Director of People and Culture

Craft HR Solutions is seeking a Director of People and Culture for one of our CPG Clients.
The Director of People and Culture is a senior HR leader responsible for driving FedUp Foods’ people strategy and strengthening our HR function during a period of growth and increased organizational complexity. Reporting to the VP for People and Purpose, the Director will own day-to-day HR operations while building the systems, team capability, and people practices that support our mission, culture, and evolving business needs across multiple sites.
An ideal candidate is an experienced HR leader with a strong background in food/beverage manufacturing or CPG, a track record of building high-performing HR teams, and the maturity to operate with autonomy in a fast-paced, entrepreneurial environment. This person leads with both strategic clarity and operational excellence, and earns trust quickly at every level of the organization.
General Duties/ResponsibilitiesStrategic LeadershipEnsure alignment of people strategy and business strategy across all sites.Serve as the senior operational HR leader, enabling the VP for People and Purpose to focus on organizational strategy, executive leadership, and external priorities.Guide the organization through growth and change with a focus on culture, communication, team development, and employee engagement.Partner with the VP for People and Purpose on governance, succession planning, and long-term organizational design.Represent the People function to senior leadership and the Board of Directors as needed.
Team & Department LeadershipLead and develop the HR team across both facilities, establishing clear priorities, roles, and performance expectations.Build a strong, collaborative HR function that provides consistent support, program development, and policy application across sites.Foster professional growth and accountability within the HR team.Develop and oversee the department budget in collaboration with the VP for People and Purpose.Identify and address gaps in team capacity to ensure the HR function keeps pace with organizational growth.People & Culture StrategyDrive talent acquisition, retention, and workforce planning to support a scaling manufacturing environment.Champion employee experience, engagement, and cultural continuity across all sites and teams.Develop leadership and management capability across the company through training programs, coaching, and HR partnership.Lead compensation and benefits strategy in partnership with the VP for People and Purpose, including benchmarking, design, and employee communication.Maintain and evolve onboarding, performance management, and development frameworks that reflect our values and support long-term organizational health.Compliance & Risk ManagementEnsure compliance with all federal, state, and local employment laws across all operating locations.Oversee policy development and HR processes, ensuring they align with both legal standards and company values.Maintain accurate, well-organized HR documentation and records that support sound organizational decision-making.Use HR systems and analytics to inform decision-making and track key people metrics.Manage employee relations matters with discretion, consistency, and thorough documentation.Oversee or lead all HR related audits.
Food Safety and Quality ResponsibilitiesFollow GMP policy when in the production facility and encourage your team to do the same.Understand our SQF policies relating to pest control, visitors, allergen management, and cleaning and sanitation.Demonstrate awareness of Management's Commitment to SQF and work towards Food Safety and Quality and help the company meet this commitment.If there is a problem that involves food quality and safety, report to the Quality Assurance Manager so that the CAPA (corrective action, preventative action) log may be filled out, the situation be investigated, and resolved with the goal of continuous improvement of food quality and safety.
Required Skills/AbilitiesDemonstrated success leading HR in a food manufacturing or CPG environment with 250–600+ employees across multiple sites.Proven ability to build and lead HR teams through periods of growth and organizational complexity.Strong background in talent acquisition, compensation strategy, organizational design, training and development, and employee engagement.High emotional intelligence with the ability to hold sensitive information with discretion and remain a steady, trusted presence at all levels of the organization.Excellent communication, coaching, and relationship-building skills across all levels.Strategic thinker with operational grounding, able to guide vision while supporting execution and rolling up sleeves as needed.Collaborative, approachable, and wins trust across all levels of the organization through direct engagement on and off the floor.Skilled at leading through change and building strong, people-centered systems.
Education and ExperienceBachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required.Master’s degree (MBA or MS in HR/OD) strongly preferred.Professional certifications strongly preferred: SHRM-SCP, SPHR.Additional certifications in executive coaching, change management, or organizational development are a plus.12+ years of progressive HR leadership experience, with at least 5 years in a Director-level or equivalent role with direct reports.Experience leading organizational change through high growth and/or founder transitions, required.
Work Environment/Physical RequirementsProlonged periods of sitting at a desk and working on a computer.Ability to lift up to 25 lbs.Ability to travel up to 30% between facilities.