Primary responsibilities
HR governance and employee relations
• Develop, maintain, interpret, and administer HR policies, procedures, handbook provisions, and employment practices.
• Advise leaders on employment law, investigations, complaints, corrective action, performance improvement plans, accommodations, leave, and termination.
• Lead formal investigations and maintain complete, confidential, and legally defensible documentation.
• Oversee FLSA, FMLA, ADA, EEOC, E-Verify, I-9, unemployment, employment records, regulatory reporting, and HR audits.
Payroll, benefits, compensation, and systems
• Direct payroll operations, payroll tax filings, year-end reporting, deductions, garnishments, PTO accruals, prevailing-wage compliance, and payroll controls.
• Oversee benefits administration, open enrollment, brokers, carriers, employee communications, and applicable benefit-plan compliance.
• Administer pay structures, approved compensation changes, incentive-plan documentation, and compensation processes.
• Own HRIS and payroll-system administration and employee-data integrity.
• Partner with the Controller on payroll accounting, labor-cost allocation, reconciliations, benefit accounting, budgets, and financial reporting.
Recruiting administration and screening
• Maintain approved job descriptions, classifications, compensation ranges, requisitions, and selection documentation.
• Conduct or coordinate application review, minimum-qualification screening, background checks, drug testing, references when required, and employment-eligibility verification.
• Prepare and administer approved offers, employment documents, new-hire records, and required notices.
• Review interview questions, scoring tools, candidate records, and hiring practices for compliance.
Leadership and administration
• Lead, train, and cross-train HR and payroll personnel and establish service standards and measurable goals.
• Provide the Controller with timely operational, compliance, staffing, budget, and risk information while protecting need-to-know confidentiality.
• Improve HR and payroll workflows through automation, standardization, and continuous improvement.
Required coordination and escalation
Coordination points
• Coordinate with People & Culture before changes affecting recruiting workflow, onboarding experience, engagement, leadership development, employee communication, or retention.
• People & Culture refers policy, pay, benefits, leave, accommodation, complaints, investigations, discipline, termination, and other formal employment matters to HR.
• Notify the Controller promptly of material compliance, payroll, benefit, staffing, budget, litigation, or employment risk.
• Escalate executive employment matters, significant legal exposure, and unresolved role conflicts to the President
