Human Resource Director
Sagan RecruitmentCore Responsibilities
Key Responsibilities: HR Strategy & Compliance Serve as a senior advisor to the executive team on people-related decisions including workforce planning, compensation philosophy, and company culture. Own multi-state employment law compliance across NJ, GA, AL, and future states, including wage and hour, paid leave, anti-discrimination, and pay transparency requirements. Ensure compliance with federal frameworks including FMLA, ADA/ADAAA, PWFA, FLSA, ADEA/OWBPA, Title VII, and PDA, and applicable state equivalents. Maintain HR recordkeeping that meets all retention requirements and is audit-ready. Determine multi-jurisdictional coverage for remote employees and document compliance rationale. Employee Lifecycle Management Own the end-to-end employee lifecycle: offer through onboarding, mid-career support, and offboarding. Own and maintain all employment-related templates: offer letters, employment agreements, PIPs, and separation agreements. Lead all involuntary separations: business case review, decision documentation, manager preparation, and separation conversations. Draft and administer separation agreements in partnership with outside counsel, ensuring multi-state enforceability and OWBPA compliance where applicable. Identify retention risks and surface systemic people issues to leadership. Leave Administration Oversee FMLA, NJFLA, NJ TDI, and NJ FLI administration, coordinating with leadership and legal counsel on complex leave situations. Ensure proper leave designation, documentation, and compliance throughout the process. Policy & Investigations Build and maintain the employee handbook and company-wide policies (PTO, sick leave, leave of absence, remote work, code of conduct, anti-harassment, and complaint procedures), with state-specific addenda as required. Investigate internal disputes, document findings, and advise leadership on appropriate corrective action while managing legal exposure. Handle employee complaints, document performance issues, and issue formal written communications when employees are not meeting expectations. Payroll Oversight Oversee payroll accuracy and ensure pay calculation rules in contracts are applied correctly — this role does not run payroll but is accountable for resolving disputes and flagging errors.
Requirements
Qualifications: 5+ years of progressive HR experience supporting US-based companies, ideally as an HR generalist or HR manager. Strong working knowledge of US employment law including FMLA, ADA, FLSA, Title VII, and ADEA. Experience owning the full employee lifecycle: performance management, leave administration, and separations. Demonstrated ability to build and maintain HR policies, handbooks, and compliance documentation from scratch. Experience handling employee relations issues, investigations, and corrective action processes. Highly autonomous and detail-oriented — able to follow through independently without constant management. Excellent written and verbal communication skills in English. Comfortable working alongside outside legal counsel for complex compliance questions. Ability to manage sensitive and confidential matters with discretion and professionalism. Nice-to-Have: Experience in healthcare, behavioral health, or a clinical staffing environment. Familiarity with multi-state HR compliance and remote workforce management. Experience supporting companies with 100+ employees across distributed or offshore teams. Bilingual proficiency in English and Spanish. Familiarity with HRIS platforms such as Rippling, BambooHR, or Gusto. Experience coordinating with outside legal counsel on separation agreements or employment matters.
Additional Information
Experience Level
Mid-Level
Employment Type
full-time
Work Mode
Remote