Human Resources Director

Job Posting Title: Americas Geo HR Leader

Location: New Jersey (Hybrid / On-site) | Function: Human Resources | Role Type: Senior HR Partner

Do not wait to apply after reading this description a high application volume is expected for this opportunity.

About Microland

Microland is an AI-first, platform-led technology infrastructure services company with nearly four decades of enterprise infrastructure experience. It supports customer locations in more than 100 countries across services including intelligent operations, digital networks, cloud and data center, digital workplace, cybersecurity, applications management, and service management. The company's mission is to create a world where technology does more and intrudes less, supported by a global, values-led culture centered on ingenuity, integrity, respect, excellence, and customer centricity.

Role Purpose

The Americas Geo HR Leader will serve as the senior HR leader for the geography and a trusted advisor to C-suite executives, geo leadership, business heads, and global HR leaders. This is a hands-on role with end-to-end accountability for the employee lifecycle and HR operations across the Americas. The role combines strategic business partnership with disciplined execution across payroll governance, benefits, employee relations, engagement, immigration, compliance, workforce planning, performance, rewards, and organizational change.

The successful candidate will translate business priorities into practical people solutions while ensuring consistent employee support, sound risk management, and locally compliant practices. The position will work through external payroll, benefits, immigration, and other specialist partners, requiring strong influence, judgment, follow-through, and deep comfort operating in a fast-paced, client-driven Systems Integration (SI) and IT infrastructure services environment across a globally matrixed structure.

Key Responsibilities

Executive Partnership and HR Strategy

• Act as the primary HR advisor to senior leaders in the Americas, providing clear, commercially grounded counsel on workforce priorities, organization design, leadership capability, employee risk, and change.
• Build trusted relationships across a global matrix; influence decisions without formal authority and balance local business needs with enterprise policies and governance.
• Use workforce data and business insight to identify trends, risks, capacity gaps, retention concerns, and actions; provide concise updates and recommendations to leadership.
• Support workforce planning, restructuring, integrations, new-location readiness, and other organizational changes as required.

HR Operations, Payroll and Employee Data

• Own regional HR operating discipline and coordinate the employee lifecycle from onboarding through separation, ensuring timely documentation, approvals, employee communication, and system updates.
• Oversee the external payroll partner relationship and monthly payroll cycle, including inputs, approvals, reconciliations, exception resolution, audit readiness, tax coordination, and service-level performance.
• Maintain accurate employee records, establish data-quality checks, prepare dashboards, and ensure appropriate retention and access practices.

Benefits, Well-being and Employee Support

• Lead annual health and welfare benefits planning and enrollment in partnership with brokers, carriers, administrators, Finance, and global rewards teams.
• Coordinate employee communications, education sessions, enrollment support, eligibility updates, qualifying life events, and escalations.
• Monitor plan utilization, employee feedback, market competitiveness, cost trends, and regulatory changes; recommend practical improvements.
• Provide responsive, confidential support for employee questions while maintaining consistent service standards and escalation paths.

Employee Engagement and Culture

• Design and deliver an annual engagement calendar for a geographically dispersed workforce, including listening forums, recognition, leadership connects, cultural events, well-being initiatives, and community activities.
• Translate survey and listening insights into measurable action plans with business leaders; track progress and communicate outcomes.
• Strengthen manager capability through practical guidance and coaching on performance, feedback, recognition, inclusion, and employee conversations.
• Promote a respectful, inclusive, high-accountability culture consistent with Microland's values and the realities of a client-facing IT infrastructure services organization.
• Partner with internal communications and leadership to deliver timely, clear, and relevant people communications.

Employee Relations, Legal and Compliance

• Advise leaders and managers on sensitive employee matters, performance concerns, attendance, conduct, workplace accommodations, leaves, and separations with fairness, consistency, and sound documentation.
• Conduct or coordinate workplace investigations, identify risk, recommend proportionate action, and collaborate with Legal when required.
• Work closely with Legal and Compliance to maintain adherence to applicable federal, state, provincial, and local employment requirements across the Americas.
• Maintain compliant policies, notices, handbooks, training, files, and reporting; support internal and external audits and close corrective actions.

Immigration and Global Mobility

• Partner with Legal, employees, managers, and global mobility teams to coordinate work authorization and visa processes from initiation through completion.
• Maintain case trackers, document checklists, expiry alerts, dependency monitoring, and timely stakeholder communications while protecting personal information.
• Support employer documentation, transfers, amendments, extensions, permanent-residency processes, travel-related guidance, and onboarding dependencies within approved policy and legal advice.

Required Qualifications and Experience

• Bachelor's degree in Human Resources, Business, or a related field; an advanced degree is preferred.
• Approximately 15 or more years of progressive HR experience, including significant responsibility as a senior HR business partner or regional HR leader in the United States or Americas.

• Essential Industry Background: Proven track record in the IT Infrastructure Services, Systems Integration (SI), Managed Services, or Consulting industry with a strong understanding of client-driven, project-based delivery models and globally distributed teams.
• Strong working knowledge of U.S. employment practices and multi-state HR compliance; exposure to Canada or Latin America is an advantage.
• Demonstrated experience overseeing outsourced payroll and benefits administration, annual enrollment, employee relations, immigration coordination, and HR audits.
• Proven effectiveness advising C-suite executives and senior leaders and presenting clear recommendations on complex, sensitive matters.
• Experience operating as a hands-on individual contributor within a global matrix (collaborating with offshore leadership, global delivery centers, and specialist teams).
• Strong HR analytics, HRIS, reporting, project management, and vendor-management capabilities.
• Professional HR certification such as SPHR, SHRM-SCP, or an equivalent is preferred.

Leadership Competencies

• Executive presence: Communicates with credibility, brevity, and courage; can challenge constructively and offer practical options.
• Stakeholder management: Builds alignment among C-level leaders, global teams, functional partners, and external providers with competing priorities.
• Business acumen: Understands revenue, delivery, utilization, margin, customer commitments, and talent dependencies in an IT Systems Integrator.
• Judgment and discretion: Handles sensitive matters calmly, objectively, confidentially, and with appropriate escalation.
• Ownership and execution: Moves comfortably from strategy to detailed follow-through without relying on a large team.
• Influence in a matrix: Delivers outcomes through relationships, facts, governance, and persistence rather than formal authority.
• Employee orientation: Balances empathy and access with consistency, accountability, policy, and business needs.
• Change leadership: Creates clarity during growth, transformation, restructuring, and ambiguity.
• Cross-cultural effectiveness: Works respectfully across time zones, cultures, and global operating models.

Role Requirements

• Ability to work across Americas time zones and collaborate regularly with global teams (including India headquarters and international operating units).
• Periodic travel to company offices, customer locations, or leadership meetings may be required.
• Role scope and location-specific requirements will be administered in accordance with applicable law and company policy.

Compensation & Benefits

(In compliance with New Jersey Pay Transparency Regulations)

• Base Salary
• (Offered base pay is strictly based on the candidate's depth of experience, historical background in regional HR leadership within IT services, and applicable skills.)
• Variable Compensation: Position is eligible for an annual performance bonus based on performance goals.
• Benefits: Includes a comprehensive package featuring medical, dental, and vision insurance, 401(k) plan, paid time off (vacation, sick, and holidays). xhyhwjd

(EEO) Microland is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.