Director of People & Culture (HR Director)

About the role

As our Director of People & Culture, you are a senior leader sitting at the table with the Owner/President, Sales Manager, and CTO. You will own our people system end-to-end across both our B2B and D2C entities. Your ultimate mandate is to make Synergy3 the premier destination where the best technicians, CSRs, dispatchers, Comfort Advisors, and managers in the corridor want to work--and stay. You are the champion of our culture, the architect of our compensation and performance systems, and the operational owner of our proprietary internal engagement platform, 360Synergy. We are looking for a strategic builder who can proactively manage flight risk, design competitive pay architectures, and seamlessly connect team performance to real-time rewards.

At Synergy3, we foster a unique culture where teamwork, recognition, and personal appreciation are at the heart of everything we do. We are proud to be a family-oriented company, celebrated for our culture and commitment to our team. Named Best Place to Work by ACHR News magazine, Synergy3 celebrates personal milestones with meaningful traditions: Birthday celebrations with custom cakes to take home; Anniversary bonuses to commemorate your time with the company; Monthly awards such as $500 Team Member of the Month and $200 Cleanest Truck of the Month; Annual company events include paintball outings, Thanksgiving breakfast, and year-end award ceremonies; Festive holiday parties at top restaurants and clubs in Philadelphia.

Responsibilities

• Executive Talent Acquisition & Onboarding: Partner directly with the Owner/President to build a disciplined, repeatable hiring funnel. Run role-specific skills tests (CSR mock calls, technician diagnostic walk-throughs) and ensure "Day One" is a frictionless, signature brand experience.
• Culture & Retention (The Early-Warning System): Serve as the primary advocate for team member success. Track eNPS, run structured stay and exit interviews, and act as the early-warning system for burnout and flight risk—especially among hard-to-replace senior technicians.
• Performance Architecture & Development: Design and run a continuous performance-management framework. Build documented career ladders for every role, maintain individual development plans (IDPs), and coordinate external training partners (Nexstar, Rilla, etc.) to ensure a clear path from hire to mastery.
• Compensation & Pay-Scale Stewardship: Build, fine-tune, and defend our pay architecture, including base scales, 12-18% market premiums, and variable compensation. Design spiff structures and ensure pay equity across the board.
• Platform Ownership & KPI Automation: Be the day-to-day owner of 360Synergy, our central culture and engagement app. Partnering directly with the CTO, translate company KPIs (booking rate, average ticket, close rate, CSAT) into a live, automated performance-and-bonus engine so every team member sees their earned bonuses in real time.

Qualifications

• Experience: 5+ years in HR leadership or people operations. (Experience in home services, skilled trades, field service, or a similar high-headcount, high-turnover environment is a major advantage).
• Financial & Technical Fluency: Strong background in compensation strategy, variable pay/spiff design, and the technical aptitude to drive the adoption of internal software platforms alongside a CTO.
• Leadership Style: Coaching-oriented, high-trust, and highly capable of having difficult conversations. You are a culture-builder, not just a compliance administrator.
• Compliance Knowledge: Working knowledge of NJ and PA employment law, multi-entity HR, leave administration, and benefits stewardship.
• Certifications: SHRM-CP / SHRM-SCP or PHR / SPHR preferred