This is opportunity is not for Hogan & Associates. This is a confidential search for our client.
POSITION SUMMARY
The Director of Human Resources is a highly capable, roll-up-your-sleeves HR professional
who thrives as a true generalist and is energized by owning every aspect of the human
resources function independently. This is a hands-on, execution-focused position where you will
personally handle the day-to-day mechanics of HR, payroll, and benefits while also serving as a
trusted advisor to leadership.
Reporting directly to the VP, Finance, this position is the sole HR resource for the organization,
supporting approximately 70 employees in multiple states and owning the Human Capital
function end-to-end from offer letter to offboarding. The scope of this role includes running
payroll, administering benefits, handling employee relations, ensuring compliance, and keeping
all HR systems and records current.
In addition, the Director, Human Resources will also be responsible for the following:
MAJOR RESPONSIBILITIES
Payroll
• Process full-cycle payroll accurately and on time for all employees, including hourly,
salaried, and multi-state
• Maintain payroll records and coordinate with finance on payroll reporting
Director, Human Resources Hogan & Associates
Page 2 of 4• Serve as the primary point of contact for all employee payroll questions
Employee Relations
• Act as the go-to resource for employees and managers on all HR matters
• Independently manage and resolve complex employee relations issues, including
performance issues, investigations, disciplinarily actions, and terminations, providing
guidance on policy interpretation, legal compliance, and risk mitigation.
• Coach and advise managers on navigating difficult conversations, documentation, and
corrective action
• Promote a positive, inclusive, and compliant work environment
HR Operations & Compliance
• Work with the PEO (Professional Employer Organization) to ensure compliance with all
applicate regulations
• Maintain all employee records, personnel files, and HR systems
• Own onboarding and offboarding processes, including offer letters, background checks,
i9 completion, and other required paperwork, including enabling & disabling systems
access as required
• Maintain and update the employee handbook, HR policies, and standard operating
procedures
• Ensure compliance with federal, state, and local employment laws across all operating
states
• Administer leave programs including FMLA, state leave, PTO, and accommodations
• Manage HRIS platform, including data integrity, reporting, and system optimization
• Strategically partner with senior leadership to develop and implement HR initiatives that
foster organizational growth, enhance employee engagement, and reinforce our
company culture.
Benefits Administration
• Administer all employee benefits programs including health, dental, vision, life, disability,
and 401(k)
• Manage open enrollment end-to-end including communications, employee guidance,
and system updates
• Manage vendor relationships and renewals; work with the PEO to evaluate plan
competitiveness annually
• Ensure compliance with ACA, COBRA, ERISA, HIPAA, and all applicable reporting
requirements
Talent Acquisition
• Lead talent management efforts, including workforce planning, succession planning, and
talent development, to ensure a robust pipeline of leaders and skilled professionals.
• Own full-cycle recruiting for all open roles inclusive of job postings, sourcing, screening,
interviews, offers, and background checks
• Build and maintain relationships with candidates, creating a positive experience
throughout the process
• Partner with hiring managers to create comprehensive job descriptions, define role
requirements, set expectations, and move searches forward efficiently
• Manage external vendors and evaluate cost-effectiveness as needed
Director, Human Resources Hogan & Associates
Culture of Excellence
• Engage in proactive company performance management, including annual goal setting
• Establishing key performance indicators for every role
• Manage the performance review process, including communication, launch, timelines,
and manager coaching
• Manage the annual merit increase process in tandem with the performance review
process
• Periodically conduct market benchmarking to ensure compensation remains competitive
• Maintain job descriptions and ensure role clarity across the organization
ADDITIONAL RESPONSIBILITIES
• Own the selection and implementation of a comprehensive HRIS, assessing both the
cost-effectiveness and suitability of PEO and non-PEO options
• Uphold strict confidentiality regarding company records and employee information
• Prepare and manage the HR department's budget, including payroll-related expenses,
benefits, recruiting costs, and HR vendors; monitor spend and identify cost-saving
opportunities
• Perform other relevant duties as needed
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty
satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or
ability required. Reasonable accommodations may be made to enable individuals with
disabilities to perform the essential functions.
- 12+ years or more comprehensive HR Experience – Required
- 5+ years or more Leading HR Team – Required
- Proficient in Microsoft Office, Outlook, Word and Excel, Google Applications, HRIS
- Proficiency with and experience establishing an HRIS and talent management system
EDUCATION
Bachelor’s Degree: Human Resources, Business Administration, or related Field – Required
- Master’s Degree: or relevant certification (e.g., SPHR, SHRM-SCP) – Preferred
