Director of HR Operations

Description

Overall Position Purpose 

The Director of HR Operations position exists to provide strategic leadership and operational oversight for the People & Culture function's infrastructure, ensuring that people operations systems, programs, and processes effectively support organizational objectives. This position translates enterprise people and culture strategy into operational plans and execution across compensation, benefits, compliance, HR systems, employee relations, and facilities operations. The role is responsible for designing, implementing, and continuously improving scalable operational frameworks that support diverse business needs, enable informed decision-making through data and analytics, and enhance the employee experience across the organization. The Director of HR Operations will promote and support the Inteleos culture of inclusivity.

Core Responsibilities

• Design, manage, and evolve HR operations infrastructure across compensation, payroll, benefits, compliance, HRIS and data systems, employee relations, and facilities operations;
• Develop compensation structures that align with enterprise pay philosophy and support diverse operating contexts;
• 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;
• 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, including Employer of Record relationships and global workforce practices as applicable;
• Own HRIS administration, system configuration, data integrity, reporting infrastructure, and workforce data needed to support organizational decision-making;
• Evaluate and evolve HR technology and reporting systems to support operational analytics, headcount tracking, turnover analysis, compliance reporting, and workforce planning;
• Oversee facilities operations, including office footprint transition, mail management, building liaison responsibilities, lease management, vendor relationships, and related operational support;
• Partner across People & Culture to ensure compensation, benefits, compliance, systems, talent, culture, and DEI practices are aligned, integrated, and operationally effective;
• Use operational analytics, workforce data, compliance insights, AI, and technology to inform decisions, improve processes, and enhance HR operations programs;
• Lead and develop HR operations team members, building capability, accountability, and operational effectiveness; and
• Other duties as assigned.

Inteleos Attributes

• Accountable – taking ownership of your work and delivers results. Being responsible for your actions.
• Collegial – being helpful, respectful, approachable, and team oriented. Building strong working relationships and a positive work environment. Consider the thoughts and opinions of others.  
• Ethical/Integrity– employee is honest and trustworthy when working with colleagues, volunteers, and other stakeholders. Lead by example.
• Committed to:
• Creating the global standard of excellence in healthcare and patient safety.
• Excellence – Strive to excel in everything you do.
• Quality – Taking the initiative, extra time, care, and vigilance to get the job done right.
• Continuous Learning
• Have a Positive “Can-do” Attitude-being ready, available and willing to get the job done and done well.  

Supervisory Environment

• Works under executive guidance, with considerable latitude in determining work objectives;
• Makes decisions of considerable complexity on business and technical matters, often in ambiguous contexts;
• Carries decisions with medium- and long-term impact on a significant organizational function and, at times, the broader organization; and
• Provides direct supervision of the departmental team and oversight of external vendors and consultants. 

Work Environment 

The incumbent will work at a desk in an office environment or an approved remote location. This position may require evening and weekend hours, as well as occasional travel. There are minimal requirements to lift or move equipment.

Requirements

Required Education/Experience

• Bachelor’s Degree or Certification in Human Resources, Business Administration, or equivalent experience in related field; 
• Minimum of seven years of progressive experience in HR operations, compensation, compliance, or people operations leadership; 
• Minimum of seven years managing cross-functional teams; and
• Project management experience in a multi-project environment.

Required Qualifications/ Skills

• Proven ability to lead, develop, and coach teams, 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 assess compliance risk proactively 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 augment and enhance operations programs and 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 evolve operational systems, processes, and technologies to support organizational growth and changing business needs; and
• Ability to build collaborative partnerships across functions and integrate equity considerations into HR operations practices, programs, policies, and systems.

This description is intended to provide an overview of the responsibilities of the position. It is not all-inclusive and an incumbent in the position will be expected to perform other duties as required. The responsibilities may change over time. This description is provided for informational purposes only and does not form the basis of a contract.