PEO HR Director

Current HR; Fort Wright (KY); Hybrid; USD 70,000 - 120,000; Full time

Job summary

Current HR in Fort Wright, KY, a PEO, seeks a full-time PEO Human Resources Director to lead client-facing HR operations, oversee internal HR, and guide enterprise client programs.

The role emphasizes multi-state compliance, risk management, open enrollment leadership, and strategic consulting, requiring 10+ years of PEO leadership and PrismHR proficiency.

Qualifications

• 10+ years of HR leadership experience within a PEO, platform-based HR service provider, or fast-paced HR consulting firm.
• Hands-on knowledge of the PrismHR HRIS platform.
• Senior HR leadership with experience managing complex investigations and high-risk terminations in a co-employment environment.
• Comprehensive understanding of state and federal employment and labor laws with risk mitigation.
• 8+ years directing multi-state group benefits administration, open enrollment strategies, and payroll integrations.
• Proven change management and strategic HR/risk-mitigation advisory to enterprise client executives.
• Ability to structure HR operations into scalable, process-driven workflows.
• Excellent written and oral communication with high attention to detail.
• Proficiency with Microsoft Office and basic office equipment.

Responsibilities

• Main Point of Contact: serve as the primary HR authority for internal HR and client leadership.
• Lead complex employee investigations, high-risk terminations, workplace disputes, and co-employment risk.
• Direct multi-state FMLA leaves, state paid leave, and ADA accommodation cases across client workforces.
• Drive benefits open enrollment strategy, platform configurations, schedules, and execution.
• Serve as senior investigator for high-risk client employee relations matters with risk-mitigation recommendations.
• Direct HR compliance audits for new client accounts and remediation planning during transitions.
• Oversee annual client handbook reviews to align with multi-state and federal labor regs.

Skills

PEO / Multi-Tenant HR Experience

PrismHR Expertise

Senior HR Leadership

Compliance & Risk Expertise

Benefits & Open Enrollment Leadership

Change Management & Strategic Coaching

Process Engineering Capability

Communication & Detail

Software & Equipment

Work Ethic & Professionalism

Pre-Employment Screening

Education

Bachelor’s degree in HR, Business Administration, or related field

SHRM-CP or SHRM-SCP preferred

Tools

PrismHR

Microsoft Office

Job description

POSITION

Current HR is a PEO (professional employer organization) located in Fort Wright, KY. Current HR is seeking a full-time, experienced, high-caliber PEO Human Resources Director to serve as the main point of contact for our client-facing HR operations, internal HR team, and enterprise clients.

This key leadership role owns our most complex, high-level HR functions. The HR Director will lead the client-facing HR team, direct platform-wide benefits open enrollment, manage high-stakes employee relations cases, and serve as the senior strategic consultant for complex multi-state HR compliance and risk management.

The ideal candidate brings 10+ years of PEO leadership experience, administrative proficiency with PrismHR, deep expertise in risk management/employee relations, and a process-driven approach to scaling PEO service delivery in a fast-paced environment.

This role requires business acumen, strategic thinking, change management, and strong attention to detail and analytical skills. A successful individual also needs to be a great communicator and collaborator and be adept at building relationships.

WORK TYPE

This is a hybrid position based in Fort Wright, KY. For purposes of team member interactions, the selected individual will be expected to report onsite to our Fort Wright office on Tuesday and Wednesday of each week but can work the remaining scheduled days remotely.

A non-local candidate will be considered for remote work, but occasional travel to Kentucky will be required.

Job Duties

• Main Point of Contact: Serve as the primary HR authority and point of contact for the internal HR team, cross-department heads, and enterprise client leadership.
• Complex Case Management: Lead and resolve high-stakes workplace issues, including sensitive employee investigations, high-risk terminations, workplace disputes, and co-employment liability risks.
• Leave Management & Accommodations: Direct intricate multi-state FMLA, state-mandated paid leave, and complex ADA interactive process accommodation cases across diverse client workforces.
• Open Enrollment Leadership: Drive operational strategy, platform configurations, rollout schedules, and execution for the benefits open enrollment process across all client accounts.
• Client HR Investigations & Recommendations: Serve as the senior investigator for sensitive, high-risk client employee relations matters and deliver actionable risk-mitigation recommendations to client leadership.
• HR Audits for New Clients: Direct comprehensive HR compliance audits for newly onboarded client accounts to evaluate current workplace practices, identify co-employment risks, and establish prioritized remediation strategies during the platform transition.
• Annual Client Handbook Reviews: Oversee the annual handbook review and update lifecycle across all client accounts, ensuring policies, codes of conduct, and statutory disclosures remain aligned with changing multi-state and federal labor regulations.

