About the roleThe Director of HR Operations owns the systems, analytics, compensation programs, and compliance processes that keep our people function running accurately and at scale. In our outpatient behavioral healthcare setting, that means supporting providers, clinical teams and corporate staff across multiple states, and the business-aligned HR processes that help the People team function as productive, collaborative partners to the business.
This leader oversees HR Systems, project manager, compliance, and analytics and compensation. They partner closely with HR Business Partners, Finance, Legal, Compliance, Credentialing, IT and operational leaders to turn HR strategy into reliable, efficient, and business aligned programs.
This leader is both strategist and hands-on contributor. They set direction for compensation, payroll and HR compliance, and they also build the models, run the analysis and deliver the cycles themselves, in close partnership with Finance.
Reports to: Chief People Officer
Direct reports: HRIS Manager/Team; HR Operations Analyst
Key responsibilitiesHR Systems- Own the HR systems ecosystem end to end, including core HR functions; hiring, compensation, performance management, absence, time tracking, payroll integrations, recruiting and related modules.
- Partner with the Workday Manager to configure, test and manage system updates, including feature releases,with documented testing and sign-off for changes that affect pay or compliance.
- Partner with Workday Manager to design business processes, security roles and data governance to protect data, in line with HIPAA and internal privacy standards.
- Oversee integrations with payroll, benefits carriers, credentialing, scheduling and timekeeping systems used by staff and clinical teams.
- Ensure time tracking and pay rules are configured to meet state wage and hour requirements, including overtime, meal and rest breaks, and PTO accrual rules.
- Manage vendor and implementation partner relationships, including contracts, SLAs and roadmap planning.
Compensation and Performance Management- Partner with Finance and executive leadership on compensation strategy, and lead compensation insights for clinical teams and corporate staff, including base pay, productivity, incentive and bonus plans.
- Partner with Finance to model plan costs, set compensation budgets and forecast labor spend, so pay decisions are tied to the financial plan.
- Own the salary structures, pay ranges and job architecture (job families, levels and titles), and the job evaluation approach for new and changing roles.
- Lead and run the full calendar of performance and compensation cycles, working with Finance on budgets, accruals and payout reconciliation, including:
- Annual performance reviews, calibration and staff merit and market adjustments
- Monthly or quarterly team incentive and productivity payouts
- Twice-yearly provider compensation reviews
- Bonus, retention, one-time, and recurring programs as needed
- Partner with Payroll and Finance so payouts are accurate, on time and correctly accounted for; oversee program documentation, administration, reporting and audits.
- Set the standard for plan documents, program guides, manager training and pay communications - oversee the compensation support model, using trends in questions and discrepancies to improve guides, training and plan design.
HR Compliance and Controls- Ensure compensation packages and structures are fair, consistent, and compliant with all applicable laws and statutes, including pay transparency.
- Own FLSA classification for all roles, including exempt and non-exempt determinations and run periodic classification audits as roles and state salary thresholds change.
- Maintain internal controls across HR systems and payroll, including segregation of duties, approval workflows, audit trails, and support internal and external audits, agency inquiries and accreditation surveys.
- Partner with Finance and Payroll to support accurate, timely, and compliant payroll and payroll processes, controls, and audits across all pay groups and states.
HR Analytics and Reporting- Own HR reporting and analytics, covering headcount, turnover, retention, time-to-fill, labor cost and provider productivity.
- Lead the build, maintenance and refresh of workforce dashboards and recurring reports for executive and operational leaders.
- Act as the senior HR data liaison: set metric definitions and data quality standards in HR systems, and manage intake for ad hoc data requests across the business.
- Own regulatory and accreditation reporting, including EEO-1, state pay data reports, ACA reporting and any workforce requirements of any accrediting group.
- Serve as the main liaison between Operations, HR and Finance on compensation, workforce planning and position management.
HR Project Management- Lead the HR project portfolio, including intake, prioritization, timelines, resourcing and status reporting; own compensation, compliance, payroll, analytics and systems projects from start to finish.
- Coordinate stakeholders across Operations, Finance, Legal, IT and HR, and keep leaders informed on progress and risks.
- Apply change management practices so new processes and tools are adopted across provider, clinical and corporate teams.
- Drive continuous improvement and documented standard operating procedures across HR operations and payroll.
QualificationsRequired- 10+ years of progressive experience in HR operations, HRIS, compensation or payroll, including 5+ years leading teams in a combined HR operations leadership role.
- Hands-on Workday HCM experience, including configuration, business processes, security and reporting.
- Hands-on experience designing, modeling and running compensation programs, including salary structures, annual merit cycles and productivity or incentive plans, in close partnership with Finance.
- Working knowledge of FLSA, multi-state wage and hour law, pay equity and pay transparency requirements, ACA employer reporting and data privacy requirements, including HIPAA.
- Experience designing and maintaining internal controls and supporting internal or external audits.
- Strong analytical skills and experience building workforce reporting and dashboards.
- Proven track record leading complex, cross-functional HR projects from planning through adoption.
- Bachelor's degree in Human Resources, Business, Finance, Information Systems or a related field, or equivalent experience.
Compensation: $170,000 + 25% annual bonus
Estimated earnings: $170,000.00-$175,000.00
