OverviewPosition SummaryThe Senior Director of People serves as a strategic leader responsible for advancing the organization's people strategy in partnership with the Senior Vice President of People. This role provides leadership across core People functions, including employee relations, talent acquisition, total rewards, HR operations, compliance, workforce planning, organizational development, and team member engagement. The Senior Director leads People team members and functional leaders to ensure consistent execution, practical business partnership, and a positive, compliant, high-performing workplace culture.
ResponsibilitiesEssential ResponsibilitiesStrategic Leadership- Partner with the Senior Vice President of People to develop and execute enterprise-wide people strategies aligned with business priorities.
- Serve as a trusted advisor to senior leaders on workforce planning, organizational effectiveness, talent strategy, employee engagement, and change management.
- Lead strategic People initiatives that improve operational efficiency, employee experience, compliance, and organizational performance.
- Use data, trends, and business insight to identify risks, recommend solutions, and measure progress against People goals.
People Operations and Compliance- Provide oversight of People policies, procedures, systems, documentation, and process consistency across the organization.
- Ensure compliance with federal, state, and local employment laws, regulations, and company policies.
- Lead audits, reporting, documentation standards, and risk mitigation practices related to employment matters.
- Identify opportunities to simplify processes, strengthen controls, and improve service delivery across the People function.
Employee Relations- Lead complex employee relations matters, workplace investigations, conflict resolution, and culture-related concerns.
- Partner with Legal, Compliance, and business leaders on sensitive employment matters and risk mitigation strategies.
- Promote fair, consistent, respectful, and well-documented application of employment policies and practices.
- Coach leaders on performance management, corrective action, communication, and accountability.
Talent Acquisition and Workforce Planning- Provide strategic oversight of talent acquisition, recruitment processes, requisition management, and hiring effectiveness.
- Support workforce planning, succession planning, leadership readiness, and talent movement strategies.
- Monitor talent metrics, hiring trends, and staffing risks to support business decisions.
- Partner with operational leaders to ensure hiring practices support both immediate staffing needs and long-term talent goals.
Team Member Engagement and Organizational Development- Lead initiatives that strengthen engagement, retention, recognition, communication, and workplace culture.
- Design and support leadership development, career pathing, cross-training, and learning initiatives.
- Use employee feedback, surveys, and listening strategies to identify opportunities and drive action planning.
- Champion a culture of accountability, inclusion, continuous improvement, and positive employee experience.
Compensation, Benefits, and Total Rewards- Partner with total rewards leaders and vendors to support competitive, compliant, and well-communicated programs.
- Provide guidance on compensation planning, market benchmarking, pay practices, benefits strategy, and reward programs.
- Support executive-level recommendations related to compensation governance, benefit trends, and employee value proposition.
HR Technology, Analytics, and Reporting- Oversee People systems, reporting, dashboards, data integrity, and technology-enabled process improvements.
- Use people analytics to evaluate trends, identify operational gaps, and support leadership decision-making.
- Lead continuous improvement efforts across HR technology, workflows, reporting, and user support.
Leadership and Team Development- Lead, coach, and develop People managers and team members across multiple functional areas.
- Establish goals, performance expectations, accountability routines, and development plans for direct and indirect team members.
- Promote collaboration, responsiveness, professionalism, and practical business partnership within the People function.
QualificationsQualificationsEducation- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
- SHRM-SCP or SPHR strongly preferred.
Experience- 10+ years of progressive Human Resources or People leadership experience.
- 5+ years of experience leading HR teams, managers, or multiple functional areas.
- Demonstrated experience supporting senior executives and leading enterprise-wide initiatives.
- Strong experience in employee relations, compliance, talent management, organizational development, HR operations, and people analytics.
- Experience in a multi-location, operational, hospitality, food service, facilities, retail, or similarly distributed workforce environment preferred.
Competitive Benefits: - Health/Dental/Vision
- Paid Time Off
- 401(k), matched up to 4%
- Short and Long Term Disability
- Tuition Reimbursement
- Employee Referral Program
- Pet Insurance
- Discounts: Hotels, Travel, Tickets, Restaurants
- Employees and their relatives are eligible for a discounted meal plan at any of our HBCU client locations while they are attending school
