Director of HR and Payroll

Primary responsibilities HR governance and employee relations

• Develop, maintain, interpret, and administer HR policies, procedures, handbook provisions, and employment practices.
• Advise leaders on employment law, investigations, complaints, corrective action, performance improvement plans, accommodations, leave, and termination.
• Lead formal investigations and maintain complete, confidential, and legally defensible documentation.
• Oversee FLSA, FMLA, ADA, EEOC, E-Verify, I-9, unemployment, employment records, regulatory reporting, and HR audits.

• Direct payroll operations, payroll tax filings, year-end reporting, deductions, garnishments, PTO accruals, prevailing-wage compliance, and payroll controls.
• Oversee benefits administration, open enrollment, brokers, carriers, employee communications, and applicable benefit-plan compliance.
• Administer pay structures, approved compensation changes, incentive-plan documentation, and compensation processes.
• Own HRIS and payroll-system administration and employee-data integrity.
• Partner with the Controller on payroll accounting, labor-cost allocation, reconciliations, benefit accounting, budgets, and financial reporting.

• Maintain approved job descriptions, classifications, compensation ranges, requisitions, and selection documentation.
• Conduct or coordinate application review, minimum-qualification screening, background checks, drug testing, references when required, and employment-eligibility verification.
• Prepare and administer approved offers, employment documents, new-hire records, and required notices.
• Review interview questions, scoring tools, candidate records, and hiring practices for compliance.

• Lead, train, and cross-train HR and payroll personnel and establish service standards and measurable goals.
• Provide the Controller with timely operational, compliance, staffing, budget, and risk information while protecting need-to-know confidentiality.
• Improve HR and payroll workflows through automation, standardization, and continuous improvement.

• Coordinate with People & Culture before changes affecting recruiting workflow, onboarding experience, engagement, leadership development, employee communication, or retention.
• People & Culture refers policy, pay, benefits, leave, accommodation, complaints, investigations, discipline, termination, and other formal employment matters to HR.
• Notify the Controller promptly of material compliance, payroll, benefit, staffing, budget, litigation, or employment risk.
• Escalate executive employment matters, significant legal exposure, and unresolved role conflicts to the President

Founded in 1968, Edwards Electrical & Mechanical, Inc. has grown to become one of the largest electrical/mechanical contracting firms in Indiana and the Midwest. Our growth has been attributed to “providing quality work at or below market prices”. It is this business philosophy that has led to consistent double-digit annual growth over the past decade for both our construction and service divisions.

To support our dedication to long-term, cost-effective solutions, Edwards Electrical and Mechanical has established a supplier network to provide you savings through our negotiated buying power. Don and Ruth Edwards founded Edwards Electrical and Mechanical, Inc. in 1968. The company started out as a small union commercial shop based out of their garage. The business quickly grew and relocated to an old two-story house on East Street in 1970.

In 1972, Edwards Electric changed its operation to a merit-based shop, and six short years later, Edwards Electric moved to a 2500 square foot building at…