Managing Director Human Resources Jobs
Managing Director Human Resources jobs are open across corporate enterprises, healthcare systems, financial services, and manufacturing, from senior HR leadership to executive vice president, with specializations in talent strategy, organizational development, and total rewards. Scan the live roles below and apply to whichever ones fit.
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Overview
Baker Tilly is a leading advisory, tax and assurance firm, providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the world’s leading financial centers – New York, London, San Francisco, Los Angeles, Chicago and Boston. Baker Tilly Advisory Group, LP and Baker Tilly US, LLP (Baker Tilly) provide professional services through an alternative practice structure in accordance with the AICPA Code of Professional Conduct and applicable laws, regulations and professional standards. Baker Tilly US, LLP is a licensed independent CPA firm that provides attest services to its clients. Baker Tilly Advisory Group, LP and its subsidiary entities provide tax and business advisory services to their clients. Baker Tilly Advisory Group, LP and its subsidiary entities are not licensed CPA firms.
Baker Tilly Advisory Group, LP and Baker Tilly US, LLP, trading as Baker Tilly, are independent members of Baker Tilly International, a worldwide network of independent accounting and business advisory firms in 141 territories, with 43,000 professionals and a combined worldwide revenue of $5.2 billion. Visit bakertilly.com or join the conversation on LinkedIn, Facebook and Instagram.
Please discuss the work location status with your Baker Tilly talent acquisition professional to understand the requirements for an opportunity you are exploring.
Baker Tilly is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status, gender identity, sexual orientation, or any other legally protected basis, in accordance with applicable federal, state or local law.
Any unsolicited resumes submitted through our website or to Baker Tilly Advisory Group, LP, employee e-mail accounts are considered property of Baker Tilly Advisory Group, LP, and are not subject to payment of agency fees. In order to be an authorized recruitment agency ("search firm") for Baker Tilly Advisory Group, LP, there must be a formal written agreement in place and the agency must be invited, by Baker Tilly's Talent Attraction team, to submit candidates for review via our applicant tracking system.
Job Description
Baker Tilly is seeking a Managing Director, HR & Payroll – Managed Services to lead the strategy, growth, and delivery of our recurring and non-recurring HR and payroll services. This executive leadership role will own practice strategy, profitable growth, client portfolio performance, service quality, talent leadership, and market presence while helping scale the practice nationally.
The Managing Director will serve as a trusted advisor to C-suite and senior client stakeholders, originate and expand strategic relationships, and align people, process, technology, risk management, and commercial priorities. This leader will connect HR, payroll, benefits, tax, accounting, technology, risk, marketing, and other firm leaders to deliver differentiated solutions and consistent client outcomes.
This is a senior leadership role for an executive who combines deep HR, payroll, and benefits expertise with strong commercial instincts, operational discipline, and the ability to build and lead a high-performing managed services practice.
Key Responsibilities and Leadership Expectations
- Own and execute the service line strategy, operating model, annual plan, and multi-year growth agenda for the Managed Services HRS Payroll & HR practice, with accountability for revenue growth, profitability, utilization, capacity, investment priorities, quality, and client retention.
- Translate firm strategy and market trends into differentiated HR and payroll solutions, scalable delivery models, and measurable business outcomes; establish governance, decision rights, performance measures, and escalation protocols that support consistent execution.
- Executive-sponsor a portfolio of strategic and complex client relationships, maintaining trusted advisor relationships with C-suite and senior stakeholders and leading the response to high-risk, high-impact, or escalated client matters.
- Oversee service delivery standards, client experience, quality controls, engagement economics, and continuous improvement across the portfolio, including strategic and operational guidance related to HR strategy, payroll operations, benefits, organizational design, workforce infrastructure, and business continuity.
- Originate new client relationships and expand existing accounts through executive-level business development, cross-selling, centers of influence, and strategic partnerships; own or sponsor priority pursuits from qualification and solution design through pricing, negotiation, and executive presentation.
- Build and activate relationships with insurance brokers, C-suite leaders, referral partners, and other centers of influence, and represent Baker Tilly nationally through thought leadership, industry forums, webinars, publications, speaking engagements, and strategic alliances.
- Build, organize, and lead a high-performing leadership team; forecast workforce and capability needs; and create clear accountability, coaching expectations, career paths, succession plans, and development opportunities for practice professionals.
