Director of Human Resources

Position Summary
The Director of Human Resources is responsible for building and operating a disciplined, scalable HR function that supports company growth, and operational excellence. This role emphasizes process rigor, workforce planning, compliance, compensation structure, benefits cost optimization, and performance accountability. The Director will ensure HR systems, policies, and programs are efficient, compliant, financially sound, data-driven, and aligned with business objectives.
Key Responsibilities
HR Operations & Infrastructure
• Design and implement scalable HR processes, policies, and controls.
• Oversee HRIS, payroll coordination, timecard verification, and benefits administration to ensure accuracy and cost control.
• Establish and enforce processes for part-time employee tracking, timekeeping accuracy, and wage-and-hour compliance.
• Develop labor cost reporting and analytics to support executive and CFO-level decision making.
• Maintain and continuously improve employee handbook, policies, and documentation.
PEO & Benefits Strategy
• Own and manage relationships with Professional Employer Organizations (PEOs), including contract negotiation and performance management.
• Lead competitive evaluation, negotiation, and renewal of group benefit plan packages to balance cost, coverage quality, and employee value.
• Drive annual benefits strategy reviews with a focus on cost containment, risk mitigation, and long-term scalability.
• Partner with finance leadership to model benefits cost scenarios and forecast year-over-year impact.
• Continuously benchmark benefits offerings against market data to ensure competitiveness without unnecessary spend.
Workforce Planning & Talent Execution
• Drive structured recruiting processes focused on speed, quality, and cost efficiency.
• Implement standardized onboarding to reduce time-to-productivity and early attrition.
• Develop clear job architecture, role definitions, and leveling frameworks to support compensation discipline.
Performance & Accountability
• Implement performance management systems tied to measurable outcomes.
• Coach managers on performance expectations, corrective action, and documentation standards.
• Ensure consistent performance standards and accountability across departments.
Compensation & Compliance
• Develop and maintain market-aligned compensation bands and incentive structures with clear budget parameters.
• Ensure pay equity, internal consistency, and alignment with financial plans.
• Oversee compliance with federal, state, and local employment laws, including wage and hour regulations.

We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances. If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to HR@insightglobal.com.To learn more about how we collect, keep, and process your private information, please review Insight Global's Workforce Privacy Policy: https://insightglobal.com/workforce-privacy-policy/.

Qualifications
• 8+ years of progressive HR leadership experience.
• Demonstrated experience managing part-time workforces and implementing timecard verification controls.
• Proven experience negotiating and managing PEO contracts and group benefit programs.
• Demonstrated track record of benefits cost optimization and vendor negotiation.
• Experience partnering closely with finance leadership on labor cost planning and forecasting.
• Strong knowledge of employment law, wage and hour compliance, and benefits regulations.
• Demonstrated ability to implement structured systems and measurable processes.
• High level of discretion, sound judgment, and operational rigor.
Core Competencies
• Operational excellence and process discipline
• Vendor negotiation and cost optimization
• Data-driven decision making
• Executive-level communication
• Structured problem solving
• Balanced judgment and accountability

Benefit packages for this role will start on the 1st day of employment and include medical, dental, and vision insurance, as well as HSA, FSA, and DCFSA account options, and 401k retirement account access with employer matching. Employees in this role are also entitled to paid sick leave and/or other paid time off as provided by applicable law.