Associate Director – HR Operations, Hris & Total Rewards

The Associate Director – HR Operations, HRIS Total Rewards is a strategic Human Resources leader responsible for providing enterprise-wide leadership, governance, and operational oversight for Human Resources Operations, HR Information Systems (HRIS), HR Administration, and Total Rewards. The incumbent leads the design, optimization, and continuous improvement of HR operational processes, HR technology platforms, HR administration services, employee records management, and compensation and benefits programs to ensure efficient, compliant, and scalable HR service delivery across the employee lifecycle.

The Associate Director partners closely with Human Resources leadership, Information Technology (MIS), Finance, Payroll, Talent Acquisition, Organizational Development, and departmental leaders to develop innovative HR solutions that enhance employee experience, improve operational efficiency, ensure regulatory compliance, and support organizational strategic objectives.

The role serves as the primary advisor to the Senior Vice President of Human Resources on HR technology strategy, HR operational effectiveness, workforce analytics, process improvement, data governance, and Total Rewards administration while leading a high-performing HR Operations team focused on service excellence and continuous improvement.

Essential Functions

HR Operations Leadership: Lead and oversee all HR Operations functions across the organization. Direct HR Administration activities throughout the employee lifecycle. Ensure efficient, compliant, and customer-focused HR service delivery. Develop operational strategies that align with organizational objectives. Establish and monitor HR Service Level Agreements (SLAs).

Develop and monitor operational Key Performance Indicators (KPIs): Ensure compliance with employment legislation and organizational policies. Oversee vendor relationships supporting HR Operations. Prepare executive HR operational reports and dashboards. Recommend operational improvements based on workforce metrics. HRIS Strategy Systems Management

• Develop and execute the organization's HRIS strategy and roadmap. Lead HRIS configuration, implementation, upgrades, testing, and optimization. Partner with MIS to maintain HR technology governance and system integration. Establish HR data governance standards. Ensure data integrity, security, and access controls. Serve as the escalation point for complex HRIS issues. Evaluate emerging HR technologies and recommend new solutions. Develop HR system reporting and analytics capabilities. Support system implementations and digital transformation initiatives. HR Administration: Oversee employee lifecycle administration, including: Employment contracts Personnel records Status changes Employee documentation New hire processing Separations Ensure timely processing of HR transactions. Maintain standardized HR templates and documentation. Oversee employee records retention and confidentiality. Manage the HR Administration Help Desk. Monitor administrative turnaround times and quality standards. Ensure compliance with document retention policies. Total Rewards Leadership: Provide operational oversight for Compensation and Benefits. Oversee compensation structures and salary administration. Support job architecture and job evaluation initiatives. Lead annual compensation review processes. Oversee employee benefits administration. Manage relationships with benefit providers and brokers. Partner with Finance on compensation budgeting and forecasting. Ensure Total Rewards programs remain competitive and compliant. Provide guidance on compensation and benefits to HR Business Partners and leaders. Process Improvement Organizational Effectiveness: Lead HR process improvement initiatives. Identify opportunities to automate manual processes. Standardize HR workflows and operating procedures. Design and document HR Standard Operating Procedures (SOPs).
• Lead change management initiatives. Manage HR technology implementation projects. Utilize workforce data to identify operational efficiencies. Promote continuous improvement throughout HR Operations. Leadership People Management: Lead, coach, mentor, and develop the HR Operations team. Establish performance expectations and accountability measures. Conduct performance evaluations. Develop succession plans for key positions. Allocate workload and resources effectively. Foster employee engagement and collaboration. Support professional development initiatives. Promote a culture of service excellence and innovation. Strategic Partnership: Partner with: Talent Acquisition Organizational Development HR Business Partners Payroll o Finance MIS Executive Leadership Align HR Operations with organizational strategy. Advise leadership on HR technology and operational risk. Participate in enterprise-wide strategic initiatives. Represent HR Operations on organizational committees and projects. Compliance Risk Management: Ensure compliance with employment legislation. Ensure HR data privacy and confidentiality. Support internal and external audits. Maintain regulatory reporting requirements. Monitor operational risks. Develop corrective action plans where required. Workforce Analytics Reporting: Develop executive dashboards. Analyze HR operational trends. Produce workforce reports for leadership. Monitor HR performance metrics. Provide data-driven recommendations for organizational improvement.