About the Role

The Director of Global Payroll and Benefits is responsible for the architecture, implementation, and management of Fabric’s global employment infrastructure. This role oversees the financial and operational engine of the People team, ensuring absolute consistency and compliance across the Management Services Organization (MSO) and Professional Corporation (PC) in the US, while scaling global operations. You will act as the primary architect for employment governance and M&A operational strategy, ensuring that payroll and benefit systems are scalable, compliant, and automated to support the company’s rapid headcount growth and international expansion.

What You'll Do

As the Director of Global Payroll and Benefits, you will be the primary architect and steward of Fabric’s employment integrity, leading the strategy for global compensation delivery, benefits architecture, and M&A integration. Your primary responsibilities will include:

• Payroll Operations & Tax Compliance (US & Global)
  • Dual-Entity Management: Execute end-to-end payroll for the MSO and PC entities. Maintain strict operational and legal separation between clinical and corporate payrolls while consolidating reporting for Finance.
  • Global Tax Nexus: Own multi-state and multi-national tax compliance. Manage jurisdictional registrations, statutory filings, and year-end reporting (W-2, P60, etc.) across all active regions.
  • Treasury & Internal Controls: Partner with Finance on payroll funding, cash flow forecasting, and General Ledger (GL) mapping. Lead all payroll-related audits, 401(k) testing, and Workers’ Comp filings.
• Total Rewards & Global Benefits Design
  • Plan Architecture: Design and administer a scalable US benefits portfolio (Medical, Dental, Vision, 401k/HSA) tailored to both MSO staff and PC providers.
  • International Standardization: Manage statutory and supplemental benefit schemes globally, ensuring local market competitiveness while maintaining a unified global total rewards philosophy.
  • Equity Administration: Oversee the operational lifecycle of global equity grants, focusing on tax withholding, reporting, and compliance across various jurisdictions.
• M&A Strategy & Operational Integration
  • Due Diligence: Lead the operational audit of target companies during pre-acquisition. Identify liabilities in payroll taxes, benefit plan compliance, 401(k) health, and worker classification.
  • Integration Engineering: Design and execute the "Post-Merger Integration" (PMI) playbook to migrate acquired workforces into Fabric’s global systems. Ensure 100% accuracy in compensation and benefit transition from Day 1.
  • Entity Onboarding: Establish the framework for rapidly standing up new international entities or EOR (Employer of Record) partnerships as the business expands.
• People Systems & Operational Scalability
  • HRIS Architecture: Serve as the "Product Owner" for the global HRIS/Payroll tech stack. Configure systems for multi-entity reporting and GDPR/data privacy compliance.
  • Process Automation: Build standardized, automated workflows for onboarding, leave administration (FMLA/Global Mat-Pat), and offboarding to eliminate manual data entry and minimize error rates.
  • Compliance Oversight: Maintain 100% adherence to ERISA, ACA, HIPAA, and local labor standards globally.

Why You Might Be a Good Fit

• You are a "Compliance-First" operator who finds professional satisfaction in building bulletproof internal controls and perfectly accurate systems.
• You have a deep understanding of the intersection between HR data and Finance, specifically how payroll affects the General Ledger and tax liability.
• You are a tech-forward leader who would rather automate a process than hire more people to manage manual data entry.
• You enjoy the ambiguity and complexity of M&A and the challenges of integrating diverse teams into a unified structure.

This Might Not Be The Right Fit If...

• You prefer a role focused solely on US domestic payroll that does not include the complexities of international tax nexus and global statutory benefits.
• You are uncomfortable with the technical "Product Owner" aspect of managing an HRIS/Payroll tech stack.
• You prefer to work in a silo; this role requires constant, high-level collaboration with Finance, Legal, and Clinical leadership.

Job Requirements

• Experience: 10+ years in Payroll and Benefits leadership, with at least 5 years managing multiple global entities and international payroll vendors.
• M&A Track Record: Proven experience leading the People Ops/Payroll workstream for at least 3+ significant acquisitions (from diligence through integration).
• Technical Mastery: Expert-level proficiency in modern, global-first HRIS and Payroll platforms. Strong understanding of how payroll data integrates with accounting and GL systems.
• Operational Precision: A "compliance-first" operator with deep knowledge of US domestic tax law, ERISA, and international statutory requirements.
• Entity Expertise: Experience navigating the operational nuances of MSO/PC structures or similar parent/subsidiary models in a regulated environment.

The national pay range for this role is $100,000.00 – $140,000.00 per year. Actual compensation will be determined by factors such as the candidate's geographic market, experience, skills, and qualifications. Certain roles may also be eligible for additional compensation, including a comprehensive benefits package such as medical, dental, vision, unlimited PTO, and a 401(k) plan, stock options and bonuses. If your compensation requirement is greater than our posted range, please still consider applying; a determination can be made based on unique qualifications. Expected compensation ranges for this role may change over time.

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