Growing tech manufacturer in Irvine
Director of Human Resources: $175-$225K plus bonus plus generous OPTIONS.
- Included in comp will be OPTIONS where there will be significant financial upside.
Keys:
Required Experience:
- 10+ years of HR leadership experience and some kind of related industry experience: i.e. technology, deep-tech, advanced engineering, software, medical device, etc.
- Demonstrated experience building HR functions and policies from scratch.
- Direct ownership managing synchronized annual review cycles that align performance evaluations with merit-based compensation increases.
- Strong international HR experience, including multi-country compliance.
- A deep understanding of employment law, compensation structures, and HR best practice.
Preferred Experience:
- Experience in fast-growing startups or scale-ups (Series A–C or equivalent)
- Prefer experience supporting engineering, R&D, or scientific teams
- Familiarity with equity compensation, retention strategies, and competitive technical labor markets
- Experience working closely with founders, executive teams, and boards
- Background in regulated or IP-sensitive industries
Top Reasons to Join:
- Significant Individual Financial upside.
- Elite Financial Backing – Backed by leading investors with decades of success in semiconductors and infrastructure.
- Breakthrough Technology – Build industry-defining coherent DSP and optical connectivity solutions.
- Direct Access to Decision Makers – Your ideas matter and move fast.
- Accelerated Career Growth – Startups compress timelines and amplify impact.
- Clear, Transparent Culture – You always know how and why decisions are made.
Benefits:
- Competitive salary
- Annual performance bonus
- Stock options with strong upside
- Comprehensive health benefits
- Early influence on architecture and product roadmaps
- The opportunity to build technology with global, long-term impact
Why this is a great opportunity:
- The chance to play a foundational role at a high-growth start-up.
- A collaborative, international team culture where ideas and initiative are valued.
- The opportunity to grow alongside the company as they scale and shape the future of the industry.
- Great leadership team - very often considered “the best boss I’ve ever had”.
What success looks like:
- A scalable and compliant HR foundation that supports rapid innovation and growth
- Clear, well-adopted policies across global teams
- A credible, transparent, and well-run annual focal process
- Strong engagement, retention, and development of critical technical talent
Job Description:
HR Infrastructure & Organizational Growth
- Scale Operations: Build a flexible HR model that evolves alongside the company’s growth.
- Lifecycle Management: Standardize end-to-end employee processes from onboarding to offboarding.
- Systems Ownership: Select and implement the HR tech stack (HRIS, Compensation, Performance).
- Workforce Strategy: Partner with executives on org design and headcount planning.
Compliance, Policy & Risk
- IP-Focused Governance: Develop HR policies and handbooks tailored for high-tech, IP-driven environments.
- Legal Compliance: Oversee labor law adherence across U.S. and international jurisdictions.
- Employee Relations: Resolve complex workplace issues with professional judgment and consistency.
- Legal Partnership: Align with Legal on IP protection and employment contracts.
Total Rewards & Performance (Annual Focal)
- Focal Cycle Leadership: Execute annual performance, merit, and equity review cycles.
- Career Architecture: Define job levels, promotion criteria, and technical career paths.
- Pay Equity: Partner with Finance to maintain competitive, market-aligned compensation.
- Manager Enablement: Provide tools for performance differentiation and effective feedback.
Global HR Operations
- International Support: Manage HR for a distributed workforce across multiple global design centers.
- Global Expansion: Coordinate with PEO/EOR partners to hire and scale in new regions.
- Regional Alignment: Adapt global policies to meet local labor requirements and cultural needs.
Culture & Leadership Development
- Culture Building: Foster an environment of innovation, accountability, and high execution.
- Technical Onboarding: Launch programs that accelerate new hire productivity in R&D settings.
- Leadership Coaching: Develop first-time managers and technical leads into effective people leaders.
- Strategic Advisor: Guide leadership on engagement, retention, and overall organizational health.
