Director, Human Resources

The Opportunity
Landmark Ventures is seeking an exceptional Director, Human Resources to help build, develop, and support the team that drives our business forward.
This is a hands-on role at the intersection of talent acquisition, people development, and HR leadership. We are looking for someone who is equally energized by finding extraordinary people, helping existing employees reach their potential, and building the systems, policies, and practices that make a growing organization work better.
At its core, this is a role focused on three things: bringing great people into Landmark, making the people already here better, and ensuring we have an effective and well-run HR function.
The Director will lead Landmark’s recruiting efforts, help strengthen performance and professional development across the organization, and oversee the HR operations, employee relations, policies, and processes that support our people and culture.
Landmark is an entrepreneurial organization with multiple businesses, a distributed workforce, and an ambitious vision for growth. Our people are central to everything we do, and we need an HR leader who understands that recruiting, developing, and retaining exceptional talent are among the most important investments we can make.
This person will partner closely with the COO, executive leadership, practice leaders, and our HR/Ops team to translate that belief into action.
And in a world where AI and modern technology are changing how companies recruit, develop, and manage talent, we want someone who is curious, forward-thinking, and eager to use these tools to make our HR function smarter, faster, and more effective without losing the human judgment and relationships that matter most.
Key Responsibilities
Talent Acquisition & Recruiting (50%)
Identify, attract, and hire exceptional people who can move our organization forward.
Recruiting is one of the most important responsibilities of this role. We want someone who sees talent acquisition not simply as filling open positions, but as building the future of the organization.
Own and lead Landmark’s overall recruiting strategy and talent acquisition process across our businesses and teams.
Serve as a hands-on recruiter, actively sourcing, identifying, engaging, screening, and evaluating candidates for positions across the organization.
Partner with hiring managers to understand business needs, define roles, develop compelling job descriptions, establish candidate profiles, and determine what exceptional talent looks like for each position.
Build and maintain strong candidate pipelines, including proactive outreach and relationship development with prospective candidates before positions become available.
Lead recruiting efforts from initial sourcing and candidate engagement through interviews, assessments, reference checks, offers, and hiring decisions.
Develop thoughtful interview processes, evaluation frameworks, and selection criteria that help managers make better, more consistent hiring decisions.
Help hiring managers become more effective interviewers and evaluators of talent.
Identify and recommend new recruiting channels, platforms, communities, networks, and approaches to reach high-quality candidates.
Oversee recruiting platforms, applicant tracking systems, and candidate communications to ensure an organized, efficient, and positive candidate experience.
Partner with leadership on workforce planning, organizational needs, future hiring priorities, and the capabilities Landmark will need as we grow.
Establish and monitor recruiting metrics, including time-to-fill, pipeline quality, hiring effectiveness, and candidate experience.
Direct and coordinate recruiting activities with the HR Assistant and other internal team members while maintaining personal ownership of recruiting outcomes.
Continuously improve how Landmark identifies, attracts, evaluates, and hires talent.
The goal is not simply to fill positions. The goal is to consistently bring people into Landmark who raise the bar for everyone around them.
We want someone who enjoys recruiting, is good at recognizing talent, and takes real satisfaction in finding the right person for the right opportunity.
Sometimes that means developing a thoughtful hiring strategy for a senior leadership position. Sometimes it means sourcing candidates directly, reviewing applications, conducting interviews, or helping a manager recognize that the best candidate may not have the most conventional background. You should be comfortable doing all of it.
Talent Development & Organizational Performance (30%)
Help make Landmark a place where talented people continually grow, managers become stronger leaders, and teams perform at their best.
Hiring great people is only the beginning. We want an HR leader who is equally committed to helping employees develop their capabilities, advance their careers, and do the best work of their lives.
This is not simply about coordinating training sessions or administering performance reviews. It is about building a culture where development is intentional, feedback is meaningful, and people are continually getting better.
Performance Management & Employee Growth
Own and continually improve Landmark’s performance management approach, ensuring employees receive clear expectations, meaningful feedback, and opportunities to grow.
Lead the effective use of Lattice, including Reviews, Updates, and Grow, as tools for ongoing performance, feedback, and professional development.
Manage biannual performance review cycles, including planning, communications, manager preparation, calibration, promotion discussions, and follow-up.
Partner with managers to strengthen the quality and consistency of employee feedback, coaching, and performance conversations.
Help employees and managers establish meaningful professional development goals and actionable growth plans.
Oversee and evolve Landmark’s Career Tracks and Grow Areas across practices, ensuring employees understand expectations, competencies, and opportunities for advancement.
Identify employees with strong potential and partner with leadership to create development opportunities, stretch assignments, and pathways for increased responsibility.
Help managers address underperformance constructively, consistently, and effectively.
Establish systems that turn performance conversations into meaningful action rather than administrative exercises.
Learning, Professional Development & Manager Effectiveness
Develop and lead Landmark’s professional development strategy, connecting employee learning with organizational needs and business priorities.
Identify the skills, capabilities, and competencies employees need to succeed in their current roles and prepare for future opportunities.
Design and coordinate high-value professional development sessions, workshops, learning experiences, and other opportunities for employees across the organization.
Develop practical manager training programs focused on coaching, communication, delegation, accountability, performance management, and team leadership.
Partner with internal subject matter experts and external resources to create relevant, engaging, and useful learning experiences.
Build and strengthen mentorship, peer learning, knowledge sharing, and other employee development initiatives.
Help managers translate employee development needs into specific actions, experiences, and opportunities.
Evaluate the effectiveness of learning and development initiatives and continuously refine programs based on employee needs and organizational outcomes.
Employee Engagement, Culture & Organizational Health
Lead initiatives that strengthen employee engagement, organizational health, retention, and the overall employee experience.
Oversee employee feedback and organizational health surveys, identifying meaningful patterns, opportunities, and areas requiring attention.
Partner with leadership and managers to translate e