Director, People Operations

1. Lead and Develop Team Members 

• Teach and mentor junior professionals on the team that may or may not report directly to them. 
• Develop and provide strategic direction in key areas of responsibility. 
• Create KPIs for key areas of responsibility and ensure team members are accountable to the results. 

2. Compensation Management 

• Lead compensation planning including salary benchmarking, merit increases, and bonus programs. 
• Collaborate with leadership to ensure compensation strategies are fair, competitive, and aligned with the company’s performance objectives. 
• Conduct market research and benchmarking to ensure compensation packages are competitive and aligned with industry standards. 
• Oversee the administration of promotions and salary adjustments. 

3. Benefits & Wellness Strategy 

• Design and manage comprehensive and competitive benefits programs, including health insurance, retirement plans, and other employee benefits. 
• Evaluate and recommend changes to benefits offerings to ensure they meet employee needs and comply with legal requirements. 
• Manage relationships with benefits providers and negotiate contracts to optimize cost-effectiveness. 
• Develop and implement wellness initiatives and programs that promote employee health and well-being. 
• Monitor and assess the effectiveness of wellness programs and make recommendations for improvements. 
• Collaborate with external wellness providers and internal stakeholders to deliver engaging wellness activities. 

• Oversee the end-to-end payroll process, ensuring timely and accurate payroll processing.  
• Address payroll inquiries and resolve issues in a timely manner. 
• Ensure compliance with tax laws, wage regulations, and other applicable legal requirements in a multi-state payroll environment. 

• Develop and manage leave policies and procedures, including vacation, sick leave, parental leave, FMLA and other types of leave. 
• Provide guidance to employees and managers on leave-related matters and manage the leave administration process. 
• Ensure that leave policies are communicated effectively and processed accurately in compliance with applicable laws and company guidelines. 

• Develop, interpret, advise, and implement policies and procedures according to current federal and state laws and regulations,  in consideration of best practices, and in alignment with company culture. 
• Ensure review, maintenance, and update of existing policies and the Employee Handbook on an ongoing basis; and ensure timely and compliant roll-out of new or revised policies. 
• Stay up to date with changing laws and ensure that policies and practices are compliant with legal standards. 
• Protects company assets through the proper management of asset files and adherence to company policy with regard to information security and management. 

• Oversee the implementation, maintenance, and optimization of the Human Capital Management (HCM) system.  
• Ensure data migration and data integrity is maintained during implementation. 
• Regularly monitor the system for required updates and new features, ensuring they are applied in a timely and seamless manner. 
• Regularly assess the system’s performance and functionality to identify areas of improvement or optimization. 
• Ensure all systems integrate effectively. 
• Provide training and support to People Operation team members and other end-users. 

• Develop and maintain HR-related reports and dashboards, providing leadership with operational metrics and actionable insights.  
• Analyze compensation, benefits, and payroll data to drive decisions and improve People Operations strategies. 
• Conduct audits and analysis to ensure program effectiveness and data integrity. 
• Conduct and implement People Operations audit related procedures and processes and compile HR related data as needed for internal and external reporting. 

• Minimum of ten (10) years of progressively responsible Human Resources experience with exposure to all areas of Human Resources in a professional office or professional services environment; Experience working in a small to mid-size organization required; Experience working for a privately held, family-owned business preferred.
• Minimum of 5 years managing a team of Administrative and / or Human Resource professionals.
• Deep experience driving payroll, compensation, benefits, and compliance as part of a Human Resources team.
• Servant leader with demonstrated ability to engage, develop, and lead a team.
• Demonstrated expertise in legal and regulatory compliance across multiple states; compliance related experience internationally preferred.
• Strong risk management orientation – ability to ensure People Operations processes and procedures are not only compliant but designed to mitigate risk and exposure to the organization.
• Excellent interpersonal communication skills with demonstrated ability to interact well throughout the organization and within the People Operations team; Highly poised and professional in all interactions, presentation and delivery; A tactful and engaging communicator who understands the importance of relationships and productive communication.
• The environment is fast-paced and requires high levels of flexibility and adaptation; Must be willing to take initiative and commit to the time and effort required to fulfill all essential functions; Demonstrated strong work ethic.
• Strong analytical and problem-solving skills with the ability to interpret complex data and make strategic recommendations.
• Research and growth-oriented mindset.
• Outstanding organizational and time management skills; Capable of effective planning and priority setting; Ability to manage several complex projects simultaneously while working under pressure to meet deadlines.
• Exceptional (above-average) attention to detail and accuracy.
• Highly collaborative and comfortable soliciting others for input to drive best outcome; Intuitive nature with the ability to think strategically and implement tactically.
• Excellent writing skills including effective comprehension and communication.
• Active listening skills: willingness and ability to follow directions (hear, process, and understand).
• Resourceful and able to quickly solve problems and/or complex situations; Flexible and adaptable to changing business requirements.
• Utilizes good judgment and demonstrates maturity, tact, and diplomacy; maintains trust and utilizes the utmost in discretion.
• Intermediate to advanced knowledge in Microsoft Outlook, Excel, Word, PowerPoint, and Visio preferred; Experience working in an HRIS system; Experience working in ADP Workforce Now preferred; Technically savvy and able to learn new software systems quickly.
• Ability to prepare and present professional and comprehensive presentations to individuals at all levels of the organization.

• Bachelor’s degree required in Human Resources, Business Administration, or a related field; Master’s degree preferred.