Fractional HR Director

Fractional HR Director (Multi-State, Remote Workforce)

WHO WE ARE

The PR industry hasn't really changed in fifty years. Relationships, lunches, luck, and a clip report at the end of the month. Interdependence is rebuilding it from the ground up. Interviewed, our proprietary platform, analyzes 300,000+ stories every day across a network of 250,000 journalists. We turn earned media into something measurable, repeatable, and worth paying for, and apply the same data and discipline across paid, social, content, and brand. Integrated marketing run by one team, on one system, accountable to one result. Forbes named us one of America's Best PR Agencies. Our 100+ person team works with brands, CMOs, founders, and entrepreneurs across consumer, healthcare, tech, B2B, travel and entertainment. We move fast. The best argument wins. We hire for sharp thinking, real craft, and ownership from day one. If you want comfortable, this isn't the place. If you want to win, build with us.

THE ROLE

We're seeking an experienced Fractional HR Director to provide strategic and hands-on HR support for our distributed, multi-state workforce . This is a part-time, flexible engagement (up to 10 hours/month) ideal for a seasoned HR leader who can operate independently, advise with confidence, and step directly into employee-facing matters when needed. You'll serve as the go-to resource for personnel issues, compliance questions, and team development initiatives while knowing exactly when to loop in corporate counsel.

KEY RESPONSIBILITIES

Consult on and directly interact with employees regarding personnel matters, including workplace accommodations and FMLA requests Advise leadership on HR best practices for a remote, multi-state workforce Research and apply state-specific employment requirements as they arise Identify and flag matters requiring escalation to corporate counsel Consult on the design and rollout of team education and training programs Maintain strict confidentiality across all employee and company matters Serve as a clear, responsive point of contact for HR questions from both leadership and staff

QUALIFICATIONS

7-10+ years of progressive HR experience, including Director-level or equivalent responsibility Demonstrated experience supporting a remote, multi-state workforce Working knowledge of multi-state employment law fundamentals (FMLA, accommodations, leave) and where to research state-specific requirements Sound judgment on when to engage outside/corporate counsel High degree of discretion and commitment to confidentiality Excellent written and verbal communication skills General availability during US Eastern or Central business hours Ability to work independently in a fractional/part-time capacity (up to 10 hours/month)

PREFERRED

Prior experience in a fractional, consulting, or outsourced HR capacity Experience building or advising on employee education/training programs Familiarity working with distributed teams across varying company sizes Comfort operating with minimal day-to-day oversight while maintaining proactive communication U.S. Standard Demographic Questions We invite applicants to share their demographic background. If you choose to complete this survey, your responses may be used to identify areas of improvement in our hiring process. How would you describe your gender identity? Select... How would you describe your racial/ethnic background? Select... How would you describe your sexual orientation? Select... Do you identify as transgender? Select... Do you have a disability or chronic condition (physical, visual, auditory, cognitive, mental, emotional, or other) that substantially limits one or more of your major life activities, including mobility, communication (seeing, hearing, speaking), and learning? Select... Are you a veteran or active member of the United States Armed Forces? Select... Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Interdependence’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. #J-18808-Ljbffr Interdependence