Director of Human Resources

ROLE OVERVIEW

Skybound Service Partners (SSP) is hiring a Director of Human Resources to lead HR compliance and administration across our growing family of partner brands, with a strong focus on construction workforce and safety-related requirements. This hands-on corporate role will directly support SSP employees while serving as a resource to brand leadership on HR practices, payroll, employee relations, workforce compliance, safety-related HR matters, and workers’ compensation. The Director of Human Resources will also play a key role in integrating newly acquired companies and driving appropriate standardization of HR policies, processes, systems, training, and practices across the organization.

The right person will be comfortable operating at the intersection of HR, payroll, safety, and operations in a decentralized construction environment. They will help establish consistent standards and scalable processes while recognizing where brand-level practices may appropriately differ. This person should enjoy building structure in a growing organization, assessing how things are done today, identifying compliance or operational gaps, and helping lead practical implementation across businesses with different histories, systems, and ways of working.

KEY RESPONSIBILITIES

HR Compliance, Governance & Employee Relations

• Provide corporate oversight and guidance for HR compliance across SSP and its partner brands, including newly acquired companies, while directly owning HR compliance for SSP corporate employees
• Establish and maintain core HR standards across the organization, including employee handbooks, labor law and EEO postings, I-9/E-Verify processes, required documentation, and other employment-related compliance requirements
• Build and maintain a clear process for employees to raise complaints or concerns, including an anonymous reporting option, supported by an appropriate tracking and escalation process that ensures issues are documented, investigated, and driven to resolution
• Own the process for escalated employee relations matters, coordinating with outside employment counsel on EEOC or state agency charges, demand letters, and litigation, and tracking exposure across brands
• Serve as a corporate HR resource to brand leadership and designated HR contacts, providing practical guidance on employee relations, employment practices, compliance matters, and other HR issues
• Partner with Talent Acquisition, Finance, and brand leadership on employee relations and other HR matters as needed
• Manage unemployment claims and responses to state unemployment agencies, accounting for the project-based workforce and turnover common in construction
• Own recurring corporate HR administration, including benefits census and related reporting, with responsibility for timely and accurate completion
• Own compliance oversight for SSP’s health and welfare benefit plans, including ERISA reporting and disclosure requirements (e.g., Form 5500 filings, summary plan descriptions), COBRA administration, and ACA employer-mandate reporting, partnering with brokers and third-party administrators as needed

Safety & Construction Workforce Compliance

• Partner closely with operations and safety leadership to support a consistent approach to HR- and workforce-related safety compliance across SSP brands
• Identify required compliance and safety training, including jobsite-specific items such as OSHA 10/30 and fall protection certifications, establish processes to track completion across all brands and provide visibility into compliance status
• Partner with operations and safety leadership on OSHA recordkeeping, incident documentation, and workers' compensation claims from first report through resolution
• Administer and provide corporate oversight of drug and alcohol testing requirements, including programs applicable to safety-sensitive positions
• Provide guidance on HR and employment requirements specific to construction and field employees, including employees and crews working across multiple jurisdictions
• Provide guidance on wage and hour compliance across SSP brands, including multi-state requirements, overtime, prevailing wage, and certified payroll requirements on applicable projects

HR Integration & Standardization

• Support pre-close employment diligence on prospective acquisitions, assessing target companies’ HR compliance exposure (e.g., worker classification, wage and hour practices, pending claims or charges, benefit plan liabilities) and flagging material risks to deal stakeholders before close
• Lead the HR workstream for newly acquired companies, assessing existing HR practices, identifying compliance gaps and integration priorities, and developing practical transition plans
• Drive appropriate standardization of HR policies, processes, documentation, training, and systems across SSP and its partner brands while recognizing where brand-level practices may appropriately differ
• Establish scalable HR processes and core standards that can be consistently applied as SSP continues to grow through acquisition
• Partner with brand leadership to implement corporate HR initiatives and process improvements in a manner that considers operational needs and existing brand practices
• Maintain visibility into HR practices across the organization and proactively identify areas of risk, inconsistency, or opportunity for improvement
• Support HRIS, benefits, payroll, and other people-related system implementations and transitions associated with acquisitions or corporate initiatives
• Develop clear communication, training, and change-management approaches to support adoption of new or standardized HR practices across the brands

Payroll Administration & Brand Support

• Administer payroll for SSP corporate employees, including employee changes, payroll inputs, deductions, and other routine payroll activities, ensuring accurate and timely processing
• Serve as the corporate HR resource for brand-level payroll questions, providing guidance on payroll practices, wage and hour requirements, and employee pay matters while day-to-day payroll processing remains with the individual brands
• Help establish consistent payroll processes and controls across SSP brands and identify opportunities to standardize practices where appropriate
• Partner with Finance and brand payroll teams to resolve payroll-related issues and support payroll system changes, implementations, and acquisition integrations

QUALIFICATIONS

Required

• 5+ years of progressive HR experience with hands-on responsibility for employee relations, employment law compliance, policy development, training, I-9/E-Verify, and HR administration
• Construction industry experience required, including experience supporting field-based employees
• Working knowledge of OSHA recordkeeping and safety compliance requirements, with experience partnering with Safety and Operations in a field-based environment
• Experience managing workers' compensation claims and unemployment claims
• Solid working knowledge of federal and multi-state employment law and posting requirements
• Experience supporting HR across multiple brands, locations, or business units, ideally in a fast-growing, private equity-backed environment
• Demonstrated ability to assess existing HR practices, identify gaps, and develop practical, scalable processes and standards across an organization
• Working knowledge of payroll administration and payroll compliance, with the ability to administer a straightforward corporate payroll and provide practical guidance to brand-level payroll teams
• Strong judgment and the ability to distinguish between matters requiring corporate standardization or escalation and those appropriately managed at the brand level
• Strong organizational and communication skills, with the ability to work effectively with corporate leadership, brand leaders, Operations, Safety, Finance, and employees at all levels
• Self-directed, detail-oriented, and comfortable taking ownership of an issue from identification through resolution with minimal oversight
• Must reside in the Eastern or Central U.S.

Preferred

• SHRM-CP or PHR certification highly preferred
• Commercial roofing industry experience strongly preferred
• Experience supporting HR integrations, acquisitions, or organizational change initiatives strongly preferred
• Experience with certified payroll and prevailing wage compliance
• Experience implementing or administering HRIS, payroll, or ATS platforms
• Experience with employee benefit plan compliance (e.g., ERISA, COBRA, ACA reporting requirements)
• Experience supporting HR or employment-related due diligence in M&A transactions
• Experience partnering with outside counsel on employment charges, claims, or litigation
• Bachelor's degree in Human Resources or a related field, or equivalent experience