livingHR, Inc.

Analyst

• Conduct job evaluations and market pricing analyses using major compensation survey platforms
• Benchmark roles across functions and levels against external market data to inform pay decisions
• Develop and maintain salary structures, pay ranges, and job hierarchies
• Analyze internal pay equity and identify trends, anomalies, or areas requiring attention
• Support compensation review cycles including merit, bonus, and off-cycle adjustments
• Prepare compensation recommendations and present findings to HR Business Partners and leadership
• Respond to ad hoc compensation requests and provide guidance on offer recommendations
• Maintain documentation of job profiles, comp guidelines, and benchmarking methodologies
• Partner with livingHR Principals and client stakeholders to drive measurable outcomes
• Track billable work and maintain accurate project documentation

Compensation Analyst

Human Resources

• Deliver human-centric HR solutions that improve workplace experiences
• Support M&A integration activities including org design, cultural onboarding, workforce transitions, and employee communications
• Serve as a trusted advisor throughout the engagement lifecycle
• Apply consulting, project management, and communication best practices
• Partner with livingHR Principals and client stakeholders to drive measurable value
• Manage and optimize HR workflows and employee data within Paylocity
• Track billable work and maintain accurate project documentation
• Align people strategies with broader business objectives

Fractional HRBP – HR Generalist

Payroll

• Serve as system owner and primary practitioner for UKG Pro (HCM and Payroll) and UKG Pro Workforce Management (timekeeping and scheduling)
• Lead enterprise configuration strategy: earnings codes, pay rules, work rules, business rules, org structure, security roles, workflows, and integrations
• Design and deploy new UKG modules and system enhancements; evaluate and adopt platform releases
• Produce SOPs, training materials, and rollout communications for managers, employees, and downstream HR partners
• Manage the manager-level UKG help-desk and serve as the escalation point for system issues
• Define and execute the 12-month UKG roadmap, balancing optimization work, new module deployment, and acquisition integration
• Maintain configuration governance and change-control standards to prevent sprawl as the portfolio grows
• Personally execute multi-state, multi-entity bi-weekly payroll for the first six months in role
• Transition transactional payroll execution to payroll specialists over a structured 90-day plan, retaining final sign-off authority on every cycle
• Onboard, train, manage, and oversee the offshore payroll team; design the control structure, KPIs, and escalation thresholds that govern the function
• Resolve escalated payroll issues, exceptions, and off-cycle items requiring judgment
• Manage payroll tax accounts and ensure timely, accurate filings (federal, state, and local)
• Ensure multi-state payroll compliance across 40 active states, including SUI, SIT, local taxes, garnishments, ACA, multi-state withholding, and reciprocity rules
• Oversee quarterly and year-end processing (W-2s, 941s, state filings, ACA 1095-C) and any required amendments
• Partner with HR, Legal, and Finance on worker classification matters (W-2 vs. 1099) and lead remediation as needed
• Lead internal and external payroll audits; maintain audit readiness year-round
• Design and build proactive compliance monitoring within UKG — configuration controls, automated audit reports, and exception alerts that surface multi-state tax, classification, and wage-and-hour issues before they become liabilities
• Build and maintain reporting infrastructure in UKG Pro BI, including operational dashboards and KPI metric reporting on payroll accuracy, integration health, compliance status, and headcount
• Establish and enforce data integrity standards across UKG Pro and Workforce Management
• Deliver reporting to HR, Finance, and business operations leaders — including dashboards that give individual business operators visibility into their own headcount, payroll, and HR metrics
• Partner with the integration team on each new operating company’s UKG onboarding, ensuring data, configuration, and processes are migrated cleanly and that newly acquired employees are set up correctly for HR and payroll
• Design configuration patterns that scale to 10–15 acquisitions per year without creating earnings code, pay rule, or org structure sprawl
• Maintain a clean, auditable system of record as the portfolio grows

