Director of Human Resources Admin

CTDI•West Goshen Township, PA

2d•Onsite

About The Position

CTDI is a large-scale logistics repair and engineering company that services the country’s largest telecommunications, broadband and cable providers.  CTDI has over 11,000 FT US Employees in over 60 world class US Operations. CTDI also has a global footprint with more than 20,000 employees worldwide. The Director will oversee Payroll, Compensation, Leave of Absence, HRIS, Benefits, Wellness, and HR Compliance, while serving as a key advisor to executive leadership on workforce risk, benefits strategy, and regulatory matters. The role requires strong operational discipline, strategic thinking, and the ability to manage complex vendor relationships in a multi‑state environment with advisory support throughout North America. This position is onsite and requires close partnership with leadership, Finance, Legal, and Operations.

Requirements

Strategic leadership in HR administration and total rewards
Deep knowledge of benefits design, healthcare cost management, and retirement plans
Expertise in FMLA, leave administration, and employment compliance
Strong vendor management and negotiation skills
HRIS leadership experience; UKG proficiency is a strong plus
Financial acumen related to benefits and payroll budgeting
Excellent analytical, problem‑solving, and decision‑making skills
Strong executive communication and stakeholder management capabilities
Ability to adapt and leverage AI into the workplace
Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field (Master’s degree preferred).
Professional HR designation required, such as SPHR, PHR, SHRM‑SCP, or equivalent.
Minimum 10–15 years of progressive HR experience, with significant leadership responsibility in HR administration, benefits, payroll, and compliance.
Demonstrated experience leading enterprise‑level healthcare and retirement plan strategies.
Proven success managing complex, multi‑state HR operations and third‑party vendor relationships.
Experience in a large, distributed, or operationally intensive organization strongly preferred.
Experience with a diverse workforce particularly in logistics

Nice To Haves

HRIS leadership experience; UKG proficiency is a strong plus
Experience in a large, distributed, or operationally intensive organization strongly preferred.
Master’s degree preferred

Responsibilities

Develop and execute enterprise‑wide strategies for healthcare benefits, wellness programs, and the 401(k) retirement plan, balancing cost control, competitiveness, and employee experience.
Set and oversee strategy for FMLA, ADA, state leave programs, and overall leave administration, ensuring consistency, compliance, and effective case management.
Partner with executive leadership to align HR administrative strategy with CTDI’s business goals, risk posture, and growth plans.
Provide leadership and direction to teams responsible for Payroll, Compensation Administration, Benefits, Leave of Absence, HRIS, Wellness, and Compliance.
Ensure accurate, timely, and compliant payroll processing across jurisdictions.
Oversee compensation administration programs, including job architecture support, incentive administration, and compliance with wage and hour laws.
Own HR data integrity, reporting, and analytics through the HRIS platform.
Ensure compliance with all applicable federal, state, and local employment laws and regulations, including ERISA, FLSA, ACA, HIPAA, COBRA, and leave‑related statutes.
Partner with Legal and Risk Management to proactively identify and mitigate HR‑related risk.
Lead audits and regulatory filings related to benefits, payroll, and retirement programs.
Manage and optimize relationships with third‑party vendors, including benefits brokers, payroll providers, leave administrators, retirement plan providers, and wellness partners.
Lead vendor evaluations, contract negotiations, performance reviews, and cost‑containment initiatives.
Serve as an executive sponsor for HR systems, with UKG experience strongly preferred, including system enhancements, integrations, and process improvements.
Partner closely with Finance on budgeting, forecasting, and cost modeling related to benefits, payroll, and compensation.
Provide clear communication and guidance to leaders and employees regarding HR programs, policies, and changes.
Support change management efforts related to HR systems, benefits, or regulatory updates.