Director, People Operations & Analytics Summary: Oversee a team of HR professionals and participate directly in driving the HR functions of o nboarding and new hire orientation programs, HR systems and technology, performance management, employee relations, and HR policies, procedures, and processes. Responsibilities: Develop, revise, and maintain HR policies and procedures to ensure compliance with Federal and State labor laws while aligning with industry standards and be able to communicate them appropriately based on the audience. Provide leadership for managers in the delivery of onboarding, staff/manager coaching and development, employee relations, employee experience, and exit management support. Oversee the teams' management of employee relations, Worker's Comp administration, Unemployment claims, and office safety issues including but not limited to proper document management and retention practices. Counsel leadership on escalated employee relation issues that require expertise in interpreting and applying organizational policies. Design, promote and successfully implement management training initiatives to develop talent from within the organization, ensuring a strong pipeline of future leaders. Recommend and execute new approaches, programs, policies, and procedures to effect continual improvements in efficiency of services performed and focus on a seamless employee experience. Oversee comprehensive performance management system tools that align with the company's goals and values. Ensure performance expectations are clearly defined, measured, and communicated to all employees. Support HR tech stack: optimize systems and tools, streamline approach to data management, and identify opportunities for electronic data interfacing to maximize efficiency. Develop and drive metrics and analytics to ensure data integrity and enable robust business insights. Conduct statistical analysis and develop predictive models to proactively forecast, review, and build recommendations to impact turnover, hiring metrics, engagement surveys, diversity and inclusion, etc. Oversee and project plan for major people and HR operational initiatives. Partner cross-functionally to identify key people initiatives and innovative solutions related to the employee experience. Stay abreast of all industry trends, advanced processes, and emerging technologies in HR analytics and reporting. Qualifications: Bachelor's degree in human resource management or related field. Minimum of 10 years of human resources experience, with 5 years in a leadership role. SHRM SCP or SPHR certification preferred. Strong knowledge of local, state, and federal employment and fair labor laws, practices, and regulations, as well as employee relations, safety, and compliance practices. Exceptional communication, interpersonal, and leadership skills. Ability to work collaboratively with cross-functional teams. Demonstrated ability to maintain the highest levels of confidence and build trust. Exceptional analytical, organizational, and prioritization skills. Strong project management skills with the ability to bring complex and cross-functional projects to completion. Ability to conceptualize and research new ideas; detail-minded; strong change management and highly effective problem-solving skills. Business acumen with experience in quantitative results and KPIs measurement. Ability to implement new processes and lead change. Thrives in a dynamic, fast paced environment. This means balancing the long-term drive to strengthen our processes and infrastructure with short-term needs to be adaptable and navigate ambiguity. Advanced computer, Microsoft Office (Word, Excel, Outlook), and HR technology skills. Dayforce experience preferred. Experience leading HR technology implementations is preferred.
