Senior Director Human Resources

Benefits & Compensation: That Work Own our benefits programs end-to-end: plan design, vendor relationships, open enrollment, and making sure people actually understand what they have Build compensation and commission structures that are fair, competitive, and aligned with the business Partner closely with Finance and Accounting to manage budgets, reconcile payroll, and make smart decisions about where we invest in our people Administer payroll for both W2 and 1099 teammates with accuracy and transparency—because nothing kills trust faster than paycheck problems HR Systems & Process Oversee our HRIS (implementations, optimization, reporting): you don't need to be the most technical person in the room, but you need to know what good looks like and drive toward it Standardize and automate processes across all locations so we're consistent without being rigid Make sure our systems and programs can withstand the scrutiny of due diligence (M&A is part of our growth strategy) Manage vendor relationships and contracts—get us the best value without sacrificing quality Use data to tell the story of what's working and what needs to change The People Strategy Side (50% of your world): Culture & Engagement That's Real Design employee engagement strategies that go beyond pizza parties. Our history shows we're about meaningful recognition, celebrations, and creating a culture where people feel like they belong Measure what matters (surveys, pulse checks, feedback loops) and actually do something with the data Champion an environment of belonging in a way that feels authentic to who we are, not like we're checking boxes Build a teammate experience where people can focus on their strengths, not fight broken systems Make sure everyone feels connected to our wins, not just the shareholders Performance & Development Create and manage performance management systems that foster real conversations, not just annual checkbox exercises Implement continuous feedback frameworks that help people grow Coach our managers to have the tough conversations and the developmental ones with equal skill Build on our goal-setting approaches (OKRs) that connect individual work to company strategy Organizational Design & Leadership Development Design organizational structures that support growth without creating bureaucracy Lead workforce planning and succession planning efforts Build leadership development programs that create a strong bench of future leaders Manage change like a pro, because growth means constant evolution, and people need help navigating it Develop talent management frameworks that identify high-potential teammates and give them reasons to stay The Strategic Stuff That Ties It All Together Partnership & Influence Be a trusted advisor to our Chief People Officer and executive team on all things people-related Translate business strategy into HR strategy (and vice versa) Ensure we're compliant with all the employment law stuff across multiple states without making it feel like we're running a law firm Proactively spot and address HR risks before they become problems Build the HR operating model and philosophy that aligns with where we're headed as a company What You Need to Bring The Non-Negotiables: 7-10+ years in HR with at least 4-5 years leading at a sr. manager level or higher Real, hands-on experience with benefits administration and payroll processing, not just "overseeing" it Solid working knowledge of HRIS (We use Rippling) systems and comfort using data to make decisions Proven track record building employee engagement programs and performance management systems Experience designing organizational structures and developing leaders Multi-location experience (bonus if you've worked across multiple states) Strong partnership skills with Finance/Accounting teams Bachelor's degree in HR, Business, Organizational Psychology, or related field (Master's is a plus) HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) preferred The Stuff That'll Make You Successful Here: You're equally comfortable in the weeds and at 30,000 feet You can have a benefits strategy conversation and an organizational culture conversation in the same breath You've worked in high-growth, fast-moving environments and didn't just survive, you thrived You're a systems thinker who also genuinely cares about people You can influence without authority and build trust quickly You're not afraid to challenge the status quo, but you do it thoughtfully You understand that perfect is the enemy of good, but mediocre isn't acceptable either You have a strong moral compass and lead with integrity What Won't Work: If you've only done operational HR or only done strategic HR—we need both If you're uncomfortable with ambiguity or need everything defined for you If you see people as "resources" rather than humans with potential If you think HR is just about compliance and risk mitigation If you can't switch gears quickly or juggle competing priorities Why This Role Matters Premier Roofing is in growth mode. We're expanding, evolving, and building something special. The person in this role will have a direct hand in shaping what that looks like, from the systems that support our teammates to the culture they experience every day. You'll have the autonomy to lead, the support to succeed, and the opportunity to make a real impact. If you're looking for a place where you can build something meaningful, work with good people, and be challenged in the best possible way, let's talk. 25% Bonus Potential Full benefits package – medical, dental, and vision insurance Unlimited PTO * (we trust adults to manage their time) 401(k) 50% match up to 6% Premier-provided apparel to represent the brand with pride