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About the Role
About KB Luxury Group (KBLG)
KB Luxury Group is a premier private jet charter broker company founded in 2021, specializing in luxury travel experiences worldwide. We provide personalized, reliable private jet services with a focus on delivering a "royal" experience to our discerning clientele. We have expanded our operations and developed new service lines including yacht charters and luxury mansion experiences; we're building a world-class team to support our growth.
Role Summary
The HR Director (Fractional) owns and leads the HR and recruiting functions. This role sets priorities, builds and maintains core HR processes, leads to the hiring for priority roles, and advises leadership on compliance and risk. The role also provides day-to-day direction to the HR Assistant(s), as assigned by the COO.
Reporting / Working Relationship
Reports to: COO (primary)
Partners closely with the CEO and leadership team as needed.
Serves as the escalation point for sensitive employee matters and compliance questions, with final approvals by the COO.
Provides day-to-day direction and quality review for the HR Assistant(s), as assigned.
Key Responsibilities
HR leadership and planning
Establish HR priorities, operating rhythm, and reporting.
Build and maintain practical HR processes (onboarding, performance, documentation).
Create and maintain templates and playbooks to ensure consistency.
Recruiting ownership (end-to-end for priority roles)
Run intake with hiring managers; define role requirements and scorecards.
Set sourcing strategy; manage pipeline health and selection process.
Lead interviews for key roles and provide hiring recommendations.
Ensure consistent, documented selection and compliant engagement practices.
Employee relations and compliance support
Advise leadership on performance issues, corrective action documentation, and terminations.
Maintain basic compliance practices and risk controls appropriate for company size.
Ensure confidentiality, documentation standards, and proper recordkeeping.
People operations and systems
Establish HR tracking systems (headcount, roles, onboarding status, key dates).
Coordinate with tools/platforms used by the business (e.g., Connecteam/HubSpot where relevant).
Manage vendors as needed (background checks, contractor admin support, etc.).
Team enablement
Train leaders on interviewing and basic people processes.
Direct the HR Assistant(s): assign tasks, review outputs, and ensure deadlines are met.
Tools / Systems (as applicable)
Own the HR operating cadence, reporting, and templates.
Define how HR uses company systems (e.g., Connecteam for onboarding communications; HubSpot for intake/lead handoffs where HR supports staffing workflows).
Maintain an auditable recordkeeping approach (folders, trackers, approvals).
How We Work (Cadence + Expectations)
Weekly leadership check-in: Meet with the HR department staff weekly (30–45 minutes) to confirm priorities, risks, and decisions needed.
Operating rhythm: Maintain a weekly HR rhythm that includes (as applicable) open roles review, pipeline health, onboarding status, and any people-risk items.
Weekly written update: Provide a concise weekly update to the HR Director covering:
Hiring progress by role (pipeline volume, stage conversion, next actions)
Onboarding/HR ops status (what’s complete, what’s pending)
Risks/compliance concerns and recommended actions
Decisions needed from COO/CEO
Hours/cap management: Proactively flag when priorities will exceed the agreed cap; propose tradeoffs and get pre-approval for any overage.
Immediate Escalations to COO/CEO
Escalate the same day if any of the below occurs:
Any harassment/discrimination complaint, safety concern, or threat of legal action
Any proposed termination, suspension, or high-risk corrective action
Any compensation changes request or exception to approved offer/engagement terms
Any suspected data/privacy issue or missing documentation
Authority Limits (Guardrails)
The HR Director may design, recommend, and escalate. Final business decisions remain with company leadership unless explicitly delegated in writing.
May do: design HR processes; recommend hires; lead interviews; draft and review offers/engagement docs; advise on performance documentation; direct HR Assistant work.
May not do (unless explicitly authorized in writing): sign contracts on behalf of the company; commit the company to compensation changes; make final termination decisions; provide legal advice.
Work Terms (typical; to be reflected in the engagement letter)
Fractional hours/cap and rate per the agreed engagement (separate from HR Assistant terms).
What We Offer
Competitive salary commensurate with experience
Comprehensive benefits package
Opportunity to grow with an expanding luxury aviation company
Exposure to high-end clientele and luxury service standards
Professional development opportunities
Dynamic startup culture with significant growth potential
Why Join KBA?
Be part of a company that values excellence and luxury service
Work in the exciting private aviation industry
Opportunity to help build HR infrastructure from the ground up
Collaborate with experienced aviation professionals
Contribute to expanding into new luxury service verticals
Resumes can also be submitted to Careers@kbairways.com