Director, Human Resources Operations

Overview

The Director, Human Resources Operations is responsible for overseeing strategic and operational HR functions across the employee lifecycle. This role ensures a strong foundation of people engagement, performance management, workforce planning, compliance, and data integrity. This role partners closely cross functionally to drive consistent and high-impact results across the organization both within the HR department, as well as cross-departmentally with Facilities, Technology and Legal.

Responsibilities

Employee Engagement & Events

• Make data-driven recommendations utilizing employee and organizational feedback to improve the employee experience, including design, deployment, and action planning to enhance culture and engagement.
• Plan and oversee employee engagement events, including but not limited to staff outings, volunteer events, employee lunches, and internal celebrations.
• Coordinate additional ad hoc employee initiatives such as headshots, lunch & learn programs, and organizational awards.

Performance Management

• Mange the annual review cycle, including goal setting, mid-year and year-end reviews, and promotion process.
• Develop and deliver employee communications related to performance processes, send timely reminders, and provide weekly status updates to stakeholders.
• Manage the performance management system, including setting up and testing the annual review process, generating required reports, supporting system training, and supporting future system enhancements and implementations.
• Maintain accurate employee data, including overseeing promotion updates and reporting structure changes in HR systems.

Contingent Workforce

• Oversee contingent workforce lifecycle management through external staffing partners and internal processes.
• Lead strategy, vendor selection, and process improvements for contingent workforce management.
• Partner with HRBPs who manage the day-to-day contingent worker experience and workforce strategy within client groups.

Onboarding & Orientation

• Oversee end-to-end onboarding processes, ensuring consistency and a positive experience for all new hires, including the contingent workforce.
• Enhance orientation programming to reflect company culture, policies, systems, and early success enablement, applying ongoing feedback to continually review and modify the employee experience.
• Partner with Tech, Facilities, and hiring managers to deliver a seamless Day 1 and overall onboarding experience, including creation of manager and employee resources.
• Manage and oversee pre-employment screening processes and procedures, including vendor management, compliance, adverse action, and process improvements.
• Support and enhance the relocation experience and processing in coordination with the Total Rewards team.

Compliance & Policies

• Own the development, maintenance, and distribution of company-wide HR policies and the employee handbook.
• Ensure adherence to all local, state, and federal employment laws and regulations.
• Monitor changes in employment legislation and recommend policy updates.
• Oversee and track mandatory compliance trainings (e.g., Code of Conduct, Anti-Harassment, Non-Discrimination, Gambling, etc.).
• Lead I-9 compliance, unemployment claims management, employment classification audits, EEO-1 reporting, and required labor law postings.

Employee Data Management

• Oversee employee records management, including digital employee folders and secure documentation processes, as well as managing and ensuring employee data integrity in our HCM.
• Manage employment verification requests and maintain compliance with data privacy standards.
• Lead headcount management, including organizational charts and workforce planning documentation.

Additional Responsibilities

• Partner with Facilities to lead space planning, desk assignments, and office move coordination, ensuring space utilization aligns with organizational growth and hybrid workforce needs.
• Maintain updated seating charts and provide headcount data to inform workspace strategy.
• Act as the HR lead in crisis and emergency planning and execution, developing and maintaining response protocols for employee communication, safety, and organizational continuity.
• Manage training coordination for office safety preparedness.

Qualifications

• Bachelor’s Degree required.
• 8+ years of progressive HR experience required, including 3+ years in a leadership role.

Required Skills