Human Resources Director

Compensation - $90000 to $100,000 annually Travel - As needed for acquisitions and operating locations Classification - Exempt Hands-on HR leadership for a growing, acquisition-oriented organization POSITION SUMMARY The Director of Human Resources is the senior HR leader responsible for managing the day-to-day Human Resources function across Rely Services and affiliated U.S. businesses. This is a hands-on role for a growing organization. The Director will oversee employee relations, recruiting, compliance, payroll and benefits administration, performance management, HR reporting, and the people-related aspects of future acquisitions. The position will work closely with executive and operating leadership to establish consistent HR practices, maintain a productive workplace, and build scalable processes without creating unnecessary bureaucracy. The successful candidate will be comfortable moving between strategic planning and detailed execution. ROLE PROFILE | A strong HR Manager or Senior HR Manager ready to step into a first Director-level opportunity. The role is intentionally broad but remains practical, operational, and appropriate for a smaller company with acquisition growth plans. 1. HR OPERATIONS & LEADERSHIP Lead and manage the day-to-day Human Resources function across the Company’s operating businesses. Establish practical, consistent HR policies, procedures, and documentation across entities and locations. Serve as the primary HR resource for executive leadership, managers, and employees. Identify opportunities to improve HR efficiency, responsiveness, and employee experience. Help build an HR structure that can scale as the Company grows through acquisitions. 2. EMPLOYEE RELATIONS Advise managers on employee relations, coaching, attendance, performance, and disciplinary matters. Conduct workplace investigations and resolve employee complaints appropriately and consistently. Prepare or review written warnings, performance documentation, and separation materials. Promote a professional, respectful, and accountable workplace culture. Develop practical employee engagement and retention initiatives. 3. COMPLIANCE & RISK MANAGEMENT Ensure compliance with applicable federal, state, and local employment laws and regulations. Maintain employee handbooks, HR policies, personnel files, and required employment records. Administer or coordinate FMLA, ADA accommodations, COBRA, ACA, workers’ compensation, unemployment claims, and employee leave programs. Coordinate HR audits and implement corrective actions when needed. Work with outside employment counsel on employment-related matters as appropriate. 4. RECRUITING, ONBOARDING & OFFBOARDING Partner with department leaders to identify staffing requirements and define position needs. Manage recruiting activities, including job postings, candidate screening, interview coordination, offers, and pre-employment requirements. Coordinate background checks, drug testing, and other required hiring procedures. Ensure new hires complete all onboarding documentation, including I-9s, tax forms, policy acknowledgments, payroll setup, and benefit enrollment. Conduct or coordinate new hire orientation. Manage offboarding, exit interviews, final documentation, and company asset return. 5. PAYROLL & BENEFITS ADMINISTRATION Oversee and review biweekly payroll processing through Paychex, iSolved, or other payroll systems. Maintain accurate employee pay, PTO, attendance, commission, incentive, tip, and deduction information. Review payroll reports and obtain appropriate management approval before processing. Administer health insurance, retirement plans, leave programs, and other employee benefits. Coordinate with employees, payroll providers, benefit brokers, and insurance carriers to resolve questions and discrepancies. 6. PERFORMANCE MANAGEMENT & DEVELOPMENT Administer the Company’s performance review process and ensure reviews are completed and documented on schedule. Help managers establish clear employee expectations and individual performance goals. Support managers in developing performance improvement plans and corrective action plans. Promote regular feedback, accountability, and employee development. Assist leadership with succession planning and identification of high-potential employees as the organization grows. 7. M&A DUE DILIGENCE & HR INTEGRATION Support HR due diligence for potential acquisitions by reviewing employee rosters, compensation, benefits, employment agreements, policies, compliance records, and potential workforce risks. Prepare and maintain an HR integration checklist and 100-day people integration plan for each acquisition. Coordinate the transfer or onboarding of acquired employees into Company payroll, HRIS, benefits, policies, and training programs. Work with leadership and acquired-company management to standardize HR practices while minimizing unnecessary disruption. Track employee communications, retention risks, open positions, compliance gaps, and other people-related integration priorities. Visit acquisition and operating locations as needed to support due diligence, employee communication, onboarding, and integration. 8. HR ANALYTICS & KPI REPORTING Develop and maintain consistent monthly HR reporting across the Company and acquired businesses. Track and report HR-related KPIs, including headcount, turnover, retention, vacancies, time-to-fill, new-hire retention, absenteeism, overtime, PTO usage, payroll accuracy, performance review completion, training completion, workers’ compensation matters, and compliance status. Create practical HR dashboards and acquisition integration scorecards for executive leadership. Identify workforce trends, risks, and areas requiring management attention. Ensure HR data is accurate, consistent, and timely across all operating entities. 9. HR SYSTEMS & PROCESS IMPROVEMENT Maintain accurate employee information in HRIS, payroll, benefits, and related systems. Improve HR workflows through documentation, standardization, and appropriate automation. Coordinate implementation of new HR tools and processes as needed. Protect the confidentiality and integrity of employee and Company information. QUALIFICATIONS Required Bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent practical experience. Five to eight years of progressive Human Resources experience, including responsibility for core HR operations. Experience as an HR Manager, Senior HR Manager, HR Business Partner, or similar hands-on HR leadership role. Strong working knowledge of federal and Illinois employment laws and HR compliance requirements. Experience with payroll, benefits administration, recruiting, employee relations, investigations, and performance management. Experience using HRIS and payroll systems such as Paychex, iSolved, ADP, UKG, or similar platforms. Ability to work onsite and support multiple locations and business entities. Strong judgment, discretion, organization, communication, and conflict-resolution skills. Preferred SHRM-CP, PHR, SHRM-SCP, or SPHR certification. Experience supporting multi-location, retail, professional services, healthcare, cannabis, or other regulated businesses. Exposure to mergers, acquisitions, post-acquisition integration, or rapid-growth environments. Experience creating HR dashboards and reporting workforce KPIs to senior leadership. FIRST-YEAR SUCCESS MEASURES Success in the first 12 months will be evaluated based on practical improvements in HR execution, consistency, compliance, and acquisition readiness, including: Standardized core HR policies, employee documentation, and operating procedures across existing entities. Accurate and timely payroll and benefits administration. Improved recruiting, onboarding, and employee documentation processes. Consistent performance review and employee relations practices. Monthly HR KPI reporting that gives leadership clear visibility into workforce trends. A repeatable HR due diligence and 100-day integration process for future acquisitions. Effective employee communication and timely resolution of HR matters. WORK ENVIRONMENT & EXPECTATIONS This is an onsite position based in Schaumburg, Illinois. The role requires periodic travel to affiliated businesses, acquisition targets, and newly acquired operating locations. The Director must be willing to handle both leadership responsibilities and detailed day-to-day HR work. Occasional extended hours may be required to support payroll deadlines, employee matters, acquisitions, or other business needs. Equal Employment Opportunity: The Company is an equal opportunity employer and makes employment decisions without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information, or any other status protected by applicable law. #J-18808-Ljbffr