Job Summary:

The Director, HR Operations - PEO provides strategic and operational leadership for Human Resources across the PEO (APS/NPS), overseeing HR Operations, Workforce Development, HR Business Partners (HRBPs), and Employee Engagement. This role is responsible for ensuring the effective delivery, alignment, and execution of HR strategies, programs, and services in support of organizational objectives and business priorities. This individual serves as a key strategic partner to senior leadership and operational stakeholders, translating business needs into comprehensive HR solutions that enhance workforce effectiveness, employee experience, organizational performance, and operational excellence. The Director will lead and develop HR teams, establish consistent processes and best practices, drive continuous improvement, and ensure alignment across all HR functions. Additionally, this role will provide oversight of HR policies, procedures, compliance, workforce initiatives, and cross-functional projects to support the evolving needs of the PEO.

Responsibilities:

HR Operations & Strategic Leadership
• Provide strategic direction and operational oversight of HR functions across the PEO, ensuring consistent, effective, and high-quality HR service delivery.
• Establish and implement HR operational strategies, processes, and best practices aligned with business objectives and organizational priorities.
• Oversee the development, review, interpretation, and implementation of HR policies and procedures, ensuring regulatory compliance and alignment with organizational standards.
• Evaluate HR operations, performance metrics, and service delivery models to identify opportunities for process optimization, increased efficiency, and improved effectiveness.
• Lead and support strategic HR initiatives, organizational changes, and cross-functional projects. HR Business Partner (HRBP) Oversight
• Provide leadership and direction to the HRBP team, ensuring effective partnership with operational leaders and alignment of HR strategies with business needs.
• Drive consistency in HR practices, employee relations, performance management, talent planning, and organizational effectiveness across the PEO.
• Partner with senior leadership to identify workforce challenges, develop solutions, and proactively address organizational needs.
• Ensure HRBPs serve as trusted advisors to business leaders, providing guidance on organizational structure, workforce planning, employee engagement, and talent management.
• Monitor HRBP effectiveness and establish accountability for service delivery, responsiveness, and measurable business outcomes. Workforce Development
• Provide strategic oversight of Workforce Development initiatives, ensuring programs support employee growth, leadership development, career progression, and organizational capability.
• Partner with operational leadership to identify workforce skill gaps, development needs, and succession planning opportunities.
• Drive the development and implementation of training, professional development, and leadership programs that strengthen workforce capabilities.
• Establish metrics to evaluate program effectiveness, employee development, and overall workforce readiness.

Employee Engagement & Experience
• Oversee employee engagement strategies and initiatives designed to strengthen organizational culture, employee satisfaction, retention, and overall employee experience.
• Utilize employee feedback, engagement surveys, and workforce analytics to identify trends and develop actionable improvement plans.
• Partner with HRBPs and operational leaders to address engagement opportunities and foster a positive, inclusive, and high-performing work environment.
• Drive consistent communication and execution of employee engagement initiatives across the PEO. Business Partnership & Organizational Effectiveness
• Serve as a key HR partner to PEO leadership, collaborating on strategic business initiatives, operational priorities, and organizational goals.
• Partner with business owners and cross-functional departments to develop and implement HR solutions that support operational effectiveness.
• Analyze organizational trends, workforce metrics, and departmental performance to identify opportunities and recommend data-driven solutions.
• Lead and participate in strategic implementation projects, providing HR leadership, operational guidance, and change management support.
• Collaborate with internal HR leaders to ensure alignment, consistency, and integration across HR functions.

Leadership, Performance & Continuous Improvement
• Lead, mentor, and develop HR team members, fostering accountability, collaboration, professional growth, and a culture of continuous improvement.
• Establish performance expectations, departmental goals, and measurable outcomes for areas of responsibility.
• Evaluate departmental performance against established objectives and implement strategies to improve service delivery, productivity, and operational effectiveness.
• Identify opportunities to enhance HR systems, processes, reporting, and technology to support scalable and efficient HR operations.
• Champion innovation, process improvement, and operational excellence across all areas of HR responsibility.

Qualifications/Requirements:

Experience: Seven years' HR Generalist or HR Business Partner experience required

Education: Bachelor's degree in business or related subject/equivalent work experience

Licenses / Certifications: N/A

Special Requirements:
• Effective communication skills and excellent interpersonal skills
• Ability to problem solve using sound and accurate judgment
• Integrity and the ability to handle confidential information
• Excellent organizational skills with demonstrated ability to prioritize work activities