Why this role
The Senior Director, Talent Operations will be a key member of the People leadership team with responsibility for designing and implementing the programs and systems that enable our ambitious business goals. We are transforming how work gets done, and we want a People leader excited to build a better way of working for our internal teams. We are seeking someone who is eager to develop and execute an HR operating model that brings cohesion across the employee life cycle for our distributed workforce. This role involves taking an enterprise view on HR strategic planning, policy development, and operational excellence for the People Business Partner, People technology, and People operations functions.
The ideal candidate is enthusiastic about building in an earlier-stage environment but is already well-versed in People systems, operations, benefits and business partner relationships in a distributed work environment. You should be comfortable balancing data-driven and benchmarked approaches but also be energized to understand our landscape and experiment. We are a collaborative People team, so you should also be prepared to support efforts across the other verticals including Talent Acquisition, Compensation and Talent Development.
This fully remote role reports to the EVP, People and is open to candidates located anywhere in the continental US.
What you’ll do
Systems, Processes & Reporting
- Drive the overall People Ops operating model, focusing on systems, processes, and compliance across the full employee life cycle of a highly distributed workforce.
- Transform how HR technologies are used to continue to create efficiencies, effectiveness, and automation in HR.
- Evaluate new technologies and ensure we fully utilize our current systems effectively.
- Support our holistic workforce strategy, including growth and contingent workforce programs.
- Provide regular dashboard reporting metrics to understand both leading and lagging business indicators as it relates to our Organizational Talent
- Utilize data analytics to assess the effectiveness of our People programs and HR systems, making data-driven decisions.
- Prepare and present regular reports to the executive team and/or board of directors on People operations metrics and initiatives.
Operations and Compliance
- Collaborate with stakeholders across the People team and cross-functional partners to design and align processes and systems with business needs.
- Manage relationships with existing vendors, focusing on service delivery efficiency and negotiating favorable terms.
- Evolve our core programs and offerings to ensure ease of utilization and administration.
- Ensure data integrity, security, and compliance across all HR systems.
- Develop and maintain HR policies and procedures in compliance with applicable laws and regulations.
- Stay updated on changes in employment laws and regulations, and make necessary updates to policies and practices.
Business Partner Leadership
- Partner with Talent Development in the development and execution of key talent programs that support our commitment to diversity and inclusion such as talent assessment, performance management, career pathing and development, change leadership, engagement, organizational design
- Lead a small team of 3 -4 People Business Partners
- Identify and address critical organizational and people opportunities and remove barriers impeding the success of the team
- Work closely with leadership to develop programs and frameworks that support their desired future state and priorities needed to achieve business objectives
- Partner with Talent Acquisition and org leadership on staffing planning with thorough understanding of the needs of the business
- Take a hands-on approach with leaders to help drive business strategy and results, improve working relationships, strengthen morale, and increase productivity and engagement
- Partner with the People team to execute against objectives and key results (OKRs)
- Provide coaching to leaders at all levels to address their concerns or enhance their contributions to the business
- Collaborate with others to execute People projects and contribute to the design and delivery of People programs
- Identify people insights and trends within your designated organizations and make recommendations to improve retention and engagement
- Be an advocate of Evolve’s culture and values and lead others through growth and change
Benefits Design & Administration
- Working in partnership with our broker(s), design and administer benefit programs that are competitive with the marketplace
- Manage relationships with existing vendors, focusing on service delivery effectiveness and efficiency
- Ensure all leaves of absence are handled with care and with a high level of compliance
- Track and measure utilization of all benefit programs
- Provide oversight to the Evolve Wellness Program
- Bring a change leadership mindset and approach to rolling out new programs and initiatives and driving stakeholder engagement and organizational adoption.
What makes you a great fit
Education and/or Experience
- Bachelor’s degree with 10+ years of relevant experience
- Minimum of 10-15 years of upwardly progressive experience in working in people business partner relationships, benefits, HR systems, and operations. 7+ years in senior HR leadership roles
Qualifications
- Demonstrated ability to effectively lead distributed teams aligned around common goals to support the business
- Proven track record of building systems and processes in fast-paced and highly dynamic environments. Strong preference for someone who has played a leadership role in HRIS/Payroll implementations and integrations, and/or designing contingent workforce approaches.
- A systems-thinker approach to project management that considers the end-to-end implementation alongside broader priorities and resources.
- Experience building effective and efficient solutions for a geographically distributed team.
- High comfort with HR technology management, including HRIS and ATS systems, and the ability to optimize them.
- Comfort with navigating ambiguity, piloting new approaches, and iterating based on dynamic environment feedback.
- Ability to communicate and influence across all levels of an organization.
- Ability to work in a fast-paced and self-directed environment, and to toggle between setting strategic direction and driving hands-on execution as we mature our systems and processes as a team.
- Ability to build strong relationships and influence stakeholders at all levels.
- In-depth knowledge of people business partner relationships, HR operations, reporting, benefits, best practices, and regulatory requirements.
- HRIS/Payroll implementation experience is a plus.
- Experience scaling an organization from a small/mid-cap to a more mature and larger organization.
- Ability to work in a fast-paced, dynamic environment and manage multiple priorities. Nimbleness and flexibility to balance the business needs with best practices and tailor solutions appropriately.
- Experience leading transformational change in HR at the enterprise level.
Compensation
Annual base salary range: $200,000 - $260,000, depending on relevant experience. This role will also be eligible to receive a variable annual bonus based on both company and individual performance.
