Vice President of Administration

This is a high-impact, hands-on leadership role, ideally suited for a candidate with a well-rounded HR and operations background supporting transaction-driven, service-based businesses with a mixed talent pool of 1099 independent contractors (IC’s) and W-2 employees (W2’s).

The position requires a people-first mindset, the ability to operate independently, implement scalable processes, and maintain precision in a lean environment. As the business scales, this role will be central to ensuring a thriving company culture, and maintaining a healthy, sustainable organization with high retention.

• Review administrative, operational, and compliance functions of acquisition targets; recommend and implement standard operating procedures (SOPs) aligned with company goals and objectives
  


• Oversee all employee records from post-acquisition through onboarding; centralize employee records in secure HRIS or filing system
  


• Standardize employee/1099 related documentation, including, but not limited to: IC Agreement, IC Policy Manual, IC Offer Letter template, Employee Offer Letter template, Employee Policy Manual, Intellectual Property (IP), Confidentiality Agreement (CA), and MA Agreement (MA)
  


• Collaborate with SVP of Corporate Development to create a best-in-class onboarding program to ensure a seamless integration of staff, individual brokers, teams of brokers, and M&A acquisition targets that includes: 1^st week training program, appropriate paperwork, I9 verification, IT & systems set-up, initial platform training, website bio collection, press release coordination, welcome box with branded swag, and 30/60/90 day milestones with regular check-ins
  


• Along with the SVP of Corporate Development, create ideal organizational structure, job descriptions, and hiring plan to create leverage necessary to support additional acquisitions effectively
  

• Collaborate with VP of Finance on internal controls with payroll/HRIS programs
  


• Implement ICHRA-based healthcare support model from initial discover
  


• Develop and implement a performance management framework for broker administration and operation staff members
  


• Structure compensation frameworks that support profitability, retention, and growth in consultation with CEO, SVP of Corporate Development, and VP of Finance
  

• Conduct classification audit (W2 vs. 1099) across all staff and contractors to mitigate risk
  


• Review Broker-of-Record (BOR) information across entities, and establish SOPs for onboarding, managing, and auditing existing BOR relationships
  


• Establish SOPs related to broker licensure, and create a thorough compliance calendar with all associated continuing education (CE), license renewals, entities, and other filing dates across all jurisdictions
  


• Collaborate with SVP of Corporate Development to determine ideal structure for company intranet/client portal, from sourcing bids from IT vendors through testing, implementation, and internal training
  


• Conduct an IT security review, and establish SOPs and policies for passwords/password managers, device compliance, two-factor authentication (2FA), & shared credentials
  


• Provide training to Regional Managing Directors (RMDs) and Staff on new HR and compliance policies
  

• Personally manage all administration and operations functions in the early phase
  


• Oversee and streamline operational vendors to unified terms where possible (IT,HR,Facilities Management (FM)
  


• Build internal capacity over time as complexity and transaction volume increase
  

Requirements

• Minimum of 8 years of blended Operations & Human Resources experience, with at least 2–4 years in a leadership role
  


• Proven track record working with blended W2 & IC workforce, ideally working with teams in multiple states & regions
  


• Direct experience integrating acquisitions into a centralized operation
  

• Preference for experience in real estate services or similarly structured, transaction-heavy, service-oriented businesses
  

• Comprehensive understanding of standard Labor & Employment practices related to hiring, performance management, and firing
  


• Technologically savvy with experience using/administering systems such as Applicant Tracking Systems (ATS), Client Relationship Management systems (CRMs), Human Capital Management or Human Resource Information Systems (HCM or HRIS)
  


• BS or MS in Organizational Development, Human Resources Management, Business Administration, or SHRM certification preferred but not required
  

Compensation may be higher for a candidate with the requisite experience and qualifications.