M&A Integration and Change Leadership: Lead HR integration for acquired companies, including employee assimilation, policy alignment, org transition support, and execution of a standard 30-60-90 day integration playbook.
Compliance and Risk Management: Audit and remediate multi-state employment-law exposure, maintain documentation rigor, and ensure HR practices hold up under scrutiny across all operating entities.
RIF, Performance, and Manager Coaching: Plan and execute workforce reductions compliantly when required. Standardize warnings, performance improvement plans, and manager coaching to reinforce accountability and work ethic.
Scalable HR Operations and Analytics: Drive unification of HRIS, policies, benefits, onboarding, recruiting workflows, succession planning, training frameworks, and executive HR dashboards.
Team Leadership and Business Partnership: Lead and develop a distributed HR team while serving as a trusted advisor to executives and operating leaders on headcount planning, organization design, and workforce productivity.

Leadership experience: Demonstrated HR leadership in a multi-state growth environment with responsibility for compliance, benefits, recruiting, succession planning, training, and team leadership.
Transaction experience: Direct involvement in M&A integration, change management, and workforce consolidation within acquisitive businesses.
Execution capability: Hands-on experience with reductions in force, performance management systems, manager coaching, and sensitive employee matters.
Operational discipline: Strong systems orientation, documentation quality, metrics fluency, and attention to detail across complex HR processes.
Leadership style: Executive presence, resilience, healthy skepticism, pragmatic judgment, and willingness to support urgent issues beyond standard business hours when needed.
Bachelor’s degree in Human Resources, Business Administration, or related field; JD or master’s degree preferred.
10+ years of progressive HR experience, including 3+ years in a leadership or director-level role.
Deep understanding of U.S. labor laws, HR compliance standards, and benefits administration.
Strong analytical, organizational, and interpersonal skills.
Demonstrated success managing direct reports and working cross-functionally with executive teams.
HR certification (e.g., SHRM-SCP, SPHR) strongly preferred.
Experience with Rippling preferred

This is a high-impact opportunity to shape the people infrastructure of a rapidly scaling, investment-backed platform.
The role offers broad scope, executive visibility, and the chance to build an HR function that directly influences growth, integration success, workforce quality, and enterprise value creation.

Director of Human Resources

Key skills