PEO HR Director

Current HR, LLC•Fort Wright, KY

3d•$70,000 - $120,000•Hybrid

About The Position

Current HR is seeking a full-time, experienced, high-caliber PEO Human Resources Director to serve as the main point of contact for our client-facing HR operations, internal HR team, and enterprise clients. This key leadership role owns our most complex, high-level HR functions. The HR Director will lead the client-facing HR team, direct platform-wide benefits open enrollment, manage high-stakes employee relations cases, and serve as the senior strategic consultant for complex multi-state HR compliance and risk management. The ideal candidate brings 10+ years of PEO leadership experience, administrative proficiency with PrismHR, deep expertise in risk management/employee relations, and a process-driven approach to scaling PEO service delivery in a fast-paced environment. This role requires business acumen, strategic thinking, change management, and strong attention to detail and analytical skills. A successful individual also needs to be a great communicator and collaborator and be adept at building relationships.

Requirements

Minimum of 10+ years of HR leadership experience within a PEO, platform-based HR service provider, or fast-paced HR consulting firm.
Hands-on knowledge of and experience with the PrismHR HRIS platform.
Proven track record of independently managing complex workplace investigations, high-risk terminations, and intricate ADA/FMLA scenarios in a co-employment environment.
Comprehensive understanding of state and federal employment and labor laws, SITUS state rules, statutory leave laws, and PEO risk mitigation strategies.
Minimum 8+ years of hands-on experience directing complex, multi-state group benefits administration, platform-wide open enrollment strategy, and benefit-to-payroll integrations.
Proven experience leading organizational change management initiatives and delivering strategic HR/risk-mitigation advice to enterprise client executives.
Demonstrated success structuring HR operations away from reactive firefighting into scalable, process-driven workflows.
Must have excellent written and oral communication skills with advanced attention to detail skills.
High level of competence in Microsoft Office suite of products and experience operating basic office equipment (computers, printers, etc.).
Must be a self-starter, motivated, well-organized, and willing to learn new skills. Must adhere strictly to company confidentiality policies.
Must successfully pass a pre-employment drug screening and be willing to submit to a criminal background check.
Bachelor’s degree in HR, Business Administration, or related field.

Nice To Haves

SHRM-CP or SHRM-SCP preferred.

Responsibilities

Serve as the primary HR authority and point of contact for the internal HR team, cross-department heads, and enterprise client leadership.
Lead and resolve high-stakes workplace issues, including sensitive employee investigations, high-risk terminations, workplace disputes, and co-employment liability risks.
Direct intricate multi-state FMLA, state-mandated paid leave, and complex ADA interactive process accommodation cases across diverse client workforces.
Drive operational strategy, platform configurations, rollout schedules, and execution for the benefits open enrollment process across all client accounts.
Serve as the senior investigator for sensitive, high-risk client employee relations matters and deliver actionable risk-mitigation recommendations to client leadership.
Direct comprehensive HR compliance audits for newly onboarded client accounts to evaluate current workplace practices, identify co-employment risks, and establish prioritized remediation strategies during the platform transition.
Oversee the annual handbook review and update lifecycle across all client accounts, ensuring policies, codes of conduct, and statutory disclosures remain aligned with changing multi-state and federal labor regulations.
Directly manage, support, and mentor the client-facing HR team. Maintain a culture of trust and high-performance by exhibiting clear leadership credibility, consistent and open communication, and well-established core values.
Establish client account distribution, balance team workloads, and maintain rigorous service level standards across the department.
Actively coach and develop department staff. Partner closely with the team members to delegate operational responsibilities and foster their career progression. Maintain a low turnover rate within the HR team.
Guide the HR department toward a proactive, highly structured, and standardized service delivery model.
Build and refine HR communications and toolkits, employee handbook creation workflows, multi-state onboarding compliance, and structured client lifecycles.
Fully leverage PrismHR to optimize HR workflows, onboarding, open enrollment setups, and administrative reporting across the client base.
Partner closely with the payroll team to streamline HR-to-payroll workflows, ensuring error-free benefit deductions, client setups, employee status changes, etc.