Director of Human Resources

PEPL•Atlanta, GA

2d•Onsite

About The Position

The Director of Human Resources leads people strategy and daily HR operations for a growing, multi-state service company. As the senior HR leader and a member of the executive leadership team, this role partners with the CEO and Finance, Operations, Maintenance, and Marketing to build capable leaders, strengthen retention, and align people practices with business performance. The role leads the HR team and advises leaders while providing consistent, practical support to a geographically dispersed, predominantly hourly workforce. This hands-on leadership position oversees employee relations, talent management, training and development, executive-level talent acquisition, total rewards, payroll and timekeeping, HR systems, compliance, and organizational effectiveness. It is based onsite Monday through Thursday in the Atlanta corporate office, with flex Fridays. The Director develops the HR roadmap, advises executives on workforce and organizational decisions, leads field partnership and employee relations, oversees recruiting and leadership development, and manages compensation, payroll, benefits, and HR systems. The role also leads the transition from ADP to UKG and ensures effective policies, employment compliance, risk management, and HR practices across the states where the company operates.

Requirements

Bachelor’s degree in human resources, business administration, or a related field, or an equivalent combination of education and relevant experience.
At least 10 years of progressive HR experience, including significant responsibility leading an HR function or team and advising senior executives.
Experience supporting a multi-site, multi-state business with a substantial hourly workforce, including support for field operations and corporate teams.
Broad functional experience across employee relations, investigations, compensation, benefits, payroll, HR systems, recruiting, performance management, and leadership development.
Demonstrated success implementing HR systems or major process changes and managing vendor relationships, project priorities, and communications.
Strong financial and analytical skills, with the ability to connect people decisions to labor costs, retention, productivity, and operating results.
Sound judgment, discretion, clear communication, and the ability to influence leaders while remaining

Responsibilities

Develop and execute an HR roadmap aligned with company growth, membership and sales priorities, labor productivity, financial performance, and the team member experience.
Advise executive leaders on organizational structure, workforce planning, succession, leadership capability, compensation decisions, and people implications of business changes.
Provide executive reporting on staffing, turnover, employee relations, labor trends, program adoption, and emerging people risks, and recommend actions.
Lead, coach, and develop the HR team; establish service standards, ownership, and processes.
Build relationships with district, site, multi-site, and maintenance leaders through field engagement, coaching, and follow-through.
Lead sensitive workplace investigations and guide performance improvement, corrective action, attendance management, conflict resolution, and separation decisions.
Partner with outside counsel on complex employee matters, agency inquiries, claims, separation agreements, and restrictive covenant concerns; coordinate documentation and evidence preservation.
Strengthen engagement, recognition, and retention programs and equip leaders to address concerns early.
Oversee recruiting and selection for field and corporate positions, including leadership and executive hiring; guide offers, promotions, internal mobility, and relocation arrangements.
Partner with Operations on staffing plans, vacancies, leadership pipelines, and succession readiness across districts and locations.
Own onboarding and orientation programs for new team members, field leaders, and executives.
Lead leadership development and training on feedback, difficult conversations, respectful workplaces, and operationally relevant people skills.
Manage the annual performance review process and quarterly check-ins; coach leaders on goals, development plans, and performance conversations.
Lead compensation planning and administration, including salary structures, market reviews, pay equity and compression analysis, promotions, and minimum wage adjustments.
Design and administer bonus, incentive, commission, and recognition programs with Finance and Operations, including eligibility, performance measures, communications, and payout controls.
Oversee accurate and timely payroll and timekeeping, including time edits, approvals, commissions, bonuses, deductions, and corrections; strengthen controls and resolve escalated issues.
Partner with Finance on payroll reconciliation, compensation budgets, labor cost analysis, and reporting.
Lead health and welfare benefits, retirement programs, leave administration, and related vendor relationships.
Manage annual benefits renewals, cost analysis, plan recommendations, open enrollment, eligibility, and team member communications.
Oversee escalated benefits issues and vendor service performance while protecting confidential employee and health information.
Develop benefits education and adoption campaigns, including affinity offerings and team member pilot programs; assess participation and effectiveness.
Lead the transition from ADP to UKG, coordinating requirements, data validation, process design, testing, training, communications, and implementation readiness.
Own ongoing HR system effectiveness, data quality, reporting, access controls, and workflow improvements across the team member lifecycle.
Translate company initiatives into field communications, manager tools, training, and adoption plans; measure completion and address barriers.
Maintain handbooks, policies, acknowledgment processes, employee records, and consistent HR practices across operating states.
Oversee employment compliance processes involving pay practices, work authorization, leaves and accommodations, equal employment opportunity, and employment of minors; coordinate specialist advice as needed.
Partner with Operations, Maintenance, insurance providers, and counsel on workplace safety, workers’ compensation, incident response, return-to-work matters, and required training.
Develop and communicate policies addressing workplace conduct, conflicts of interest, substance use, recording, responsible AI use, and employee information security.
Maintain confidentiality, record retention, audit readiness, and timely responses to employment-related reporting and documentation requirements.