Job description
Overview
Our client—a growing, technology-enabled infrastructure services business headquartered in South Florida—is looking to appoint an experienced HR leader to oversee the full human resources function and advance key people initiatives. Supporting professional, technical, and administrative teams across hybrid and remote settings, this role offers the chance to shape culture, strengthen talent practices, and help drive operational excellence in a flexible, multi-site environment.
Key Responsibilities
Design and track engagement and inclusion initiatives, leveraging survey results and engagement insights
Lead efforts that improve operational effectiveness and enhance the employee experience
Build and evolve talent acquisition approaches to attract high-caliber professionals within operational services
Oversee benefits administration and act as the main contact for employee benefits questions
Drive annual compensation activities, including merit planning and executive compensation reviews
Create and deliver onboarding programs that enable new hires to ramp up successfully
Maintain HR policies, processes, and employee records in line with legal requirements
Partner with senior leaders to create and implement HR strategies aligned to business goals and growth plans
Provide counsel on workforce planning, org design, and change management efforts
Ensure compliance with multi-state employment regulations, with experience supporting salaried, exempt-heavy workforces
Oversee end-to-end recruiting, ensuring efficient hiring practices and a strong candidate experience
Collaborate with IT, Finance, and Operations leaders to support centralized shared-services models
Manage HR programs that support distributed teams across multiple offices, including hybrid and remote arrangements
Serve as a trusted advisor to managers and employees on workplace matters, performance management, and conflict resolution
Administer compensation programs and complete market reviews to support competitive, equitable pay practices
Produce HR reporting and insights for board-level or investor-facing review
Manage unemployment claims and other employment-related administrative activities
Partner with legal and finance on enterprise risk and employment-related matters
Foster an inclusive, high-engagement culture that supports collaboration, retention, and belonging
Monitor payroll processing and timekeeping tools to ensure accuracy and compliance
Partner with finance and external vendors to troubleshoot and resolve payroll-related matters
Create and manage development programs, learning initiatives, and career pathing frameworks
Analyze HR metrics and trends to identify improvement opportunities and enable data-driven decisions
Strong interpersonal, coaching, and communication skills, with the ability to influence across levels
Broad capability across recruiting, employee development, compensation, and employment compliance
Proficiency with modern HRIS and payroll systems (e.g., Workday, UKG Pro, ADP Workforce Now, Paycom)
Demonstrated ability to manage confidential and sensitive issues with sound judgment and discretion
Minimum 5 years of progressive HR experience, including at least 2 years in a leadership/manager capacity
Effective facilitation and presentation skills
Experience supporting salaried, exempt-heavy workforces in professional services or operational environments
Ability to perform the essential functions of the role with or without reasonable accommodation
Preferred Qualifications
Professional HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP)
Experience working within integrated HRIS/payroll environments in corporate or shared-services settings
Willingness to travel periodically as needed
Experience supporting hybrid, distributed, or multi-location teams in flexible work models
Background in operational services supporting regulated assets, technology-enabled services, or professional services organizations
Experience with multi-state employment compliance
Salary: $115,000 - $125,000 annually, commensurate with experience
Comprehensive health insurance coverage (medical, dental, vision)
401(k) retirement plan with company match
15 days of paid time off (PTO) annually
Equal Employment Opportunity and Non-Discrimination Policy
Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status.
Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected.
Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.
Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location.
Compliance with Laws: Both Keller Executive Search and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
Workplace Harassment: Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment based on race, skin color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
E-Verify Participation: Keller Executive Search and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable.
Privacy and Pay Equity:
California Residents: For more information about the categories of personal information we collect for recruiting and employment purposes, please review our Privacy Policy at www.kellerexecutivesearch.com.
Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available.
Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws.
State-Specific Information:
Rhode Island: We do not request or require salary history from applicants.
Connecticut: We provide wage range information upon request or before discussing compensation.
New Jersey: We do not inquire about salary history unless voluntarily disclosed.
Veteran Status: Both Keller Executive Search and our clients provide equal employment opportunities to veterans and comply with applicable state laws regarding veteran preference in employment. If you are a veteran, please inform us during the application process.
Genetic Information: In accordance with federal and state laws, both Keller Executive Search and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law.
Local Laws: Both Keller Executive Search and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate.
Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.