- Sponsor the practice technology roadmap and prioritize investments in HCM, payroll, workflow, data, automation, reporting, training, and process improvement to improve scale, controls, quality, and client value.
- Use performance data and client feedback to improve offerings and inform resource and investment decisions while overseeing budgets, forecasts, billing discipline, reporting, and management information required to operate and grow the practice.
- Maintain executive oversight of engagement risk, contractual commitments, client acceptance, independence considerations, data handling, and applicable professional and legal requirements; reinforce ethical conduct, confidentiality, sound judgment, and adherence to firm policies.
Ideal Candidate Profile
The successful candidate will be an experienced executive leader with deep expertise across HR, payroll, benefits, managed services, consulting, or related professional services. This individual will have demonstrated success leading complex client portfolios, building and growing strategic relationships, developing leaders, and operating a scaled service business with accountability for growth, profitability, quality, and client outcomes.
The ideal leader is strategic and enterprise-minded, commercially oriented, credible with senior executives, decisive in complex situations, and collaborative across organizational boundaries. They are client-centered, curious, innovative, and committed to technology-enabled improvement while maintaining high standards for quality, ethics, and service.
Required Experience
- Bachelor's degree in Business, Accounting, Finance, HR, or a related field.
- CPP and/or SPHR, SHRM-SCP, CEBS, or other relevant professional credentials.
- 15+ years of progressively responsible experience, including significant leadership responsibility in HR, payroll, benefits, managed services, consulting, or a related professional services environment.
- Demonstrated success serving multiple clients across industries and managing complex relationships, engagements, and delivery priorities.
- Strong technical payroll, HR, and benefits experience, including the ability to direct work involving technical and legal considerations and engage appropriate specialists.
- Experience with Intuit QuickBooks Online, ADP, and/or other HCM and payroll technology platforms.
- Proven business development experience with a demonstrated track record of originating and growing client relationships and an established professional network, including relationships with insurance brokers, C-suite leaders, and other centers of influence.
- Strong executive presence, communication, presentation, relationship management, analytical, organizational, interpersonal, and decision-making skills.
- Ability to lead and supervise others, manage competing priorities, exercise sound ethical judgment, and deliver quality work with urgency.
The pay rate range for this job position is $182,150 - $345,330. Actual compensation is influenced by a variety of relevant factors including but not limited to applicant's skills, prior experience, qualifications, degrees, professional certifications, work arrangements, and geographic location. Baker Tilly offers a comprehensive compensation and benefits package to eligible employees.
Overview
Baker Tilly is a leading advisory, tax and assurance firm, providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the world’s leading financial centers – New York, London, San Francisco, Los Angeles, Chicago and Boston. Baker Tilly Advisory Group, LP and Baker Tilly US, LLP (Baker Tilly) provide professional services through an alternative practice structure in accordance with the AICPA Code of Professional Conduct and applicable laws, regulations and professional standards. Baker Tilly US, LLP is a licensed independent CPA firm that provides attest services to its clients. Baker Tilly Advisory Group, LP and its subsidiary entities provide tax and business advisory services to their clients. Baker Tilly Advisory Group, LP and its subsidiary entities are not licensed CPA firms.
Baker Tilly Advisory Group, LP and Baker Tilly US, LLP, trading as Baker Tilly, are independent members of Baker Tilly International, a worldwide network of independent accounting and business advisory firms in 141 territories, with 43,000 professionals and a combined worldwide revenue of $5.2 billion. Visit bakertilly.com or join the conversation on LinkedIn, Facebook and Instagram.
Please discuss the work location status with your Baker Tilly talent acquisition professional to understand the requirements for an opportunity you are exploring.
Baker Tilly is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status, gender identity, sexual orientation, or any other legally protected basis, in accordance with applicable federal, state or local law.
Any unsolicited resumes submitted through our website or to Baker Tilly Advisory Group, LP, employee e-mail accounts are considered property of Baker Tilly Advisory Group, LP, and are not subject to payment of agency fees. In order to be an authorized recruitment agency ("search firm") for Baker Tilly Advisory Group, LP, there must be a formal written agreement in place and the agency must be invited, by Baker Tilly's Talent Attraction team, to submit candidates for review via our applicant tracking system.
Job Description
Baker Tilly is seeking a Managing Director, HR & Payroll – Managed Services to lead the strategy, growth, and delivery of our recurring and non-recurring HR and payroll services. This executive leadership role will own practice strategy, profitable growth, client portfolio performance, service quality, talent leadership, and market presence while helping scale the practice nationally.
