Director of HR Operations

Title:

Director of HR Operations

Location:

Tampa, FL

Employment Type:

Full-Time / Permanent / Onsite

Who we are

Mattamy Homes is the largest family-owned homebuilder in North America, with 45-plus years of history across the United States and Canada. Every year, Mattamy helps more than 8,000 families realize their dream of home ownership. In the U.S., Mattamy is represented in 11 markets – Charlotte, Dallas, Jacksonville, Naples, Orlando, Phoenix, Raleigh, Sarasota, Southeast Florida, Tampa, and Tucson.

What you’ll do

Overview:

The Director, HR Operations ensures that Mattamy’s benefits, wellness, compensation, payroll, leave administration, and HR systems are competitive, compliant, scalable, and aligned with the company’s business and talent strategies.

• Lead the strategic design, evaluation, implementation, and optimization of enterprise-wide benefits and wellness programs, including medical, dental, vision, life insurance, AD&D, HSA, FSA, 401(k), and voluntary benefits, to support employee well-being, engagement, and retention.
• Direct the planning, execution, and continuous improvement of the annual open enrollment process, including benefits education, employee communications, and change management strategies.
• Monitor market trends, industry best practices, and legislative developments related to employee benefits and total rewards, ensuring programs remain competitive, compliant, and aligned with organizational objectives.
• Oversee all benefits-related compliance activities, including the preparation and filing of Forms 1095 and 5500, administration of 401(k) compliance requirements and audits, and adherence to applicable federal, state, and local regulations.
• Partner with brokers, external counsel, and vendors to maintain and update Summary Plan Descriptions (SPDs), plan documents, and required participant communications.
• Lead, develop, and mentor a high-performing HR Operations team by establishing clear performance expectations, fostering professional growth, and promoting a culture of accountability, collaboration, and continuous improvement.
• Drive organizational capability and operational excellence across Compensation (in partnership with MAM), Benefits, Payroll, HRIS, and Total Rewards through scalable processes, governance frameworks, and technology-enabled solutions.
• Provide strategic oversight of payroll operations, ensuring the accurate, timely, and compliant processing of employee pay, incentive compensation, deductions, taxes, and related reporting requirements.
• Evaluate and recommend enhancements to benefit programs and offerings, including financial analyses and business cases, to support talent attraction, retention, and workforce engagement.
• Balance employee value and experience with cost-effectiveness by optimizing benefits offerings, vendor partnerships, and program administration while maintaining fiscal responsibility.
• Serve as a key stakeholder in HRIS and payroll technology strategy, including system selection, enhancement initiatives, integrations, implementation efforts, and long-term roadmap planning.
• Establish and maintain HR data governance standards to ensure the accuracy, integrity, security, and reporting effectiveness of employment, organizational, compensation, and workforce data.
• Act as the primary liaison with benefits brokers, third-party administrators, vendors, legal counsel, auditors, and governmental agencies on matters related to Total Rewards, payroll, and compliance.
• Analyze market trends and compensation data to design, implement, and maintain competitive national, regional, and local salary structures that support organizational talent objectives.
• Partner with MAM Compensation and U.S. business leaders on the design, implementation, and administration of incentive and compensation programs.  Ensure alignment with business goals, performance outcomes, and market competitiveness. Advise senior leadership and Talent Acquisition teams on compensation, benefits, and total rewards trends to ensure the organization remains competitive and responsive to evolving workforce needs.
• Develop and deliver training and education programs for leaders and managers on compensation philosophy, s