teambuilding™ is a leader in the online team building industry and we are a 100% remote company. We offer a variety of virtual team building activities for remote teams. The goal is to help make jobs awesome... everywhere!
We believe that workplaces are made up of kind, hardworking people that want to do their best work.
We believe that those individuals, as part of a team, can achieve extraordinary things together.
We believe that the work week is f***ing awesome!
We are on a mission to inspire teams to do their best work, together.
Are typically 90 mins of team building awesomeness
Currently facilitated virtually using Zoom
Are designed to be wildly entertaining, with elements of intentional team building
Are delivered + designed by amazing creative facilitators
Typically booked by HR manager or team leaders looking to plan a great event for their team to bond!
Director of HR Position Overview
Director of HR is a new role within our growing company. HR has historically been managed by the Chief of Staff/COO alongside each department manager and we're now looking for a highly driven, self-directed HR Director to own & build the department as their full focus. The right person for the role has an entrepreneurial spirit, as well as, a passion for helping individuals and teams reach their top potential. We want our team to love their work and have resources to support that initiative- the main thing we're missing is one person (maybe you?) that can own that as their primary focus. If you're not comfortable owning the creation and development of a department, this role is not for you. Please only apply if you're looking for a large level of responsibility and the idea of it makes you excited.
The main responsibilities of the Director of HR can be fit into two main themes: compliance (labor laws, payroll, policies, procedures) and culture (team bonding, celebrations, peak performance).
Director of HR Responsibilities
Recruiting, Hiring & On-Boarding: Work with departments manager to evaluate hiring needs and oversee the hiring process to recruit top candidates. This will include creating job descriptions, sample tasks, interview procedures, evaluating compensation packages, onboarding, training, overseeing technology packages etc.
Policy Review + Policy Creation: Review, update, and create new policies as needed. For example, we're in the midst of creating a parental leave policy. We need an HR Director that will become obsessed with everything that needs to be considered with a parental leave policy and guide us in making the right policy as an organization.
Create and support SOPs across departments: As we grow and have multiple people in each role we need a very clear standardized way to evaluate performance in a role and repeatable systems to follow. The Director of HR will roll-out standardization of job descriptions, job roles, and performance evaluations with managers across our company.
Manage benefits administration: We currently work with a PEO to manage our health insurance benefits. We also offer additional benefits to staff and regularly need review to ensure our team understands the benefits that are available to them, as well as ensuring the benefits we offer to match what our team is most interested in.
Oversee Payroll for Hourly and Salary Employees: Ensure we're compliant with local and federal laws and payroll is correct for each team member, every pay period.
Team Performance: Work closely with managers to provide coaching, suggestion, and frameworks that managers can use to have their team reach peak performance. Even with a full HR role, we want the manager's relationship with their team (and vice versa) to remain the primary focus and the goal of HR to support those relationships. We're not looking for a HR manager to "rescue" managers. For example: if a manager is having challenges with an employee, it is the HR Director's role to work with the manager to provide support and coaching on how the manager can best navigate the situation. It is not the role of the HR manager to have the "hard conversations" for the manager.
Professional Development Workshops: Design the curriculum and facilitate internal professional development workshops for managers, team leads, and employees alike. Topics could be Leadership 101. Improving Remote Team Communication, How to Approach a Raise Negotiation, or running a book club for a professional development book. Hint: our fav company book is Fierce Conversations by Susan Scott.
Oversee Direction & Budget of Culture Committee: We've created the Culture Committee (CC) as a peer-led committee compiled of at least 1 member of each department (ideally not managers or team leads). The CC focuses on fun initiatives such as: celebrating birthdays & work anniversaries, having quarterly swag offerings, creating internal team bonding across the company and within each department. You will also oversee working with each department manager to run specific initiatives like monthly team lunches or surprise gift cards. You will have a dedicated budget and need to create the systems for how to use it best.
Advanced knowledge and/or research skills to be an expert in various state + federal labor laws + payroll. International laws a bonus.
Budget & math friendly brain
Advanced experience with employee hiring (20+ positions)
Experience managing a team of 10+ employees
Management style must fit TeamBuilding's vibe of positive, action-oriented, and entrepreneurial. Think of your role as a coach. :)
Reasonably tech-savvy. Experience with Slack, G-Suite, Zapier is a bonus.
Must have access to reliable internet.
Experience managing a remote work environment is a bonus
Hours and Pay Rates
Salary of $60,000 - $75,000 USD per year + Benefits
40 - 45 hours per week
This position will report to the COO
How to Apply
Submit an application online (Please no emails or phone calls)