Hr Director - Hybrid

Position Summary
Our Client is seeking a Director of Human Resources to lead the people function through aperiod of significant growth. Reporting to the COO, this role owns HR operations end to end:administration of payroll and benefits platforms, multi state employment compliance, workerscompensation classification, compensation and benefits benchmarking, and full cycle recruitingfor full time employees and independent contractors. The Director will build the policies, processes, and programs tosupport this workforce accurately, compliantly, and at scale.

Key Responsibilities

Payroll & Benefits Administration

- Serve as the primary administrator of the company's existing HR platform, managing payrollprocessing, benefits enrollment and administration, and HRIS records for a distributed, mostlyremote workforce.

- Oversee onboarding and offboarding workflows within the payroll system, ensuring accurateemployee setup, tax withholding, and benefits eligibility in each state of employment.

- Act as the day to day liaison with the payroll provider, resolving payroll, benefits, leave, andcompliance issues promptly and accurately.

- Manage open enrollment, benefits plan renewals, and employee communications regardingbenefits programs.

Multi State Employment Compliance

- Maintain current, working knowledge of employment requirements across the US stateswhere the company employs personnel, including wage and hour laws, pay transparency andreporting requirements, leave laws, final pay rules, required notices, and state registrationobligations.

- Ensure employee handbooks, policies, and offer documentation comply with applicablefederal, state, and local laws, updating them as regulations change.

- Monitor compliance with federal requirements including FLSA, FMLA, ADA, Title VII, ADEA,COBRA, HIPAA privacy obligations related to benefits, and Form I-9 employment eligibilityverification.

- Partner with outside employment counsel and the PEO on complex compliance matters,investigations, and employee relations issues.

Compensation & Benefits Analysis

- Conduct benchmark compensation and benefits analyses using market survey data to keeppay competitive for both technical talent and datacenter field roles, internally equitable, andcompliant with applicable pay equity and pay transparency laws.

- Develop and maintain salary ranges, job leveling frameworks, and pay bands acrossengineering, infrastructure operations, sales, and corporate functions.

- Provide data driven recommendations to leadership on merit cycles, bonus structures, equityparticipation practices, and benefits plan design suited to a venture scale startup.

Recruiting & Workforce Management

- Own full cycle recruiting for full time employees and independent contractors, includingsourcing strategy, structured interviewing, offer development, and background checkadministration consistent with the FCRA and applicable state law.

- Recruit across distinct talent pools, from remote systems administrators and infrastructureengineers to hands on datacenter installation technicians.

- Establish and maintain compliant engagement processes for independent contractors,including proper worker classification analysis, contractor agreements, and periodicclassification reviews in coordination with legal counsel.

- Build scalable, lightweight hiring processes, job descriptions, and interview frameworks thatsupport rapid headcount growth while promoting fair, consistent, and lawful hiring practices.

- Manage employee relations, performance management, and terminations in a manner that isfair, well documented, and legally sound

HR Strategy & Culture

- Partner with the COO and executive team on organizational design, workforce planning, andretention strategy as the company scales.

- Develop required compliance training programs.

- Foster connection, accountability, and a high performance culture across a workforce that ismostly remote with distributed field personnel.

Qualifications
Required

Bachelor's degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience.

6+ years of progressive HR experience, including 1+ years in an HR leadership role, ideally ata startup or high growth technology company.

Demonstrated hands on experience administering payroll and benefits systems (PEO, HRIS,or comparable platforms) for remote, multi state employees.

Strong working knowledge of US multi state employment law and compliance requirements.

Demonstrated ability to use AI tools (such as large language model assistants) to improveproductivity in day to day HR work, including drafting policies and job descriptions, analyzingcompensation data, and streamlining recruiting and administrative workflows, while exercisingsound judgment on accuracy, confidentiality, and compliance.

Proven experience performing compensation and benefits benchmarking using recognizedmarket data sources.

Full cycle recruiting experience for both full time employees and independent contractors,including familiarity with worker classification standards (IRS common law factors andapplicable state tests).

Comfort operating as a hands on department of one or leader of a small team, with thejudgment to know when to engage outside counsel or the PEO.

Preferred

SHRM-SCP, SHRM-CP, SPHR, or PHR certification.

Experience supporting workforces in cloud infrastructure, datacenter operations,telecommunications, or similar environments combining knowledge workers with fieldtechnicians.

Familiarity with HRIS reporting, people analytics, and headcount planning tools.

Experience with OSHA compliance and safety program administration for field personnel.

Experience supporting government contracting compliance requirements (for example, E-Verify or affirmative action obligations where applicable).