Human Resources Director, HRIS and Operations

This is a multi-focus HR leadership role responsible for building and driving strategy and execution across two core areas: People Systems (HRIS) and People Operations. This role plays a critical part in enabling scale by ensuring our systems, processes, and employee lifecycle experiences are efficient, compliant, and aligned with business objectives.

Let’s talk about some of the key responsibilities of the role: People Systems (HRIS)

• Own the strategy, roadmap, and governance of HR systems, ensuring alignment with business needs and future growth.
• Lead implementation, optimization, and integration of HR technologies, partnering closely with IT and external vendors.
• Ensure data integrity, system security, and compliance across all platforms.
• Develop and enhance reporting and analytics capabilities to support data-driven decision making.
• Evaluate and recommend new technologies to improve scalability, automation, and employee experience .

People Operations & Onboarding

• Oversee core People Operations processes including onboarding, offboarding, employee data management, and lifecycle transactions.
• Design and implement scalable, efficient, and compliant processes that enhance the employee experience.
• Ensure adherence to federal, state, and local employment laws and regulatory requirements
• Establish and maintain standard operating procedures and documentation across People Operations.
• Lead the design and delivery of a best-in-class onboarding experience that drives early engagement and productivity.
• Partner with Talent Acquisition, HR Business Partners, and hiring managers to ensure seamless new hire integration.
• Partner with Finance and Total Rewards to support processing of new hire and employee stock grants, ensuring accurate data entry, timely approvals, and compliance with company equity plan guidelines.
• Owns employee safety programs and compliance tracking, including WVPP and behavioral risk management activities, training, investigations, and documentation under the IIPP.

Process Optimization & Automation

• Identify opportunities to streamline and automate HR processes through systems and technology.
• Drive continuous improvement initiatives to increase operational efficiency and reduce manual work.
• Implement scalable solutions that support organizational growth and evolving business needs.

Data, Reporting, AI & Compliance

• Develop and maintain HR dashboards, metrics, and reporting frameworks.
• Leverage advanced analytics and emerging AI capabilities to generate predictive insights (e.g., attrition risk, workforce planning, hiring efficiency) and enhance decision-making.
• Partner with IT and Data teams to evaluate, implement, and govern AI-enabled tools within HR systems, ensuring ethical use, data privacy, and compliance.
• Identify opportunities to automate reporting, workflows, and employee interactions through AI and intelligent automation.
• Ensure accuracy, accessibility, and governance of people data.
• Support audits, compliance reporting, and regulatory requirements in partnership with Legal and Finance.

Project Management & Cross-Functional Partnership

• Lead cross-functional projects involving HR systems, processes, and transformation initiatives.
• Apply strong project management and change management methodologies to ensure successful execution.
• Partner with IT, Finance, Legal, and business leaders to align priorities, timelines, and deliverables.
• Develop and implement change initiatives that drive organizational effectiveness and adoption.

People Leadership

• Lead, coach, and develop a high-performing People Systems and Operations team, fostering a culture of accountability, innovation, and continuous improvement.
• Set clear goals and priorities, providing regular feedback, development opportunities, and performance management.
• Build organizational capability by attracting, developing, and retaining top talent within the function.
• Establish team operating rhythms, KPIs, and success metrics aligned to business objectives.
• Promote a best-in-class service-oriented mindset focused on delivering exceptional employee and stakeholder experiences.
• May perform other related duties as required and/or assigned.

• Bachelor’s degree in Human Resources, Business Administration, Information Systems, or related discipline required; Master’s degree preferred.
• 15+ years of progressive HR experience with a strong focus on HRIS and People Operations.
• Strong understanding of HR compliance, data governance, and employee lifecycle processes.
• Strong technical proficiency across HR systems and tools (e.g., HRIS, reporting tools, Excel, and related technologies).
• Demonstrates business acumen, connecting People Systems and Operations priorities to broader organizational goals and compliance requirements.

Competencies

• Decision Making: Makes timely, well-informed decisions using data and stakeholder input; communicates rationale clearly and navigates ambiguity with sound judgment.
• Collaboration & Team Building: Builds strong cross-functional relationships, fosters trust and open dialogue, and enables effective collaboration across teams.
• Outcome Driven: Translates organizational goals into clear priorities and delivers results despite changing business needs, balancing execution with team development.
• Innovative Mindset and Action: Encourages experimentation and continuous improvement, applying sound judgment to scale solutions that enhance team and organizational performance.

Pulled from the full job description

• 401(k)
• Health insurance
• Retirement plan
• Vision insurance
• Health savings account
• Dental insurance
• Life insurance, * 401(k)
• Dental insurance
• Flexible schedule
• Health insurance
• Health savings account
• Life insurance
• Retirement plan
• Vision insurance