Title: Director of Human Resources
Location: Dallas, TX (Hybrid)
About Applied Digital:
At Applied Digital, we are the epicenter of AI innovation, crafting cutting-edge data center solutions tailored for the demands of high-performance computing. Designed from the ground up to support AI and machine learning workloads, our infrastructure is the backbone of tomorrow’s technological advancements, including AI-driven video and generative platforms.
We are:
- Forward-Thinkers: With a keen eye on current market trends and future innovations, we adapt swiftly and lead technological evolution.
- Resilient: We navigate complex challenges and emerge stronger, delivering robust and reliable solutions for industry pioneers.
- Innovative Designers: Leveraging the latest technologies, we create visionary solutions that redefine industry standards.
At Applied Digital, we are committed to solving intricate problems, advancing business initiatives, maximizing operational efficiency, and reducing our carbon footprint. We are a team of resilient, forward-thinking innovators driving the AI revolution.
Position Summary
The Director of Human Resources is a senior leadership role responsible for designing, building, and leading the full human resources function from the ground up. This position will establish scalable HR infrastructure, policies, programs, and operational processes while serving as a trusted strategic partner to executive leadership.
The Director of HR will oversee all core HR disciplines including employee relations, performance management, compliance, compensation and benefits, talent initiatives, HR operations, and culture development. This role is both strategic and hands‑on, requiring the ability to set vision while executing day‑to‑day HR operations in a growing organization.
This role is critical to creating a compliant, high‑performing, and engaging workplace and supporting the organization through growth, change, and workforce expansion.
Key Responsibilities:
HR Department Build‑Out & Infrastructure
- Build the HR function from inception, including:
- HR policies, procedures, and governance frameworks
- Employee handbook and compliance documentation
- HR workflows, reporting, and operating cadences
- Select, implement, and optimize HR systems and tools (HRIS, benefits platforms, performance management systems, etc.)
- Establish scalable HR processes that support current needs and future growth
- Design and document end‑to‑end HR operating processes including onboarding, offboarding, performance management, and employee lifecycle management
Employee Relations & Performance Management
- Serve as the senior point of contact for employee relations matters, ensuring fair, consistent, and timely resolution
- Lead and oversee investigations related to employee complaints, policy violations, and disciplinary actions
- Coach leaders on performance management, employee development, corrective actions, and terminations
- Ensure consistent and equitable application of policies aligned with company values
- Partner with leadership to create high‑performance expectations and accountability frameworks
HR Policy, Compliance & Risk Management
- Ensure compliance with all federal, state, and local employment laws and regulations
- Develop, maintain, and update HR policies, procedures, and employee handbooks
- Manage audits, compliance reviews, and internal HR risk assessments
- Partner with legal counsel on complex employee relations, compliance, and labor matters
- Proactively identify and mitigate people‑related risks as the organization scales
Compensation, Benefits & Total Rewards
- Design and implement competitive compensation and benefits programs from scratch
- Oversee benefits administration including vendor selection, plan design, implementation, open enrollment, and employee education
- Lead salary benchmarking, job architecture, leveling, and compensation reviews
- Ensure compliance with wage and hour laws and benefits regulations
- Partner with finance and leadership on workforce cost planning and budgeting
Talent, Workforce Planning & Organizational Support
- Partner closely with Talent Acquisition on recruiting strategy, hiring processes, and workforce planning
- Design and implement structured onboarding and offboarding programs
- Advise leadership on organizational design, role clarity, workforce expansion, and restructuring
- Support succession planning, leadership development, and internal talent mobility
- Guide managers on effective people leadership and team development practices
Employee Engagement, Culture & DEI
- Design and lead employee engagement, retention, and culture initiatives
- Serve as a change management leader during periods of growth or transformation
- Champion diversity, equity, and inclusion principles and initiatives
- Develop training, leadership development, and employee feedback programs
- Promote a respectful, inclusive, and valued driven workplace culture
Leadership & Strategic Partnership
- Act as a trusted advisor and HR business partner to executive and senior leadership
- Translate business objectives into people strategies and HR priorities
- Collaborate cross‑functionally with Finance, Legal, Payroll, IT, and Talent Acquisition
- Build and lead the HR roadmap aligned with business growth and long‑term strategy
- Provide data‑driven insights using HR metrics and analytics to inform leadership decisions
Basic Qualifications (Required)
- Bachelor’s degree in human resources, Business Administration, or a related field, or equivalent practical experience.
- 12+ years of progressive HR experience, with demonstrated leadership responsibility
- Proven experience building or significantly scaling HR functions, processes, and infrastructure
- Strong working knowledge of U.S. employment laws and HR compliance requirements
- Extensive experience in employee relations, performance management, and HR operations
- Experience leading benefits, compensation programs, and HR vendor relationships
- Strong executive presence with excellent judgment, communication, and problem‑solving skills
- Experience working with HRIS platforms, HR analytics, and reporting
- Ability to operate effectively in a fast‑paced, evolving environment
Preferred Qualifications
- Master’s degree in human resources, Organizational Development, or related discipline
- HR certification (PHR, SPHR, SHRM‑CP, or SHRM‑SCP)
- Experience in a high‑growth, startup, technology, construction, data center, or operational environment
- Prior experience supporting multi‑site or distributed workforces
- Background in change management, organizational development, or workforce scaling
- Demonstrated experience partnering with C‑suite or senior executive leadership
- Experience designing HR strategies that support rapid growth and operational complexity
Please note that Applied Digital is currently unable to sponsor new applicants for employment authorization or provide immigration-related support for this position. This includes, but is not limited to, visa categories such as H-1B, F-1 OPT, F-1 STEM OPT, F-1 CPT, J-1, TN, E-2, E-3, L-1, O-1, and any Employment Authorization Documents (EADs) or other work authorizations that require employer sponsorship.
The company has reviewed this job description to ensure that essential functions and basic duties have been included. It is intended to provide guidelines for job expectations and the employee's ability to perform the position described. It is not intended to be construed as an exhaustive list of all functions, responsibilities, skills and abilities. Additional functions and requirements may be assigned by supervisors as deemed appropriate. This document does not represent a contract of employment, and the company reserves the right to change this job description and/or assign tasks for the employee to perform, as the company may deem appropriate.
This job description in no way states or implies that these are the only duties to be performed by the employee(s) incumbent in this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by any person authorized to give instructions or assignments. All duties and responsibilities are essential functions and requirements and are subject to possible modification to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbents acknowledge that they possess the skills, aptitudes, and abilities to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat or significant risk to the health or safety of themselves or others. This document does not create an employment contract, implied or otherwise, other than an “at will” relationship.
The company is an Equal Opportunity Employer, drug free workplace, and complies with ADA regulations as applicable.
