Company OverviewUltra Defense Corp is a privately held defense company headquartered in Tampa, FL, with domestic manufacturing facilities and operations supporting American national security interests worldwide. Under the continuing leadership of the original ownership and management team, the company has grown over 15 years into a stable, mature organization now entering a period of significant expansion. Driven by a recently launched disruptive product line that is closely aligned with the Pentagon's priorities in advanced technology and domestic manufacturing, we’re expanding our team of ambitious professionals by offering the dynamic environment of an entrepreneurial company backed by the stability and competitive benefits package that experienced professionals’ demand.
Position SummaryThe Human Resources Director is a newly established leadership role created to build and oversee a comprehensive HR function for a growing, multi-site organization. Reporting directly to executive management and collaborating with existing HR management, this individual will be responsible for designing, implementing, and continuously improving all human resources systems, policies, and practices. The HR Director must be equally comfortable establishing foundational infrastructure and managing day-to-day HR operations, while keeping a strategic eye on the company's rapid growth trajectory.
Position DetailsReports To: Chief Executive Officer
Employment Type: Full-Time
Work Location: Tampa, Florida
Travel Requirement: Periodic travel to company locations Kansas City, MO and Marshall, TX
Core ResponsibilitiesHR Infrastructure & Policy Development
• Conduct a comprehensive audit of existing HR practices, documentation, and compliance status across all three sites.
• Design and implement a complete HR infrastructure, including employee handbook, policies, and standard operating procedures aligned with federal and applicable state employment law that covers all locations.
• Establish consistent HR processes for all sites while accommodating legitimate site-specific requirements.
• Select, implement, and manage a Human Resources Information System appropriate for current size and scalable for growth.
Talent Acquisition & Onboarding
• Develop and manage a structured, repeatable recruiting and hiring process that supports the company's aggressive growth targets.
• Create compelling job descriptions, compensation benchmarks, and interview frameworks to attract and evaluate top talent.
• Design and administer an onboarding program that accelerates new hire integration and reinforces company culture.
Compensation & Benefits
• Conduct a compensation analysis and develop a formal pay structure that is equitable, competitive, and sustainable in the current inflationary environment.
• Develop and manage an industry leading benefits programs, including annual renewal, vendor relationships, employee communication, and open enrollment.
• Ensure compensation and benefits practices position the company to recruit top level talent and comply with applicable wage and hour laws.
Employee Relations & Culture
• Serve as the primary resource for employees (Florida, Texas) and managers (Missouri) on workplace questions, concerns, and conflicts.
• Investigate employee complaints and workplace issues promptly, thoroughly, and impartially.
• Foster a positive, inclusive work environment that supports employee engagement and retention.
• Partner with leadership and HR management to define and reinforce the company's culture and values.
• Design and lead the corporate presence at career fares, volunteer events, and other community activities.
Performance Management
• Design and implement a performance management process, including goal-setting, regular feedback, and a transparent and meaningful annual review process.
• Provide training and coaching to managers on effective performance management techniques.
• Develop structured processes for addressing performance issues, including progressive discipline and documentation practices.
Learning & Development
• Identify training needs across the organization and source or develop appropriate learning solutions.
• Build a management development approach that prepares high-potential employees for leadership as the company grows.
• Ensure all required compliance training (e.g., harassment prevention, safety) is administered and documented.
Legal Compliance & Risk Management
• Ensure the company's HR practices comply with all applicable federal, state, and local employment laws, including FLSA, FMLA, ADA, EEOC, OSHA, and multi-state requirements.
• Maintain accurate and legally compliant personnel records and documentation.
• Serve as the primary contact for HR-related audits, agency inquiries, or legal matters, coordinating with outside counsel as needed.
• Proactively identify HR-related risks and implement corrective measures before they become liabilities.
HR Reporting & Executive Partnership
• Develop and regularly report key HR metrics to executive leadership (e.g., headcount, turnover, time-to-fill, engagement indicators).
• Translate data into actionable insights that inform workforce planning and business development.
• Participate in strategic planning discussions as a trusted member of the leadership team.
• Provide candid, expert counsel to executives on people-related decisions and risks.
QualificationsRequired
• Bachelor's degree in Human Resources, Business Administration, or a related field.
• Minimum of 7 years of progressive HR experience, with at least 3 years in an HR management or generalist leadership role.
• Demonstrated experience building or significantly rebuilding an HR function, not merely maintaining one.
• Strong working knowledge of federal employment law and multi-state HR compliance requirements.
• Proven ability to independently assess HR needs, develop solutions, and drive implementation.
• Experience supporting organizations through periods of significant growth or change.
• Excellent interpersonal, communication, and conflict resolution skills.
• High degree of discretion, integrity, and professional judgment.
Preferred
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience working in a multi-site or distributed workforce environment.
• Familiarity with HRIS selection and implementation.
• Experience in the defense and aerospace industry or similar operational environments.
Success ProfileThe right candidate for this role brings initiative, thrives in ambiguity, and takes pride in building things that work well and last. They bring an entrepreneurial mindset and are ready to build — assessing what does and doesn’t exist, knowing what good looks like, what the state of their art is capable of, and methodically close the gap and continuously improve. They earn trust through transparency, integrity, and follow-through. They understand that HR is a service function and genuinely enjoy helping people and organizations succeed. They are comfortable advising executives, coaching managers, and supporting frontline employees with equal credibility and care.
Additional Requirements• Ability to travel to company locations periodically, estimated 20–30% of time initially.
• Ability to work with sensitive and confidential information with absolute discretion.
• This is an on-site or hybrid role; remote-only candidates will not be considered.
