Director of People & Culture

Position summary

The Director of People & Culture will build a people function that supports LSO Media Group’s next stage of hiring and organizational development. Reporting to the Chief Executive Officer, you will connect workforce planning, recruitment, onboarding and management practices. The role requires an understanding of how a growing parent company can support different teams while maintaining clear, consistent employment processes.

You will lead the people team and work closely with Finance, Legal and department heads. Early priorities include defining responsibilities, improving candidate and employee records, and helping managers make well-documented decisions. You will bring sensitive employee matters to the right advisers and keep policies grounded in the company’s actual operating needs and approved commitments.

Responsibilities

• Develop a workforce plan with department leaders, linking approved positions to business priorities and available budgets.
• Lead recruitment, people operations and learning colleagues with clear responsibilities and service expectations.
• Establish consistent hiring and onboarding practices, including job requirements, interview evaluation and manager preparation.
• Develop employee policies with Legal review and organize reliable communication of approved changes.
• Support managers with feedback, performance documentation and employee concerns, escalating complex matters appropriately.
• Coordinate compensation planning and role structure with the CFO using documented decision criteria.
• Establish secure employee records, access rules and practical people reporting.
• Advise the CEO on organizational capacity, management needs and the employee effects of proposed changes.

Required qualifications

• Substantial people operations or human resources experience, including management responsibility.
• Experience building hiring, onboarding and manager-support processes in a growing organization.
• Sound judgment in confidential employee matters and a record of partnering effectively with legal advisers.
• Ability to connect staffing plans and compensation decisions with operating budgets.
• Clear communication and a relevant degree or equivalent professional experience.

Preferred qualifications

• Experience supporting technology, media or a company with several distinct operating units.
• Experience introducing a people information system or improving employee-data practices.
• A recognized human resources qualification or substantial organizational development experience.

Measures of success

• Hiring priorities reflect approved business needs, budgets and realistic manager capacity.
• Candidates and new employees encounter clear processes and accountable points of contact.
• Managers have practical guidance for recurring people decisions and know when to seek help.
• Leadership can assess workforce needs using reliable, appropriately restricted information.

First 90 days

Meet leaders and review hiring plans, current employee processes and priority concerns. Establish the people team’s responsibilities and a workforce plan with Finance. Introduce consistent interview and onboarding checklists, identify policy issues for Legal review, and present the CEO with a sequenced plan for manager support, employee records and future people operations.

Compensation

Proposed annual base salary of $120,000–$165,000 USD. The final offer will reflect relevant experience, qualifications and the agreed scope of the position, subject to approval. This range covers base pay only; any incentive compensation or benefits would be specified separately in an employment offer.

What to include in your application

Describe a people function or major process you built. Explain the business context, your partnership with managers and advisers, and the evidence you used to judge its effectiveness.