Head of Human Resources

Role Overview

• Own and improve the internal HR function across a growing remote workforce.
• Lead the rollout and day-to-day adoption of performance management processes, review cycles, manager accountability, and follow-through.
• Support directors and managers through employee relations issues, tough conversations, documentation, and practical HR guidance.
• Manage multi-state HR compliance, including handbook updates, state addenda, workers' compensation coordination, state-specific requirements, payroll or business-registration handoffs, and termination/final-paycheck considerations.
• Partner with leadership, finance, and benefits partners on open enrollment, benefits administration, broker coordination, and employee-facing benefits communication.
• Help evaluate and implement a better integrated payroll/HRIS system as the company grows beyond its current setup.
• Bring order to onboarding, offboarding, employee lifecycle processes, HR documentation, and repeatable operating practices.
• Support HR work tied to growth and future M&A integration activity.
• Provide practical oversight to junior HR support while staying willing to roll up your sleeves.
• Bring a talent-minded lens to the company, including how hiring, onboarding, performance, retention, and manager enablement connect.

Requirements

• Strong HR generalist, HRBP, Senior HR Manager, HR Director, or comparable internal HR leadership experience.
• Hands-on experience supporting a multi-state U.S. workforce.
• Practical command of employee relations, performance management, HR compliance, onboarding, offboarding, employee handbooks, and manager guidance.
• Experience operating as both a strategic partner and a hands-on executor.
• Comfort bringing structure into an HR function that is still being built.
• Professional presence, discretion, and confidence handling sensitive employee and manager conversations.
• Experience working with benefits, open enrollment, brokers, workers' compensation, HRIS tools, payroll handoffs, or related employee operations.
• Nice To Have Experience in a high-growth, PE-backed, acquisitive, professional services, technology-enabled services, consulting, or other white-collar people-heavy business.
• Experience helping select, implement, or improve an HRIS, payroll, or benefits platform.
• Experience supporting HR activity connected to acquisitions, integrations, or newly scaled teams.
• Experience overseeing junior HR support or informal HR resources.
• Experience partnering with finance or C-suite leaders on HR priorities, benefits, and operating cadence.
• Talent-operations or recruiting-process oversight is helpful, but this is primarily an internal HR leadership role rather than a pure talent acquisition role.