The Managing Director will serve as a trusted advisor to C-suite and senior client stakeholders, originate and expand strategic relationships, and align people, process, technology, risk management, and commercial priorities. This leader will connect HR, payroll, benefits, tax, accounting, technology, risk, marketing, and other firm leaders to deliver differentiated solutions and consistent client outcomes.
This is a senior leadership role for an executive who combines deep HR, payroll, and benefits expertise with strong commercial instincts, operational discipline, and the ability to build and lead a high-performing managed services practice.
Key Responsibilities and Leadership Expectations
- Own and execute the service line strategy, operating model, annual plan, and multi-year growth agenda for the Managed Services HRS Payroll & HR practice, with accountability for revenue growth, profitability, utilization, capacity, investment priorities, quality, and client retention.
- Translate firm strategy and market trends into differentiated HR and payroll solutions, scalable delivery models, and measurable business outcomes; establish governance, decision rights, performance measures, and escalation protocols that support consistent execution.
- Executive-sponsor a portfolio of strategic and complex client relationships, maintaining trusted advisor relationships with C-suite and senior stakeholders and leading the response to high-risk, high-impact, or escalated client matters.
- Oversee service delivery standards, client experience, quality controls, engagement economics, and continuous improvement across the portfolio, including strategic and operational guidance related to HR strategy, payroll operations, benefits, organizational design, workforce infrastructure, and business continuity.
- Originate new client relationships and expand existing accounts through executive-level business development, cross-selling, centers of influence, and strategic partnerships; own or sponsor priority pursuits from qualification and solution design through pricing, negotiation, and executive presentation.
- Build and activate relationships with insurance brokers, C-suite leaders, referral partners, and other centers of influence, and represent Baker Tilly nationally through thought leadership, industry forums, webinars, publications, speaking engagements, and strategic alliances.
- Build, organize, and lead a high-performing leadership team; forecast workforce and capability needs; and create clear accountability, coaching expectations, career paths, succession plans, and development opportunities for practice professionals.
- Sponsor the practice technology roadmap and prioritize investments in HCM, payroll, workflow, data, automation, reporting, training, and process improvement to improve scale, controls, quality, and client value.
- Use performance data and client feedback to improve offerings and inform resource and investment decisions while overseeing budgets, forecasts, billing discipline, reporting, and management information required to operate and grow the practice.
- Maintain executive oversight of engagement risk, contractual commitments, client acceptance, independence considerations, data handling, and applicable professional and legal requirements; reinforce ethical conduct, confidentiality, sound judgment, and adherence to firm policies.
Ideal Candidate Profile
The successful candidate will be an experienced executive leader with deep expertise across HR, payroll, benefits, managed services, consulting, or related professional services. This individual will have demonstrated success leading complex client portfolios, building and growing strategic relationships, developing leaders, and operating a scaled service business with accountability for growth, profitability, quality, and client outcomes.
The ideal leader is strategic and enterprise-minded, commercially oriented, credible with senior executives, decisive in complex situations, and collaborative across organizational boundaries. They are client-centered, curious, innovative, and committed to technology-enabled improvement while maintaining high standards for quality, ethics, and service.
Required Experience
- Bachelor's degree in Business, Accounting, Finance, HR, or a related field.
- CPP and/or SPHR, SHRM-SCP, CEBS, or other relevant professional credentials.
- 15+ years of progressively responsible experience, including significant leadership responsibility in HR, payroll, benefits, managed services, consulting, or a related professional services environment.
- Demonstrated success serving multiple clients across industries and managing complex relationships, engagements, and delivery priorities.
- Strong technical payroll, HR, and benefits experience, including the ability to direct work involving technical and legal considerations and engage appropriate specialists.
- Experience with Intuit QuickBooks Online, ADP, and/or other HCM and payroll technology platforms.
- Proven business development experience with a demonstrated track record of originating and growing client relationships and an established professional network, including relationships with insurance brokers, C-suite leaders, and other centers of influence.
- Strong executive presence, communication, presentation, relationship management, analytical, organizational, interpersonal, and decision-making skills.
- Ability to lead and supervise others, manage competing priorities, exercise sound ethical judgment, and deliver quality work with urgency.
