Director of HR Operations

Remote (United States)

Job Details

Job Type: Full-time

Salary: $125,000 - $135,000 per year

Position Overview

The Director of HR Operations provides strategic leadership and operational oversight for the People & Culture function’s infrastructure. This role ensures that HR systems, programs, policies, and processes effectively support organizational goals, operational scalability, compliance, data-driven decision-making, and a strong employee experience.

This position translates enterprise people and culture strategy into clear operational plans across compensation, benefits, payroll, compliance, HR systems, employee relations, facilities operations, and related people operations programs. The Director of HR Operations is responsible for building, implementing, and continuously improving scalable HR operations frameworks that support diverse business needs and an inclusive workplace culture.

What You’ll Do

HR Operations, Compensation, Payroll, and Benefits

• Design, manage, and continuously improve HR operations infrastructure across compensation, payroll, benefits, compliance, HRIS, data systems, employee relations, and facilities operations.
• Develop compensation structures that align with the organization’s pay philosophy and support a range of operating needs.
• Manage compensation administration, including merit cycles, adjustment processing, job evaluations, payroll operations, and compensation decisions for new roles, promotions, and structural changes.
• Design and oversee benefits strategy and total rewards programs that support competitiveness, financial sustainability, employee wellbeing, attraction, and retention.
• Manage benefits vendor relationships, benefits administration, employee education, issue resolution, and related compliance requirements.

Compliance, Employee Relations, and Workforce Risk

• Manage employment law and workplace policy compliance, documentation standards, audits, employee relations, and multi-state workforce requirements.
• Assess HR operations compliance risk and build scalable compliance infrastructure.
• Support Employer of Record relationships and global workforce practices, as applicable.
• Manage employee relations with consistency, care, and legal defensibility.
• Integrate equity considerations into HR operations practices, programs, policies, and systems.

HRIS, Data, Analytics, and Technology

• Own HRIS administration, system configuration, data integrity, reporting infrastructure, and workforce data needed to support organizational decision-making.
• Evaluate and improve HR technology and reporting systems to support operational analytics, headcount tracking, turnover analysis, compliance reporting, and workforce planning.
• Use operational analytics, workforce data, compliance insights, AI, and technology to inform decisions, improve processes, and enhance HR operations programs.
• Evaluate and evolve operational systems, processes, and technologies to support organizational growth and changing business needs.

Facilities, Vendors, and Operational Support

• Oversee facilities operations, including office footprint transitions, mail management, building liaison responsibilities, lease management, vendor relationships, and related operational support.
• Provide oversight of external vendors and consultants connected to HR operations, benefits, facilities, compliance, and related programs.

Cross-Functional Leadership and Team Management

• Partner across People & Culture to ensure compensation, benefits, compliance, systems, talent, culture, and DEI practices are aligned, integrated, and operationally effective.
• Lead and develop HR operations team members while building capability, accountability, and operational effectiveness.
• Work under executive guidance while exercising considerable independence in setting work objectives and leading execution.
• Make complex business and technical decisions, including decisions made in ambiguous situations.
• Make decisions that may have medium- and long-term impact on a significant organizational function and, at times, the broader organization.
• Provide direct supervision for the departmental team.
• Perform other duties as assigned.

Qualifications

Required Education and Experience

• Bachelor’s degree or certification in Human Resources, Business Administration, or an equivalent combination of related experience and education.
• At least seven years of progressive experience in HR operations, compensation, compliance, or people operations leadership.
• At least seven years of experience managing cross-functional teams.
• Project management experience in a multi-project environment.

Required Skills and Qualifications

• Proven ability to lead, develop, and coach teams while building capability, accountability, and operational effectiveness.
• Demonstrated ability to design and operationalize HR operations programs from strategy through execution.
• Experience designing compensation structures and overseeing payroll and compensation administration across diverse operating contexts.
• Strong knowledge of employment law, compliance management, and multi-state workforce requirements.
• Experience overseeing facilities and office operations, including vendor management, lease administration, and workspace transitions.
• Proven ability to proactively assess compliance risk and build scalable compliance infrastructure.
• Experience designing benefits strategy and total rewards programs that balance competitiveness and financial sustainability.
• Proven ability to manage HRIS, system configuration, data integrity, and reporting infrastructure.
• Fluency with AI and technology as tools that improve operations programs and support decision-making.
• Experience managing employee relations with consistency, care, and legal defensibility.
• Strong analytical skills with the ability to use operational data, workforce metrics, and compliance insights to inform strategy and decision-making.
• Proven ability to evaluate and improve operational systems, processes, and technologies to support organizational growth and changing business needs.
• Ability to build collaborative partnerships across functions.
• Ability to integrate equity considerations into HR operations practices, programs, policies, and systems.

Professional Attributes

• Accountable: Takes ownership of work, follows through on commitments, and delivers results.
• Collegial: Works in a helpful, respectful, approachable, and team-oriented way while building positive working relationships.
• Ethical: Demonstrates honesty, trustworthiness, sound judgment, and integrity when working with colleagues, volunteers, vendors, and other stakeholders.
• Committed to Excellence: Strives to perform at a high level and supports work connected to healthcare quality and patient safety.
• Quality-Focused: Takes initiative, time, care, and attention to ensure work is completed accurately and effectively.
• Continuous Learner: Demonstrates a commitment to ongoing learning and improvement.
• Positive and Reliable: Brings a can-do attitude and is ready, available, and willing to complete work well.

Work Environment

• This is a fully remote role that may be performed from an approved remote location.
• The role may also involve working at a desk in an office environment, depending on business needs.
• Evening and weekend hours may occasionally be required.
• Occasional travel may be required.
• The role has minimal requirements to lift or move equipment.