Director of Human Resources

Director Of Human Resources

PayCargo is the trusted platform for logistics payment management, connecting payers and vendors across air, ocean, rail, and land. Our two-sided platform provides tailored experiences for each user type, enabling streamlined invoice submission, secure payments, and faster cargo release across all transportation modes.

With over 150,000 payers and 5,000 active vendors, PayCargo powers same-day or overnight cargo release, reducing manual work and improving transparency throughout the invoice lifecycle. Built with advanced AI capabilities, our platform automates invoice recognition, simplifies reconciliation, and gives logistics teams greater financial control.

From secure, compliant transactions to seamless integrations with major logistics carriers, PayCargo is redefining how the logistics industry moves money. As the industry evolves, we remain committed to innovation and supporting global trade with scalable, reliable payment solutions.

The Director of Human Resources will provide strategic leadership and oversight of the Human Resources function across PayCargo's U.S. and international operations. This role will partner closely with executive leadership and department leaders to develop and execute people strategies that support PayCargo's business objectives, organizational growth, and evolving workforce needs.

The Director will oversee the full employee lifecycle, including talent acquisition and management, performance management, employee relations, compensation and benefits, workforce planning, compliance, HR operations, and employee engagement.

This individual will serve as a trusted advisor to leadership while ensuring HR policies, programs, systems, and practices are consistently implemented and aligned with applicable employment requirements across the jurisdictions in which PayCargo operates.

Key Responsibilities:

HR Leadership & People Strategy

• Lead the Human Resources function and develop people strategies aligned with PayCargo's business objectives.
• Serve as a strategic advisor to executive leadership and department leaders on organizational structure, workforce planning, employee performance, talent development, and other people-related matters.
• Translate business priorities into effective HR programs, policies, and initiatives.
• Lead and develop the HR team while establishing clear priorities, accountability, and service standards.
• Support an employee population of approximately 200 employees across multiple states and countries.

Talent Acquisition, Performance & Development

• Oversee full-cycle recruitment, including workforce needs assessment, sourcing, interviewing, selection, hiring, and onboarding.
• Partner with department leaders to identify current and future talent requirements and develop appropriate recruiting and retention strategies.
• Oversee performance management processes and provide managers with guidance on goal setting, feedback, employee development, and performance concerns.
• Support succession planning, leadership development, and employee development initiatives.
• Oversee onboarding and offboarding processes to ensure effective employee transitions.

Employee Relations & Culture

• Lead employee relations matters, including workplace concerns, investigations, performance issues, disciplinary actions, and conflict resolution.
• Provide guidance to managers on employee relations and the consistent application of company policies.
• Foster a positive, high-performance workplace culture centered on accountability, collaboration, professionalism, and employee engagement.
• Develop and lead culture and engagement initiatives that strengthen morale, communication, and retention.
• Support organizational change initiatives and help leaders effectively manage teams through periods of growth and transition.

Compensation, Benefits & Payroll

• Oversee the administration and continuous improvement of employee compensation and benefits programs.
• Partner with Finance and executive leadership on compensation planning, headcount budgeting, and workforce forecasting.
• Evaluate market compensation data and recommend appropriate salary structures, incentive programs, job levels, and compensation practices.
• Serve as an escalation resource for employee questions regarding compensation, benefits, policies, and other HR matters.
• Partner with payroll staff and Finance to resolve issues, strengthen processes, and improve operational efficiency.

Compliance & Risk Management

• Ensure HR policies and employment practices comply with applicable federal, state, local, and in