Director HR Operations

Responsibilities

• Partners with HR Executive Leadership to develop and execute global HR strategies.
• Leads the global HR Operations function, ensuring consistency in strategy, frameworks, and execution across all regions.
• Influences segment and enterprise outcomes by advising Presidents and executive operations leaders on organizational design, workforce planning, and long-term talent strategy.
• Provides strategic direction on employee relations, regulatory compliance, and risk mitigation.
• Leverage people data and insights to inform executive decision-making, measure outcomes, and continuously improve the employee experience globally.
• Drives performance expectations for the HR operational organization, ensuring high-quality and proactive HR business partnerships, ensuring consistent application of HR programs, policies, procedures, and operating practices across organization.
• Collaborates with HR leaders to streamline HR processes, eliminate inefficiencies, and enhance employee experience.
• Proactively identifies operational gaps or friction points and leads cross-functional solutions to optimize HR service delivery.
• Utilizes workforce analytics and HR metrics to inform decision-making, surface trends, and drive recommended improvements to leadership.
• Supports talent strategy across regions, partnering with leaders to develop strong leadership pipelines, succession plans, and workforce capability plans.
• Guides leaders in identifying talent gaps and building strategies for recruitment, development, and retention.
• Supports and champions leadership development programs and organizational capability-building initiatives.
• Provides thought leadership on organizational design to support scalability, performance, and long-term growth.
• Provides strong leadership, coaching, and development to HR Operations/HRBP teams across the organization.
• Defines Segment and HRBP roles, competencies, expectations, and best practices, ensuring alignment and consistency.
• Leads performance management, annual reviews, goal setting, and succession planning for HRBP team members.
• Ensures HR Operations teams are equipped with the training, tools, processes, and insights needed to deliver strategic guidance and operational support effectively.
• Promotes a culture of collaboration, accountability, and continuous improvement within the HR Operations function.
• Oversees escalated employee relations matters, ensuring fair, consistent, and legally compliant outcomes.
• Advises VP, HR and CHRO of complex investigations, high-risk employee issues, claims/litigation (EEOC DOL, OSA, etc.).
• Ensures global compliance with employment legislation, corporate policies, procedures, and regulatory requirements across all operating regions.
• Identifies systemic compliance risks and leads initiatives to strengthen controls, documentation, and processes.
• Leads global initiatives to enhance employee engagement, retention, and organizational culture.
• Builds deep, trusted partnerships with cross-functional and operational business leaders.
• Interprets engagement results, turnover metrics, and HR insights to recommend actionable solutions for leaders.
• Serves as a role model for organizational values and leadership principles, embedding them across HR and business teams.

Qualifications

• Comprehensive knowledge of HR strategy, employee relations, talent management, organizational development, and employment law.
• Strong understanding of HR operations, service delivery models, and how HR systems and processes interconnect.
• Exceptional communication and influencing skills with the ability to partner effectively with executives and regional leaders.
• Ability to balance strategic thinking with operational execution.
• Strong analytical, conceptual, and problem-solving skills.
• Proven ability to manage complex, cross-functional initiatives and organizational change.
• Demonstrated leadership capability, including coaching, team development, and building high-performing teams.
• Strong project management skills, including planning, prioritizing, and risk management.