Director of HR and Payroll

Primary responsibilities

HR governance and employee relations · Develop, maintain, interpret, and administer HR policies, procedures, handbook provisions, and employment practices. · Advise leaders on employment law, investigations, complaints, corrective action, performance improvement plans, accommodations, leave, and termination. · Lead formal investigations and maintain complete, confidential, and legally defensible documentation. · Oversee FLSA, FMLA, ADA, EEOC, E-Verify, I-9, unemployment, employment records, regulatory reporting, and HR audits.

Payroll, benefits, compensation, and systems · Direct payroll operations, payroll tax filings, year-end reporting, deductions, garnishments, PTO accruals, prevailing-wage compliance, and payroll controls. · Oversee benefits administration, open enrollment, brokers, carriers, employee communications, and applicable benefit-plan compliance. · Administer pay structures, approved compensation changes, incentive-plan documentation, and compensation processes. · Own HRIS and payroll-system administration and employee-data integrity. · Partner with the Controller on payroll accounting, labor-cost allocation, reconciliations, benefit accounting, budgets, and financial reporting.

Recruiting administration and screening · Maintain approved job descriptions, classifications, compensation ranges, requisitions, and selection documentation. · Conduct or coordinate application review, minimum-qualification screening, background checks, drug testing, references when required, and employment-eligibility verification. · Prepare and administer approved offers, employment documents, new-hire records, and required notices. · Review interview questions, scoring tools, candidate records, and hiring practices for compliance.

Leadership and administration · Lead, train, and cross-train HR and payroll personnel and establish service standards and measurable goals. · Provide the Controller with timely operational, compliance, staffing, budget, and risk information while protecting need-to-know confidentiality. · Improve HR and payroll workflows through automation, standardization, and continuous improvement.

Required coordination and escalation

Coordination points · Coordinate with People & Culture before changes affecting recruiting workflow, onboarding experience, engagement, leadership development, employee communication, or retention. · People & Culture refers policy, pay, benefits, leave, accommodation, complaints, investigations, discipline, termination, and other formal employment matters to HR. · Notify the Controller promptly of material compliance, payroll, benefit, staffing, budget, litigation, or employment risk. · Escalate executive employment matters, significant legal exposure, and unresolved role conflicts to the President