Senior Director Human Resources

Senior Director of Human Resources

Location: California (Ventura County / Pleasant Valley Region preferred)

Start Date: ASAP

Vangst is the employer of record for several thousand W-2 hourly employees working at client sites across multiple states. We partner with some of the largest employers in our industry, supporting a high-volume workforce in a fast-paced, highly regulated environment.

We’re hiring an internal Senior Director of Human Resources to build and lead the people operations, compliance, and HR infrastructure that will support our next stage of growth. You’ll develop the systems, policies, and processes that allow us to scale our workforce without increasing risk, while serving as a trusted advisor to leadership on complex employee relations and compliance matters.

This is a compliance-heavy, hands-on leadership role. You’ll set strategy, build scalable HR operations, and work through the day-to-day realities of supporting a very large hourly workforce. This means leading investigations, coaching through difficult employee issues, partnering with legal when appropriate, and continuously improving the policies and processes that drive our business.

Hourly and temp workforce

• Own the employee lifecycle for a high-volume W-2 hourly population: onboarding, I-9 and E-Verify, state and industry badging, assignment changes, and offboarding
• Investigate and resolve employee relations issues, including client-site complaints, and drive corrective action to conclusion
• Build onboarding and offboarding that can absorb volume spikes with an emphasis on compliance
• Develop HR reporting and dashboards that provide leadership visibility into turnover, investigations, compliance risk, hiring trends, and workforce health
• Coach managers and other support and field employees through performance management, documentation, disciplinary action, terminations, accommodations, and difficult employee conversations in California and multi-state compliance
• Wage and hour compliance across all operating states, with California as a priority: meal and rest period rules, premium pay, overtime and daily OT, reporting time page, wage statement accuracy, and final pay timing
• Manage and reduce all exposure; partner with counsel on all demand letters, claims, and settlements
• Paid sick leave, protective leave, and other accommodation administration across multiple states, including CA, CO FAMLI, NY and WA
• All required training and postings, including CA harassment prevention, Cal/OSHA obligations including IIPP and workplace violence prevention plan
• Annual filings and reportings: payroll, benefits, and risk management
• Partner with Payroll and Finance on accurate, on-time, compliant multi-state payroll
• Own relationships with HR vendors including benefits, payroll, workers’ compensation, leave administration, background screening, and compliance partners
• Manage workers’ compensation claims and carrier relationships across states, including return-to-work and audit support
• Work with Operations to identify workplace safety trends, reduce injury frequency, and improve return-to-work outcomes
• Own unemployment claims and hearings Policy, systems, and team
• Work with Legal to own the employee handbook; keep it accurate, state-specific, and free of contradictions
• Design and oversee consistent performance management processes, corrective action procedures and documentation standards
• Improve HR systems and data hygiene across payroll and all other systems of record
• Build and lead the HR team’ establish clear SLAs and escalation paths for onsite and offsite support
• Partner with Operations to forecast workforce needs, support expansions into new markets, and ensure HR processes scale with business growth
• Advise the Leadership team with practical, risk-weighted recommendations

First 90 days:
You’ve built trust with our leadership, support, and field managers by successfully handling the day-to-day HR issues that come with our large hourly workforce. Employee relations matters are being addressed promptly, the team knows where to turn for guidance, and you’ve identified the highest-priority compliance and…