Director of HR and Administration

Director of Hr And Administration

We are a high-growth, Multistate Managed Service Provider, serving clients across the western United States. With approximately 230 US employees and 30 international employees, we are seeking a Director of HR and Administration to lead and scale our people and administrative functions. This leader will build a high-performing HR organization aligned to principles of accountability, role clarity, scorecards, and operating cadence, while also overseeing benefits, broker and insurance relationships, and fleet programs. The ideal candidate is a strategic builder and a hands-on operator experienced in multi-state employment, international employment through EOR or local entities, and benefits / insurance negotiation.

Key Responsibilities

1. Strategic HR Planning and Org Design :

Develop and execute a multi-year people strategy aligned with business objectives and the TruMethods framework (role clarity, accountability chart, operating cadence, and scorecards).

Partner with senior leadership on workforce planning for MSP functions (Service Desk, Professional Services, vCIO, Standards Alignment, Account Management, Sales, Finance, Administration).

Drive organizational effectiveness, change management, and culture initiatives supporting growth and profitability goals.

2. Talent Acquisition and Recruitment :

Own the talent strategy and full-cycle recruiting for US and international hiring; ensure a diverse, high-quality talent pipeline across technical, operational, and corporate roles.

Build scalable recruiting processes, employer brand, and SLAs.

Oversee structured, consistent onboarding that accelerates productivity and reinforces culture and role expectations.

3. Employee Relations and Policy :

Serve as the escalation point for employee relations matters; lead investigations, conflict resolution, and corrective action with fairness and consistency.

Maintain and enforce compliant, practical policies and employee handbooks across multiple states and international jurisdictions (with local counsel / EOR support where applicable).

Coach leaders on performance, feedback, documentation, and risk mitigation.

4. Performance Management, Engagement, and Culture :

Oversee performance appraisal cycles, role scorecards, and goal-setting; ensure calibration and objectivity.

Design performance improvement plans and leadership coaching programs.

Lead engagement surveys, action planning, and recognition programs that reinforce accountability and continuous improvement.

5. Training, Development, and Learning :

Identify capability gaps; coordinate role-based training for technical and leadership tracks.

Oversee LMS strategy and learning operations (shared oversight), including security and compliance training in partnership with IT / Security.

Promote continuous learning and internal mobility.

6. Compensation, Benefits, and Wellness :

Own compensation philosophy, market benchmarking, salary structures, and annual comp cycles; partner with Finance and Regional Leaders on budgeting and headcount planning.

Lead US health and wellness benefits strategy, vendor selection, broker relations, renewals, and employee communications; ensure ERISA, ACA, COBRA, HIPAA compliance.

Oversee 401(k) plan administration in partnership with Finance and providers; drive participation and education.

Evaluate and implement international benefits via EOR or local providers in alignment with market norms and cost objectives.

7. Legal and Regulatory Compliance :

Ensure compliance with federal and multi-state employment laws and regulations, including FLSA, FMLA, ADA, Title VII, ADEA, I-9 / E-Verify, pay transparency, leave administration, wage and hour, and state-specific requirements.

Coordinate with international counsel / EOR partners to maintain compliance abroad.

Maintain clean audit posture; manage agency inquiries and required postings / reporting.

8. HR Technology, Data, and Reporting :

Evaluate, select, implement, and optimize HR technology (HRIS, ATS, LMS, performance, engagement, and benefits platforms).

Develop and own HR dashboards and analytics; present insights and executive reporting (hiring, turnover, DEI, engagement, performance, benefit cost trends).

Drive data integrity, process automation, and self-service.

9. Administration, Risk, and Insurance :

Lead broker relations and renewals for :

Health and wellness benefits

401(k) plan

Business insurance portfolio (GL, EPLI, WC, Cyber, Auto, Property, Umbrella; in partnership with Legal / Finance)

Manage business insurance strategy, policy placement / negotiation, risk mitigation programs, and claims; coordinate with Legal, including general liability and employment legal matters.

Oversee fleet program policies, compliance, insurance, and vendor relationships.

10. Leadership, Team Management, and Budget :

Partner closely with senior leaders and regional leaders to help drive both Company and local team culture.

Manage and develop the HR and Recruiting team; provide shared oversight of payroll and learning functions.

Own the HR / Admin budget; drive cost discipline and ROI across benefits, technology, and vendors.

Establish operating cadence, SLAs, and continuous improvement practices across HR and Admin.

Key Metrics of Success :

Execution of strategic initiatives within defined timelines.

Cross-functional alignment and leadership satisfaction.

Reduction in regrettable turnover; improvement in engagement scores and participation.

On-time completion of performance cycles; increased goal / scorecard adoption and calibration quality.

Benefits cost trend managed at or below budget; improved employee benefits NPS

Clean compliance posture (I-9, leaves, wage / hour, audits); timely closure of ER / leave cases.

HR systems implemented / optimized with high data integrity and employee self-service adoption

Favorable insurance renewals and reduced claims frequency / severity; effective fleet risk controls.

Accurate, actionable executive reporting cadence established.

Qualifications :

10+ years of progressive HR experience, including 5+ years leading HR at a multi-state US employer; experience supporting 200+ employees.

Proven experience in an MSP, IT services, SaaS, or similarly fast-paced, client-centric environment.

Demonstrated success scaling recruiting, performance management, and manager enablement programs.

Deep knowledge of US federal and multi-state employment laws.

Some experience coordinating international employment via EOR / PEO or local entities.

Hands-on benefits strategy and negotiation experience; familiarity with 401(k) plan administration and business insurance portfolios.

Track record implementing and optimizing HR tech (HRIS / ATS / LMS / engagement / performance).

Data-driven with strong analytics and executive communication skills.

Strong leadership, change management, and influence skills; comfortable operating at both strategic and tactical levels.

Bachelor's degree required; Master's degree, SHRM-SCP and / or SPHR preferred

Strategic thinker and detail-oriented executor.

Excellent communicator with strong interpersonal influence.

Obsessed with continuous improvement and innovation.

Excellent problem-solving and decision-making capabilities.

Servant Leader Mentality