livingHR, Inc.

Accounting Manager

• Manage the order entry and billing process, ensuring accurate and timely invoicing
• Own the AR aging review and drive resolution of past-due balances
• Set collections priorities and strategy — determine which accounts need escalation, payment plans, or credit holds
• Investigate and categorize root cause of at-risk balances and report exposure to the senior leadership team
• Recommend write-offs and reserve adjustments
• Own AP processing oversight — exception handling, invoice approvals, and vendor query resolution
• Manage vendor relationships and resolve payment disputes
• Own payment run planning and disbursement scheduling
• Maintain AP aging and open liability reporting
• Administer the corporate credit card program — card issuance, spend limits, expense coding/reconciliation, and policy compliance
• Own procurement process and systems on behalf of AP; purchasing decisions remain decentralized with the business, but AP owns the P2P workflow, vendor onboarding, and procurement platform administration
• Lead implementation of a procurement tool and process, including P2P workflow, vendor onboarding, and approval routing
• Drive continuous improvement of AP processes, including exception handling, invoice workflow, and payment operations efficiency
• Evaluate and optimize collections effectiveness, including cash application accuracy, collections workflow, and reporting
• Support Salesforce integration on the quote-to-cash side, ensuring order entry and billing data flows cleanly into AR
• Lead system evaluation and ensure proper setup and configuration across the AR/AP toolset
• Manage the day-to-day work, quality, and performance of the AR and AP team
• Own and maintain AR/AP procedural documentation and controls
• Establish a culture of ownership, accountability, and continuous improvement across the transactional accounting function
• Serve as the primary point of contact for AR/AP-related audit requests from external auditors.

Manager, Accounting Operations

Director

• Build and nurture relationships with existing and prospective donors, cultivating a culture of giving and inspiring long-term, sustainable support.
• Lead the development and execution of multi-channel direct response campaigns (digital, mail, phone) to engage, retain, and grow core and mid-level annual donors.
• Manage and expand the organization's monthly giving program to foster deeper engagement, recognition, and donor advocacy.
• Collaborate with the stewardship team to implement personalized donor engagement strategies that ensure donors feel valued and informed about their impact.
• Identify and cultivate prospective mid and major donors within the existing donor pool, creating clear pathways for relationship upgrades and long-term support.
• Analyze donor data to track behaviors, measure campaign performance, and refine strategies for acquisition, retention, and growth.
• Partner with development leadership to design and execute annual fundraising strategies aligned with the organization's mission and broader revenue objectives.
• Provide regular progress updates to the Chief Development Officer, tracking and analyzing efforts to adjust strategies as needed.
• Collaborate cross-functionally with communications, marketing, and events teams to ensure a cohesive and consistent donor experience.
• Set and monitor fundraising goals, ensuring consistent progress toward annual revenue targets and donor base growth.
• Identify meaningful opportunities for donor engagement, including program involvement, events, and recognition activities.
• Maintain data hygiene protocols to ensure the integrity and accuracy of the donor database.
• Perform other duties as assigned to support the overall success of the development team.

Senior Director, Development – Non-Profit

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

Manager, Accounting Operations

Senior Director, Development – Non-Profit

Compensation Analyst

Fractional HRBP – HR Generalist

Director of HRIS – Payroll