Senior HR Director

Premier Roofing Company•Denver, CO

33d•$115,000 - $200,000•Hybrid

About The Position

This isn't a traditional HR role. We need someone who can keep payroll running smoothly on Monday, redesign our performance management approach on Tuesday, negotiate with benefits vendors on Wednesday, and coach our leadership team through organizational change on Thursday. Friday? Maybe all of the above….both as player and coach. You'll be splitting your time roughly 50/50 between HR Operations (the nuts and bolts that keep 13 branch locations running) and People Strategy (the initiatives that make people actually want to show up and do great work). You need to be equally energized by both, because we need both done exceptionally well.

Requirements

7-10+ years in HR with at least 4-5 years leading at a sr. manager level or higher
Real, hands-on experience with benefits administration and payroll processing, not just "overseeing" it
Solid working knowledge of HRIS (We use Rippling) systems and comfort using data to make decisions
Proven track record building employee engagement programs and performance management systems
Experience designing organizational structures and developing leaders
Multi-location experience (bonus if you've worked across multiple states)
Strong partnership skills with Finance/Accounting teams
Bachelor's degree in HR, Business, Organizational Psychology, or related field (Master's is a plus)

Nice To Haves

HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred
You're equally comfortable in the weeds and at 30,000 feet You can have a benefits strategy conversation and an organizational culture conversation in the same breath
You've worked in high-growth, fast-moving environments and didn't just survive, you thrived
You're a systems thinker who also genuinely cares about people
You can influence without authority and build trust quickly
You're not afraid to challenge the status quo, but you do it thoughtfully
You understand that perfect is the enemy of good, but mediocre isn't acceptable either
You have a strong moral compass and lead with integrity

Responsibilities

Own our benefits programs end-to-end: plan design, vendor relationships, open enrollment, and making sure people actually understand what they have
Build compensation and commission structures that are fair, competitive, and aligned with the business
Partner closely with Finance and Accounting to manage budgets, reconcile payroll, and make smart decisions about where we invest in our people
Administer payroll for both W2 and 1099 teammates with accuracy and transparency—because nothing kills trust faster than paycheck problems
Oversee our HRIS (implementations, optimization, reporting): you don't need to be the most technical person in the room, but you need to know what good looks like and drive toward it
Standardize and automate processes across all locations so we're consistent without being rigid
Make sure our systems and programs can withstand the scrutiny of due diligence (M&A is part of our growth strategy)
Manage vendor relationships and contracts—get us the best value without sacrificing quality Use data to tell the story of what's working and what needs to change
Design employee engagement strategies that go beyond pizza parties. Our history shows we’re about meaningful recognition, celebrations, and creating a culture where people feel like they belong
Measure what matters (surveys, pulse checks, feedback loops) and actually do something with the data
Champion an environment of belonging in a way that feels authentic to who we are, not like we're checking boxes
Build a teammate experience where people can focus on their strengths, not fight broken systems
Make sure everyone feels connected to our wins, not just the shareholders
Create and manage performance management systems that foster real conversations, not just annual checkbox exercises Implement continuous feedback frameworks that help people grow
Coach our managers to have the tough conversations and the developmental ones with equal skill Build on our goal-setting approaches (OKRs) that connect individual work to company strategy
Design organizational structures that support growth without creating bureaucracy
Lead workforce planning and succession planning efforts Build leadership development programs that create a strong bench of future leaders
Manage change like a pro, because growth means constant evolution, and people need help navigating it
Develop talent management frameworks that identify high-potential teammates and give them reasons to stay
Be a trusted advisor to our Chief People Officer and executive team on all things people-related
Translate business strategy into HR strategy (and vice versa) Ensure we're compliant with all the employment law stuff across multiple states without making it feel like we're running a law firm
Proactively spot and address HR risks before they become problems
Build the HR operating model and philosophy that aligns with where we're headed as a company