Director of HRIS – Payroll

• Serve as the primary HR point of contact for assigned portfolio companies, working alongside local managers and the corporate BizOps leader as an extension of their leadership team
• Represent corporate HR to portfolio company managers and employees post-integration
• Partner with BizOps leaders to implement organizational changes
• Keep corporate HR leadership informed on field conditions, emerging issues, and portfolio company-level developments
• Manage employee relations matters end-to-end
• Own compliance issue resolution flagged by corporate HR or surfaced through HRIS monitoring
• Deliver HRIS training and rollout communications to portfolio company managers and employees
• Build structured feedback channels with portfolio company employees
• Lead annual talent planning
• Drive seasonal workforce planning
• Flag compensation drift from market and recommend org structure adjustments.

HR Business Partner, Multi-Site, M&A

• Serve as system owner and primary practitioner for UKG Pro (HCM and Payroll) and UKG Pro Workforce Management (timekeeping and scheduling)
• Lead enterprise configuration strategy: earnings codes, pay rules, work rules, business rules, org structure, security roles, workflows, and integrations
• Design and deploy new UKG modules and system enhancements; evaluate and adopt platform releases
• Produce SOPs, training materials, and rollout communications for managers, employees, and downstream HR partners
• Manage the manager-level UKG help-desk and serve as the escalation point for system issues
• Define and execute the 12-month UKG roadmap, balancing optimization work, new module deployment, and acquisition integration
• Maintain configuration governance and change-control standards to prevent sprawl as the portfolio grows
• Personally execute multi-state, multi-entity bi-weekly payroll for the first six months in role
• Transition transactional payroll execution to payroll specialists over a structured 90-day plan, retaining final sign-off authority on every cycle
• Onboard, train, manage, and oversee the offshore payroll team; design the control structure, KPIs, and escalation thresholds that govern the function
• Resolve escalated payroll issues, exceptions, and off-cycle items requiring judgment
• Manage payroll tax accounts and ensure timely, accurate filings (federal, state, and local)
• Ensure multi-state payroll compliance across 40 active states, including SUI, SIT, local taxes, garnishments, ACA, multi-state withholding, and reciprocity rules
• Oversee quarterly and year-end processing (W-2s, 941s, state filings, ACA 1095-C) and any required amendments
• Partner with HR, Legal, and Finance on worker classification matters (W-2 vs. 1099) and lead remediation as needed
• Lead internal and external payroll audits; maintain audit readiness year-round
• Design and build proactive compliance monitoring within UKG — configuration controls, automated audit reports, and exception alerts that surface multi-state tax, classification, and wage-and-hour issues before they become liabilities
• Build and maintain reporting infrastructure in UKG Pro BI, including operational dashboards and KPI metric reporting on payroll accuracy, integration health, compliance status, and headcount
• Establish and enforce data integrity standards across UKG Pro and Workforce Management
• Deliver reporting to HR, Finance, and business operations leaders — including dashboards that give individual business operators visibility into their own headcount, payroll, and HR metrics
• Partner with the integration team on each new operating company’s UKG onboarding, ensuring data, configuration, and processes are migrated cleanly and that newly acquired employees are set up correctly for HR and payroll
• Design configuration patterns that scale to 10–15 acquisitions per year without creating earnings code, pay rule, or org structure sprawl
• Maintain a clean, auditable system of record as the portfolio grows.

Director of HRIS, Payroll

• Architect the transition to a centralized HR function
• Define role clarity and redesign organizational structure
• Lead people-side integration for M&A transactions
• Ensure compliance across a multi-state workforce
• Develop a competitive total rewards framework

Chief Human Resources Officer

Director

• Membership growth, from acquisition through retention, across all program tiers.
• Community experience design, including programming, events, coaching integrations, and peer cohort activation.
• Organizational operations, budget management, and partnership development
• Brand and thought leadership externally, representing Fe League in media, speaking, and strategic relationships
• Revenue performance against membership and commission targets
• Collaboration with six co-founders and a board of directors on strategy, governance, and scale