Director of Human Resources Operations

Overview

The Director, HR Operations reports to the Chief Human Capital Officer (CHCO) and serves as the operational leader responsible for execution, performance, and continuous improvement of enterprise HR service delivery across Nakupuna Companies. This role oversees HR Business Partners (HRBPs) who also execute the Employee Relations functions, HRIS, Benefits, Compensation, and Compliance functions. The Director ensures that HR operations are compliant, technology-enabled, data-driven, and aligned with business objectives across a geographically dispersed workforce. The Director, HR Operations translates enterprise human capital strategy into scalable operational processes, consistent policy implementation, and measurable service excellence. This leader plays a critical role in strengthening compliance posture, modernizing HR systems, mitigating risk, and enhancing the employee experience.

Responsibilities

The following reflects management’s definition of essential functions for this job but does not restrict the tasks that may be assigned. Management may assign additional duties and responsibilities to this job at any time.

• HR Operations Leadership & Service Delivery
• Lead and manage HR Business Partners, HRIS, Benefits, Compensation, Compliance, and Employee Relations teams
• Define and monitor HR operational KPIs, SLAs, and service standards
• Ensure consistent application of policies, procedures, and practices across all HR Division business units
• Drive continuous process improvement initiatives to enhance efficiency, accuracy, and responsiveness
  
  

• Employee Relations & Risk Mitigation
• Serve as senior escalation authority for complex employee relations matters, including investigations, performance management issues, disciplinary actions, and terminations
• Provide expert guidance to subordinates conducting structured investigations and ensure defensible documentation and risk mitigation practices
• Provide coaching and guidance to leaders on performance management, conflict resolution, and corrective action
• Identify workforce trends and proactively mitigate legal, reputational, and operational risk
  
  

• Compliance & Regulatory Oversight
• Ensure compliance with federal, state, and local employment laws and contract-specific requirements (e.g., SCA, OFCCP, wage/hour regulations)
• Oversee internal audits, reporting requirements, and documentation standards
• Maintain current knowledge of evolving labor laws and regulatory changes impacting a multi-state workforce
• Partner with Legal, Compliance and Contracts to mitigate employment-related risk exposure
  
  

• HRIS, Technology & Data Management
• Oversee HRIS strategy, system optimization, data integrity, and user adoption
• Partner with IT to ensure secure, compliant, and integrated HR systems
• Leverage technology to automate workflows, improve reporting accuracy, and enhance employee self-service capabilities
• Lead implementation and optimization of AI-enabled HR tools (e.g., analytics dashboards, case management systems, workflow automation)
• Establish data governance practices and ensure workforce data accuracy and reporting integrity
  
  

• Compensation & Benefits Administration
• Oversee administration of compensation programs, salary structures, and market benchmarking
• Ensure compliance with wage/hour regulations and Service Contract Act requirements where applicable
• Manage benefits administration to ensure cost-effectiveness, vendor performance, and regulatory compliance
• Partner with Finance to support labor cost analysis and workforce budgeting
  
  

• HR Business Partner Leadership
• Lead and develop HRBPs to serve as strategic advisors to business leaders
• Ensure alignment between business objectives and HR execution
• Strengthen capability in workforce planning, performance management, employee relations and organizational design
• Build consistency in leadership support across Lines of Business and People Managers
  
  

• Budget & Operational Stewardship
• Support development and management of the HR operational budget
• Identify cost-saving opportunities through automation, vendor optimization, and process redesign
• Improve operational efficiency without compromising compliance or employee experience
  

Qualifications

Skills/Qualifications: Excellent interpersonal and conflict resolution skills. Excellent verbal and written communication skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Proven supervisory and leadership skills. Proficient with Microsoft Office Suite and SharePoint. Thorough knowledge of employment-related laws and regulations.

• Strong employee relations expertise with demonstrated experience handling complex investigations and multi-state workforce issues
• Deep knowledge of federal and state employment laws, particularly within a government contracting environment
• Strong compliance orientation and risk management capability
• Demonstrated proficiency in HR technology, HRIS optimization, and workflow automation
• Experience leveraging HR analytics and data to inform decision-making
• Operational leadership mindset with strong execution discipline
• Ability to influence and advise leaders while maintaining appropriate objectivity and compliance standards
• Strong written and verbal communication skills
• Proven supervisory and team leadership effectiveness
  
  

Education and Experience:

• Bachelor’s degree in Human Resources or related field. Master’s degree (or equivalent) in HR, Business, Organizational Development, or related field preferred
• Minimum 10 years in diversified experience in Human Resources operational practices, benefits, employee relations, data management, leave management, on/off-boarding, and employment law (COBRA, HIPAA, FMLA, ADA, EEOC, FLSA, etc.)
• SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred
• Demonstrated experience overseeing HRIS platforms and HR technology implementations
• Experience managing HRBPs and operational HR teams in a geographically dispersed organization
  
  

Clearance: Must be able to obtain an active SECRET security clearance. Must be a U.S. citizen.

Physical Requirements: The ideal candidate must at a minimum be able to meet the following physical requirements of the job with or without a reasonable accommodation:

• Ability to perform repetitive motions with the hands, wrists, and fingers
• Ability to engage in and follow audible communications in emergency situations
• Ability to sit for prolonged periods at a desk and working on a computer