The pay rate range for this job position is $182,150 - $345,330. Actual compensation is influenced by a variety of relevant factors including but not limited to applicant's skills, prior experience, qualifications, degrees, professional certifications, work arrangements, and geographic location. Baker Tilly offers a comprehensive compensation and benefits package to eligible employees.
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Who's Hiring
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- Accounting & Auditing
What Employers Look For
The qualifications that appear most often in managing director human resources jobs.
- 10 or more years of progressive HR leadership experience across multiple business functions
- Demonstrated experience leading HR strategy for organizations with over 500 employees
- Bachelor's degree in human resources, business administration, or a related field required
- SHRM-SCP or SPHR certification strongly preferred by most enterprise employers
- Proven ability to partner with C-suite executives on workforce planning and organizational design
- Experience managing compensation, benefits, talent acquisition, and employee relations simultaneously
Tips for Your Managing Director Human Resources Job Search
Quantify your workforce impact clearly
Managing director human resources roles attract candidates who can show concrete results. Lead your resume with numbers: headcount you've led, turnover rates you've reduced, or cost savings from benefits renegotiations. Vague claims about leadership get skipped by hiring committees at this level.
Align your credentials to business strategy
Hiring panels for managing director human resources positions expect you to connect HR outcomes to revenue, retention, or operational efficiency. Reframe your resume bullets around business results, not HR processes, so decision-makers outside HR see your value immediately.
Target companies at the right growth stage
Managing director human resources openings differ sharply between scaling companies building HR infrastructure from scratch and mature enterprises optimizing existing programs. Identify which environment fits your background and filter your search accordingly to avoid wasted applications.
Apply early to roles that fit
Migrate Mate lists managing director human resources openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare for board-level and C-suite interviews
At the managing director human resources level, final-round interviews often include the CEO, CFO, or board members. Practice articulating how HR strategy connects to company growth, M&A readiness, or workforce transformation, not just day-to-day HR operations.
Negotiate total compensation, not just base pay
Managing director human resources offers typically include equity, long-term incentive plans, and executive perks alongside base salary. Understand the full package structure before negotiating, and be ready to discuss your expectations across each component separately.
Managing Director Human Resources Jobs: Frequently Asked Questions
Which companies are hiring the most managing director human resourcess?
The companies hiring the most managing director human resourcess right now include Baker Tilly Canada, FTI Consulting, and Lakeview Health Services, with the largest share of openings in Illinois, Texas, and New York, based on current listings on Migrate Mate as of November 2026. Healthcare systems, financial services firms, and large manufacturers tend to maintain the most consistent demand for this role.
How many managing director human resources jobs are remote?
About 50% of managing director human resources openings are fully remote or hybrid as of November 2026, though fully remote arrangements are less common at this seniority level than in lower HR roles. Sub-areas like talent strategy, HR technology, and organizational effectiveness see the highest share of remote and hybrid flexibility compared to roles with heavy employee relations or on-site workforce oversight.
How do you become a managing director human resources?
Becoming a managing director human resources requires building broad HR experience across multiple disciplines, including talent acquisition, compensation, employee relations, and HR technology, before moving into leadership. Candidates typically progress through HR business partner or HR director roles, earn a senior certification like the SHRM-SCP or SPHR, and develop a record of aligning HR programs to measurable business outcomes before reaching the managing director level.
How do you get hired as a managing director human resources with limited experience?
Candidates with limited executive HR experience can position themselves by highlighting project leadership, cross-functional collaboration, and any exposure to strategic planning or workforce transformation. Targeting smaller companies or organizations building out their HR function for the first time gives you a stronger shot than competing for roles at large enterprises expecting a deep leadership history. A relevant advanced degree or senior HR certification can offset experience gaps.
What does the managing director human resources interview process look like?
The managing director human resources interview process typically includes an initial screen with a talent acquisition lead, followed by structured interviews with the CHRO or CEO, and often a panel with business unit leaders or board members. Candidates are frequently asked to present a strategic HR plan or case study as part of the final round. The process can run several weeks given the seniority of the role and the number of stakeholders involved.
Where can I find and apply to managing director human resources jobs?
You can find and apply to managing director human resources jobs on Migrate Mate, which lists current openings from across the United States. Search the roles available, find the ones that fit your background and goals, and apply directly to each listing from the page.
See All 7 Managing Director Human Resources Jobs
Find roles that match your experience and apply in just a few clicks.
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