Job SummaryOpenGov is looking for a Senior Director of HR Operations & Total Rewards to serve as the strategic and operational architect of our HR function's infrastructure. This is a multi-function leadership role spanning Total Rewards (compensation, equity, and benefits), HR and Talent Acquisition Operations, Analytics, Immigration and Compliance.
You should see AI not as a tool to bolt on, but as the core way HR works. You will build and lead HR Operations and Total Rewards at OpenGov with an AI Native mindset. This means embedding large language models, machine learning, and autonomous systems into every process you touch. This is the infrastructure role for the HR function and we're redefining what that means. We're not looking for someone who builds efficient processes for process's sake. We're looking for someone who builds smart infrastructure: AI-native where possible, low-handoff by design, and oriented toward empowering managers and employees to self-serve.
Responsibilities- Champion an AI-native approach to HR operations and total rewards, identifying and piloting AI-enabled tools across benefits, compensation, reporting, and people analytics to reduce manual work, improve data quality, and free the team to focus on higher-value work. Drive toward a self-service model where managers and employees get answers, complete transactions, and access their data without routing through HR.
- Partner with Enterprise Technology and AI Ops to embed AI into HRIS workflows, analytics pipelines, and compliance processes. Current stack includes Workday, Ashby, and Claude Enterprise, deployed internally for manager coaching and HR self-service.
- Define and drive OpenGov's global Total Rewards strategy, including compensation philosophy, job architecture, salary structures, equity programs, and benefits design, ensuring market competitiveness, internal equity, and alignment with company growth stage.
- Own global benefits strategy in a self insured environment, renewals, and vendor management for US and India. Build self service benefits experiences powered by LLMs so employees get instant answers on coverage, costs, and claims.
- You should bring deep Workday expertise on the operations side: benefits administration, compensation management, personnel data integrity, and audits. You know how to configure Workday to run comp cycles cleanly, manage benefits open enrollment, maintain clean headcount records, and run the audits that keep HR honest.
- Own the annual compensation lifecycle end-to-end: merit planning, market benchmarking, offer modeling, promotion analysis, executive compensation reviews, and board-level comp reporting.
- Serve as the HR function's primary point of accountability for HR systems, partnering closely with Enterprise Technology on HRIS configuration, data integrity, and platform decisions, providing business requirements, subject matter expertise, and end-user perspective to ensure HR technology investments deliver against people operations needs.
- Support the Talent Acquisition function from an operations standpoint, owning ATS configuration and administration (Ashby), building and maintaining TA reporting and dashboards, and ensuring the recruiting tech stack integrates cleanly with broader HR systems and data workflows.
- Ensure HR compliance and risk management across policy governance, handbook maintenance, EEO and AAP reporting, required training programs, and multi-state employment law adherence.
- Build and deliver the workforce data and analytics infrastructure that powers the broader HR function, equipping HRBPs, the CAO, and ELT with the headcount, compensation, and operational insights needed to drive fast, confident decisions. Move beyond reporting: build predictive and actionable analytics including attrition signals, and comp equity monitoring.
- Lead and develop a high-performing team of HR operations and compensation professionals, modeling clear priorities, strong execution standards, and a culture of continuous improvement.
- Represent the HR function as a strategic partner to business leaders, Finance and Legal, aligning compensation, benefits, and headcount planning with headcount modeling and regulatory requirements.
Requirements & Preferred ExperienceRequirements- 10+ years of progressive HR experience with deep expertise in at least two of the following: compensation design, HR operations, HR systems, or total rewards strategy.
- Proven track record leading compensation programs at scale, including salary structure design, equity compensation, executive pay, and annual review cycle management.
- Experience in a senior leadership role with direct team management and cross-functional executive influence.
- Strong working knowledge of HRIS platforms (Workday required). You can define business requirements, evaluate capabilities, and partner with IT/Engineering on implementation without needing a translator.
- Demonstrated ability to build and deliver people analytics and workforce reporting to senior and executive audiences.
- Deep understanding of multi-state HR compliance, including EEO, FLSA, and state-specific employment regulations.
- Demonstrated fluency with AI-enabled tools in an HR context, not just awareness, but hands-on experience evaluating, piloting, or deploying AI or automation to improve how a team operates.
- Builder's mindset: comfortable moving from strategy to implementation. You know the difference between a process that adds value and a process that adds headcount.
- Bachelor's degree in HR, Business Administration, or a related field, or equivalent work experience.
Preferred Experience- Background in SaaS and / or high-growth technology.
- Experience managing people programs for global teams, including India or international regions.
- Hands-on experience with agentic AI tools, workflow automation platforms (e.g., Claude, TextQL), or AI-native HRIS/TA tooling.
- Familiarity with LLM-based tools for HR use cases - internal chatbots, policy assistants, manager coaching tools.
- SHRM-SCP, SPHR, or CCP certification.
- Exposure to M&A people integration, including due diligence through Day 1 and beyond.
- MBA or advanced degree in a related field.
Compensation:
Atlanta, GA: $240,000 - $275,000
On target ranges above include base plus a portion of variable compensation that is earned based on company and individual performance.
The final compensation will be determined by a number of factors such as qualifications, expertise, and the candidate's geographical location.
