Director of People Strategy and Operations

About the role

The Director of People Strategy & Operations will serve as a strategic HR business partner to operations leadership, enabling infrastructure and community HR leadership, and owning talent strategy and leadership development.

Responsibilities

• Serve as the strategic HR business partner to operations leadership, including directly coaching leaders, setting and maintaining accountability standards for talent and culture outcomes, and helping them think through their toughest people challenges.
• Act as a thought partner to the executive leadership team on how HR drives business results, not just supports them, using a mix of data, first-person insight, industry best practices and more.
• Enabling Infrastructure & Community HR Leadership - Set the standard and provide functional guidance for community HR resources, ensuring that local HR support is reliable and consistent, as well as an embodiment of People First.
• Bring creative and innovative ideas to scale Solera’s people practices, utilizing new technology and approaches. Ensure responsible AI use within the HR team to ensure adoption generates insights and creates capacity, and is also scaled, consistent and trustworthy.
• Provide on-the-ground support for communities together with community HR resources.
• Talent Strategy & Leadership Development - Own the identification, development, and retention of top talent at all levels — building succession plans and high-potential pipelines across the community network so strong leaders are always in view, not found by accident.
• Work with People and Operations leadership to build upon and scale leadership development and coaching frameworks for community and operations leaders, growing the next generation of senior living leadership from within.
• Partner closely with L&D to design and deliver resources and tools for leaders to continue their leadership development, whether they are emerging, new or seasoned leaders.
• Engagement & Retention - Own Solera's engagement and retention strategy with a sharp focus on frontline team members — the heart of every community — while ensuring the same rigor extends to all team members.
• Build and maintain the leading- and lagging-indicator framework that turns turnover, exit, and engagement data into real-time signals leaders can act on before people leave, not after.
• Design and deliver engagement programs using a pilot to portfolio model, with local community leadership.

Qualifications

• 7+ years of progressive HR experience, with a strong track record in talent management, organizational development, or HR business partnering.
• Demonstrated success building or scaling engagement, retention, or talent programs across a multi-site, decentralized organization — senior living, healthcare, hospitality, or retail preferred.
• Proven ability to coach and hold senior leaders accountable, with the presence to influence EDs, VPs, and the CPO alike.
• Strong people-analytics fluency — as an example, comfortable turning survey, turnover, and engagement data into insights that leaders can act on.
• Comfortable building from the ground up in a fast-moving, growth-stage environment.
• Bachelor's degree in HR, Organizational Development, Business, or related field, or equivalent experience; SHRM-CP/PHR a plus.