The Director of Human Resources leads the people strategy and daily HR operations for a growing multi-state, service company. As the company’s senior HR leader and a member of the executive leadership team, this position partners with the CEO, Finance, Operations, Maintenance, and Marketing to build capable leaders, strengthen team member retention, and align people practices with business performance.

This is a hands-on leadership role with responsibility for employee relations, talent management, training and development executive level talent acquisition, total rewards, payroll and timekeeping, HR systems, compliance, and organizational effectiveness. The Director of Human Resources leads the HR team and serves as a trusted advisor to leaders while ensuring consistent, practical support for a geographically dispersed, predominantly hourly workforce. This role is onsite M-Th with flex Fridays in the Atlanta corporate office.

HR STRATEGY AND EXECUTIVE PARTNERSHIP

· Develop and execute an HR roadmap aligned with company growth, membership and sales priorities, labor productivity, financial performance, and the team member experience.

· Advise executive leaders on organizational structure, workforce planning, succession, leadership capability, compensation decisions, and the people implications of business changes.

· Provide concise executive reporting on staffing, turnover, employee relations, labor trends, program adoption, and emerging people risks; recommend actions and decisions.

· Lead, coach, and develop the HR team; establish service standards, clear ownership, and processes that balance field responsiveness with reliable execution.

FIELD PARTNERSHIP AND EMPLOYEE RELATIONS

· Build effective relationships with district, site, multi-site, and maintenance leaders through regular field engagement, coaching, and follow-through.

· Lead sensitive workplace investigations and guide performance improvement, corrective action, attendance management, conflict resolution, and separation decisions with consistency and sound judgment.

· Partner with outside counsel on complex employee matters, agency inquiries, claims, separation agreements, and restrictive covenant concerns; coordinate documentation and evidence preservation as needed.

· Strengthen engagement, recognition, and retention programs, and equip leaders to address concerns early while maintaining a respectful, accountable workplace.

TALENT ACQUISITION AND LEADERSHIP DEVELOPMENT

· Oversee recruiting and selection for field and corporate positions, including leadership and executive hiring guide offers, promotions, internal mobility, and relocation arrangements.

· Partner with Operations on staffing plans, vacancies, leadership pipelines, and succession readiness across districts and locations.

· Own onboarding and orientation programs and develop consistent experiences for new team members, field leaders, and executives.

· Lead leadership development programs and training on feedback, difficult conversations, respectful workplaces, and other operationally relevant people skills.

· Manage the annual performance review process and quarterly check-ins; coach leaders on meaningful goals, development plans, and performance conversations.

COMPENSATION, PAYROLL AND TIMEKEEPING

· Lead compensation planning and administration, including salary structures, market reviews, pay equity and compression analysis, promotions, and minimum wage adjustments.

· Design and administer bonus, incentive, commission, and recognition programs with Finance and Operations; ensure clear eligibility, performance measures, communications, and payout controls.

· Oversee accurate, timely payroll and timekeeping processes, including time edits, approvals, commissions, bonuses, deductions, and payroll corrections; strengthen controls and resolve escalated issues.

· Partner with Finance on payroll reconciliation, compensation budgets, labor cost analysis, and reliable reporting for business decisions.

BENEFITS AND TOTAL REWARDS

· Lead health and welfare benefits, retirement programs, leave administration, and related vendor relationships, including broker, carrier, COBRA, and retirement plan partners.

· Manage annual renewals, cost analysis, plan recommendations, open enrollment, eligibility, and team member communications in partnership with Finance and external advisors.

· Oversee escalated benefits issues and vendor service performance while protecting confidential employee and health information.

· Develop practical benefits education and adoption campaigns, including affinity offerings and team member pilot programs; assess participation and program effectiveness.

HR SYSTEMS AND CHANGE MANAGEMENT

· Lead the transition from ADP to UKG, coordinating HR requirements, data validation, process design, testing, training, communications, and implementation readiness with cross-functional partners.

· Own ongoing HR system effectiveness, data quality, reporting, access controls, and workflow improvements across the team member lifecycle.

· Translate company initiatives into clear field communications, manager tools, training, and adoption plans; measure completion and address barriers to execution.

COMPLIANCE, POLICY AND RISK MANAGEMENT

· Maintain handbooks, policies, acknowledgment processes, employee records, and consistent HR practices across the states in which the company operates.

· Oversee employment compliance processes involving pay practices, work authorization, leaves and accommodations, equal employment opportunity, and employment of minors; coordinate specialist advice as needed.

· Partner with Operations, Maintenance, insurance providers, and counsel on workplace safety, workers’ compensation, incident response, return-to-work matters, and required training.

· Develop and communicate policies addressing workplace conduct, conflicts of interest, substance use, recording, responsible AI use, and employee information security.

· Maintain appropriate confidentiality, record retention, audit readiness, and timely responses to employment-related reporting and documentation requirements.

Requirements:

· Bachelor’s degree in human resources, business administration, or a related field, or an equivalent combination of education and relevant experience.

· At least 10 years of progressive HR experience, including significant responsibility leading an HR function or team and advising senior executives.

· Experience supporting a multi-site, multi-state business with a substantial hourly workforce; demonstrated ability to support both field operations and corporate teams.

· Broad functional experience across employee relations, investigations, compensation, benefits, payroll, HR systems, recruiting, performance management, and leadership development.

· Demonstrated success implementing HR systems or major process changes and managing vendor relationships, project priorities, and communications.

· Strong financial and analytical skills, with the ability to connect people decisions to labor costs, retention, productivity, and operating results.

· Sound judgment, discretion, clear communication, and the ability to influence leaders while remaining