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
 

1. Talent Acquisition & Recruiting (50%)
    

• 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.

2. Talent Development & Organizational Performance (30%)
    

• 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.

• 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.

• 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 employee feedback into practical improvements and measurable action plans.
• Support recognition, employee milestones, appreciation, and other programs that reinforce Landmark’s culture.
• Help identify retention risks and develop thoughtful strategies to keep talented employees engaged and growing.
• Support employee engagement initiatives, including the IDEA Council and related inclusion and belonging programs.
• Partner with leadership to strengthen collaboration, communication, accountability, and employee connection across our distributed organization.

3. HR Operations, Policies & Employee Relations (20%)
    

• Own and maintain Landmark’s HR policies, procedures, employee handbook, and related employment practices.
• Ensure HR practices align with applicable employment laws, regulations, and company requirements, coordinating with external HR, legal, and compliance resources as appropriate.
• Serve as a trusted resource to employees and managers on HR policies, employee concerns, workplace expectations, and people-related issues.
• Partner with leadership and managers to address employee relations matters, performance concerns, workplace conflicts, and other sensitive situations thoughtfully and consistently.
• Provide practical guidance on employee documentation, corrective actions, performance improvement plans, and other personnel matters.
• Identify potential HR risks, recommend appropriate actions, and help resolve issues before they escalate.
• Oversee required employee training, policy acknowledgments, and compliance-related initiatives.
• Maintain appropriate confidentiality, professionalism, and discretion in all employee matters.

• Oversee the effective administration of Landmark’s HR systems, including BambooHR, Lattice, recruiting platforms, and related tools.
• Lead the overall onboarding process, ensuring new employees have an organized, welcoming, and productive transition into Landmark.
• Partner with hiring managers and the HR/Ops team to establish meaningful onboarding experiences and clear expectations for employees’ first 30, 60, and 90 days.
• Oversee employee lifecycle processes, including new-hire documentation, employee changes, promotions, departures, and related HR administration.
• Ensure employee records, HR documentation, and personnel information are accurate, current, secure, and appropriately maintained.
• Coordinate with the HR/Ops team and external partners on benefits administration, employee questions, and related HR processes.
• Develop and maintain clear HR workflows, documentation, responsibilities, and operating procedures.
• Partner with the HR Assistant and Senior Assistant to ensure day-to-day HR activities are completed accurately, consistently, and on time.
• Establish and maintain useful HR dashboards and reporting, including headcount, turnover, retention, hiring effectiveness, performance, engagement, and other relevant people metrics.
• Identify opportunities to simplify, automate, and improve administrative processes so HR can spend more time on higher-value work.

• Oversee clear, timely, and professional employee communications related to policies, benefits, onboarding, employee programs, and organizational updates.
• Coordinate HR communications across Slack, Lattice, and other appropriate channels.
• Partner with leadership to identify organizational needs, emerging people challenges, and opportunities to strengthen the employee experience.
• Help ensure HR practices and programs are applied consistently across Landmark’s businesses and distributed teams.

• Translate Landmark’s business priorities into practical recruiting, talent development, and HR initiatives.
• Provide leadership with thoughtful recommendations on hiring, employee performance, retention, organizational effectiveness, and workforce planning.
• Take ownership of HR priorities and drive projects from initial idea through implementation and ongoing improvement.
• Lead and coordinate the work of the HR/Ops team, establishing clear responsibilities, expectations, and accountability.
• Balance the needs of employees, managers, and the business while maintaining fairness, sound judgment, and professionalism.
• Identify opportunities to improve how Landmark recruits, develops, manages, and supports its people.
• Bring forward solutions rather than simply identifying problems.

• Use modern AI tools to support candidate research, sourcing, job description development, interview preparation, recruiting communications, and other talent acquisition activities.
• Explore how AI can improve professional development, manager resources, training materials, employee communications, and HR workflows.
• Identify opportunities to automate repetitive administrative tasks and improve the quality and efficiency of HR operations.
• Develop practical tools, templates, and processes that help managers and employees navigate common HR activities more effectively.
• Apply strong judgment to ensure AI-supported processes remain accurate, fair, confidential, and appropriately human-centered.
• Stay current with emerging HR technologies, recruiting approaches, and people development practices.

• 7-10+ years of progressive HR experience, including substantial hands-on experience in recruiting, talent development, performance management, and HR operations.
• Ability to work independently while leveraging the strengths of a small, collaborative team, with a willingness and comfort to drive hands-on execution.
• Demonstrated success directly recruiting and hiring talented professionals across multiple functions and levels, including senior-level positions.
• Strong recruiting instincts and the ability to identify, engage, evaluate, and attract exceptional candidates.
• Experience building and managing recruiting pipelines, sourcing strategies, interview processes, and applicant tracking systems.
• Demonstrated experience developing employee performance management, professional development, and manager training programs.
• Strong understanding of employee relations, HR policies, employment practices, and compliance requirements.
• Experience partnering directly with senior executives and department managers on people-related decisions and organizational priorities.
• Experience with HRIS, ATS, and performance management platforms, including systems such as BambooHR and Lattice.
• Strong analytical skills and the ability to use recruiting, performance, and organizational data to inform decisions.
• Excellent written and verbal communication skills, with the ability to handle sensitive conversations thoughtfully and effectively.
• Strong project management skills and the ability to manage multiple priorities across a fast-moving organization.
• High levels of initiative, ownership, organization, and attention to detail.
• Sound judgment, discretion, and the ability to handle confidential employee information appropriately.
• Comfort working across a distributed organization with employees and teams in different locations.
• Curiosity and fluency with modern AI tools and technology-enabled HR workflows.
• A bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field, or equivalent relevant experience.

• Competitive compensation with opportunities to be recognized and rewarded for individual performance and contributions.
• A flexible, remote-first working environment with colleagues across the United States and internationally.
• Comprehensive medical, dental, vision, and life insurance through ADP, with employees contributing just $1 per month for coverage.
• A collaborative, entrepreneurial team with an engaged virtual culture, active Slack communities, and regular in-person and virtual gatherings.
• Meaningful professional development opportunities, career conversations, learning experiences, external resources, and stretch assignments.
• The opportunity to work alongside experienced colleagues, ambitious entrepreneurs, and innovative clients across multiple industries.

About Landmark Ventures


For more than 25 years, Landmark Ventures has worked with extraordinary founders, brands, and enterprises to realize their growth ambitions. We help organizations reach new customers, enter new markets, build strategic relationships, accelerate pipelines, create extraordinary events and experiences, execute M&A transactions, raise capital, and unlock new opportunities.


Today, Landmark operates across multiple businesses, events, communities, and emerging brands, creating an unusually rich environment for someone who is passionate about finding great people, developing talent, and helping an entrepreneurial organization grow.


Landmark Ventures is committed to hiring a diverse team that provides important perspectives in our work and is an equal opportunity employer that welcomes all qualified applicants regardless of race, ethnicity, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, physical or mental ability, gender identity or expression, or veteran status.