Director of HR and Payroll

Edwards Electrical & Mechanical Inc.•Indianapolis, IN

29d

About The Position

This role directs payroll operations, payroll tax filings, year-end reporting, deductions, garnishments, PTO accruals, prevailing-wage compliance, and payroll controls. It also oversees benefits administration, open enrollment, brokers, carriers, employee communications, and applicable benefit-plan compliance. The position administers pay structures, approved compensation changes, incentive-plan documentation, and compensation processes. It owns HRIS and payroll-system administration and employee-data integrity. The Director partners with the Controller on payroll accounting, labor-cost allocation, reconciliations, benefit accounting, budgets, and financial reporting. Additionally, this role maintains approved job descriptions, classifications, compensation ranges, requisitions, and selection documentation. It conducts or coordinates application review, minimum-qualification screening, background checks, drug testing, references when required, and employment-eligibility verification. The Director prepares and administers approved offers, employment documents, new-hire records, and required notices. It reviews interview questions, scoring tools, candidate records, and hiring practices for compliance. Finally, this role leads, trains, and cross-trains HR and payroll personnel and establishes service standards and measurable goals. It provides the Controller with timely operational, compliance, staffing, budget, and risk information while protecting need-to-know confidentiality. The Director also improves HR and payroll workflows through automation, standardization, and continuous improvement.

Requirements

HR governance and employee relations
Payroll, benefits, compensation, and systems
Recruiting administration and screening
Leadership and administration
Coordination and escalation

Responsibilities

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.
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.
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.
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.
Coordinate with People & Culture before changes affecting recruiting workflow, onboarding experience, engagement, leadership development, employee communication, or retention.
Refer 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.