acquisition.

HR certification a plus.

Regulatory Knowledge

Strong working knowledge of current US and Canadian employment law, plus a demonstrated ability to manage compliance in other countries by partnering with local counsel, EOR providers, or Corporate resources.

Leadership

Proven ability to build trust and credibility at every level. Experience operating withi