Interim Director of Human Resources

Position Overview

Our client, a private equity firm focused on lower middle market investments, recently acquired a platform company and has signed Letters of Intent for two founder-led add-on acquisitions. As the organization enters a pivotal period of integration and growth, they are seeking an Interim Director of Human Resources to lead the build-out and professionalization of the people function across the platform and newly acquired businesses.

This leader will play a hands-on, execution-focused role in creating scalable HR infrastructure, integrating teams and cultures post-acquisition, and ensuring the organization has the talent, structure, and processes needed to support rapid expansion.

The ideal candidate brings deep experience in HR transformation, multi-entity integration, and building HR functions in PE-backed or high-growth environments.

Key Responsibilities

HR Function Build-Out & Transformation

• Assess the current state of HR processes, policies, systems, and compliance across the platform and add-on businesses
• Design and implement a scalable HR operating model to support a multi-entity, growth-focused organization
• Establish foundational HR infrastructure including policies, procedures, employee lifecycle processes, and documentation
• Evaluate and upgrade HR systems (HRIS, payroll, benefits platforms) to support scale and integration

M&A Integration

• Lead HR diligence support and integration planning for pending and future acquisitions
• Develop and execute post-close HR integration plans covering organizational structure, compensation alignment, benefits harmonization, and policy standardization
• Partner with leadership to align cultures, manage change, and retain key talent through integration
• Ensure seamless onboarding of new teams into the broader platform

Talent Strategy & Organizational Development

• Partner with executive leadership to define workforce planning needs aligned with growth strategy
• Support hiring strategies for critical leadership and functional roles across the organization
• Establish performance management frameworks, goal-setting processes, and feedback cadence
• Help build leadership capability and succession planning across the organization

Compensation, Benefits & Compliance

• Evaluate and standardize compensation structures and incentive programs across entities
• Oversee benefits design and vendor management to ensure competitive, scalable offerings
• Ensure compliance with federal, state, and local employment laws across multiple locations
• Implement best practices around employee relations, documentation, and risk mitigation

Culture, Engagement & Change Management

• Support leadership in defining and reinforcing a unified culture across legacy and newly acquired businesses
• Develop communication strategies to guide employees through growth and integration phases
• Implement engagement initiatives that support retention and morale during periods of change

Team & Vendor Management

• Assess internal HR capabilities and determine appropriate structure (in-house vs outsourced)
• Build or restructure the HR team to support a growing, multi-entity organization
• Manage external partners including payroll providers, benefits brokers, and HR consultants

Executive & Investor Partnership

• Serve as the primary HR leader working closely with the CEO, executive team, and private equity operating partners
• Provide visibility into organizational health, talent risks, and workforce metrics
• Align people strategy with value creation goals and operational priorities

Qualifications

• 10+ years of progressive HR leadership experience, including senior-level responsibility across multiple HR disciplines
• Proven experience leading HR transformation or function build-outs in growth-oriented environments
• Strong track record of post-acquisition HR integration, including organizational alignment and change management
• Experience scaling HR processes in multi-site or multi-entity organizations
• Working knowledge of HR systems, payroll, benefits administration, and employment compliance
• Experience in private equity–backed companies strongly preferred
• Comfortable operating in hands-on, resource-constrained environments typical of lower middle market businesses
• Willing and able to travel up to 50%

Leadership Profile

• Builder mentality with a practical, solutions-oriented approach
• Strong communicator who can build trust across leadership and employee groups
• Able to balance empathy and accountability during times of change
• Highly organized and process-driven, while remaining adaptable in evolving environments
• Comfortable operating at both strategic and tactical levels

Impact of the Role

This Interim Director of Human Resources will be instrumental in building the people infrastructure that supports integration, growth, and long-term value creation — ensuring the organization has the structure, talent, and culture needed to scale successfully.

Key skills/competency

• HR Transformation
• M&A Integration
• Talent Strategy
• Organizational Development
• Compensation & Benefits
• HR Compliance
• Change Management
• HRIS & Payroll Systems
• Private Equity Experience
• Workforce Planning