HR Department Leadership & Mentorship

• Team Leadership: Directly manage, support, and mentor the client-facing HR team. Maintain a culture of trust and high-performance by exhibiting clear leadership credibility, consistent and open communication, and well-established core values.
• Resource Allocation: Establish client account distribution, balance team workloads, and maintain rigorous service level standards across the department.
• Talent Development & Career Pathing: Actively coach and develop department staff. Partner closely with the team members to delegate operational responsibilities and foster their career progression. Maintain a low turnover rate within the HR team.

Process Engineering & Standardized Infrastructure

• Process Builder Mindset: Guide the HR department toward a proactive, highly structured, and standardized service delivery model.
• Infrastructure & Toolkits: Build and refine HR communications and toolkits, employee handbook creation workflows, multi-state onboarding compliance, and structured client lifecycles.

Systems Strategy & Cross-Departmental Alignment

• PrismHR System Strategy: Fully leverage PrismHR to optimize HR workflows, onboarding, open enrollment setups, and administrative reporting across the client base.
• Payroll & Tax Alignment: Partner closely with the payroll team to streamline HR-to-payroll workflows, ensuring error-free benefit deductions, client setups, employee status changes, etc.

Knowledge/Skills/Abilities

• Communication & Service: Exceptional customer service skills paired with excellent oral and written communication abilities.
• Problem Solving & Ethics: Strong sense of ethics with excellent analytical skills and the confidence to independently problem-solve and recommend strategic solutions.
• Adaptability & Multitasking: Ability to adapt to a fast-paced, continually changing business environment while managing, prioritizing, organizing, and multi-tasking under pressure.
• Autonomy & Collaboration: Proven ability to work independently and follow assignments through to completion while maintaining the ability to work cooperatively in a team environment (both in and out of the office).
• Technical Proficiency: Competency working in various HR software platforms, with high proficiency in PrismHR and Microsoft Office.
• Time Management & Comprehension: Excellent organization, strong time-management skills, and the ability to thoroughly read and comprehend complex regulatory and client instructions.

Qualification Requirements

• PEO / Multi-Tenant HR Experience (Required): Minimum of 10+ years of HR leadership experience within a PEO, platform-based HR service provider, or fast-paced HR consulting firm.
• PrismHR Expertise: Hands-on knowledge of and experience with the PrismHR HRIS platform.
• Senior HR Leadership: Proven track record of independently managing complex workplace investigations, high-risk terminations, and intricate ADA/FMLA scenarios in a co-employment environment.
• Compliance & Risk Expertise: Comprehensive understanding of state and federal employment and labor laws, SITUS state rules, statutory leave laws, and PEO risk mitigation strategies.
• Benefits & Open Enrollment Leadership: Minimum 8+ years of hands-on experience directing complex, multi-state group benefits administration, platform-wide open enrollment strategy, and benefit-to-payroll integrations.
• Change Management & Strategic Consulting: Proven experience leading organizational change management initiatives and delivering strategic HR/risk-mitigation advice to enterprise client executives.
• Process Engineering Capability: Demonstrated success structuring HR operations away from reactive firefighting into scalable, process-driven workflows.
• Communication & Detail: Must have excellent written and oral communication skills with advanced attention to detail skills.
• Software & Equipment: High level of competence in Microsoft Office suite of products and experience operating basic office equipment (computers, printers, etc.).
• Work Ethic & Professionalism: Must be a self-starter, motivated, well-organized, and willing to learn new skills. Must adhere strictly to company confidentiality policies.
• Pre-Employment Screening: Must successfully pass a pre-employment drug screening and be willing to submit to a criminal background check.
• Education & Credentials: Bachelor’s degree in HR, Business Administration, or related field; SHRM-CP or SHRM-SCP preferred.

Compensation

In the spirit of pay transparency, we can share that the pay range for this position is $70,000-$120,000 annually, commensurate with experience. Please keep in mind that this range is the base pay only and does not consider other components that make up the total rewards package for the position. If you are hired, your overall compensation will be determined based on factors such as geographic location, skills, education, and/or experience which may result in total compensation outside of this range.