Director of HR and Payroll
LocationIndianapolis, IN (MEP HQ)
Work modeon-site
Typefull-time
SeniorityDirector
Company size1,001–5,000 people
PostedSep 17, 2026 · 3w ago
Verified live1d ago
At a glanceSummarised by Seekless from the posting.
Develop, maintain, interpret, and administer HR policies, procedures, handbook provisions, and employment practices
Advise leaders on employment law, investigations, complaints, corrective action, performance improvement plans, accommodations, leave, and termination
Lead formal investigations and maintain complete, confidential, and legally defensible documentation
Oversee FLSA, FMLA, ADA, EEOC, E-Verify, I-9, unemployment, employment records, regulatory reporting, and HR audits
Direct payroll operations, payroll tax filings, year-end reporting, deductions, garnishments, PTO accruals, prevailing-wage compliance, and payroll controls
Oversee benefits administration, open enrollment, brokers, carriers, employee communications, and applicable benefit-plan compliance
Administer pay structures, approved compensation changes, incentive-plan documentation, and compensation processes
Own HRIS and payroll-system administration and employee-data integrity
Partner with the Controller on payroll accounting, labor-cost allocation, reconciliations, benefit accounting, budgets, and financial reporting
Maintain approved job descriptions, classifications, compensation ranges, requisitions, and selection documentation
Conduct or coordinate application review, minimum-qualification screening, background checks, drug testing, references when required, and employment-eligibility verification
Prepare and administer approved offers, employment documents, new-hire records, and required notices
Review interview questions, scoring tools, candidate records, and hiring practices for compliance
Lead, train, and cross-train HR and payroll personnel and establish service standards and measurable goals
Provide the Controller with timely operational, compliance, staffing, budget, and risk information while protecting need-to-know confidentiality
Improve HR and payroll workflows through automation, standardization, and continuous improvement
Primary responsibilities
HR governance and employee relations
· Develop, maintain, interpret, and administer HR policies, procedures, handbook provisions, and employment practices.
· Advise leaders on employment law, investigations, complaints, corrective action, performance improvement plans, accommodations, leave, and termination.
· Lead formal investigations and maintain complete, confidential, and legally defensible documentation.
· Oversee FLSA, FMLA, ADA, EEOC, E-Verify, I-9, unemployment, employment records, regulatory reporting, and HR audits.
Payroll, benefits, compensation, and systems
· Direct payroll operations, payroll tax filings, year-end reporting, deductions, garnishments, PTO accruals, prevailing-wage compliance, and payroll controls.
· Oversee benefits administration, open enrollment, brokers, carriers, employee communications, and applicable benefit-plan compliance.
· Administer pay structures, approved compensation changes, incentive-plan documentation, and compensation processes.
· Own HRIS and payroll-system administration and employee-data integrity.
· Partner with the Controller on payroll accounting, labor-cost allocation, reconciliations, benefit accounting, budgets, and financial reporting.
Recruiting administration and screening
· Maintain approved job descriptions, classifications, compensation ranges, requisitions, and selection documentation.
· Conduct or coordinate application review, minimum-qualification screening, background checks, drug testing, references when required, and employment-eligibility verification.
· Prepare and administer approved offers, employment documents, new-hire records, and required notices.
· Review interview questions, scoring tools, candidate records, and hiring practices for compliance.
Leadership and administration
· Lead, train, and cross-train HR and payroll personnel and establish service standards and measurable goals.
· Provide the Controller with timely operational, compliance, staffing, budget, and risk information while protecting need-to-know confidentiality.
· Improve HR and payroll workflows through automation, standardization, and continuous improvement.
Required coordination and escalation
Coordination points
· Coordinate with People & Culture before changes affecting recruiting workflow, onboarding experience, engagement, leadership development, employee communication, or retention.
Hiring process
· People & Culture refers policy, pay, benefits, leave, accommodation, complaints, investigations, discipline, termination, and other formal employment matters to HR.
· Notify the Controller promptly of material compliance, payroll, benefit, staffing, budget, litigation, or employment risk.
· Escalate executive employment matters, significant legal exposure, and unresolved role conflicts to the President