Director, Human Resources Operations

Position Summary

We are seeking an experienced, hands-on Director of Human Resources Operations to lead HR operations across three divisions of our growing organization. This full-time, in-office position based in Jacksonville, FL is a strategic leadership role responsible for optimizing and standardizing HR processes, systems, and programs to drive efficiency, compliance, and an exceptional employee experience. This individual will oversee the operational execution of HR functions, ensuring scalability, data integrity, and the effective utilization of HR technology to support the organization's growth and strategic objectives. This role requires a strong blend of operational excellence, technological acumen, project management skills, and leadership capabilities to guide and develop a high-performing HR operations team.

You'll continue the build of a scalable shared services model that supports over 4,000 employees (anticipated to double over the next few years), while partnering with global operations leaders to design processes that work across borders. This is a chance to lead with impact — simplifying how work gets done, elevating the employee experience, and helping shape the future of HR operations.

Key Responsibilities

• Leadership & Strategy
  • Partner with senior leadership to align HR strategy with organizational goals
  • Oversee the delivery of core HR services across the U.S. & Canada
  • Lead, develop, and mentor HR team members across multiple divisions and geographies
• Scale with Purpose
  • Continue implementation a shared services model that supports rapid growth and evolving business needs
  • Leverage platforms (primarily UKG) to drive automation, enable self-service, and reduce manual effort — creating space for strategic, high-impact work
• Drive Operational Excellence
  • Continuously improve processes to enhance speed, accuracy, and employee experience
  • Standardize workflows across North America while ensuring compliance with local labor laws
  • Champion a culture of continuous improvement and data-driven decision-making
• Collaborate Globally, Execute Locally
  • Partner with global operations leaders and HR colleagues to co-create scalable, globally aligned processes, balancing global consistency with regional nuance to deliver solutions that are both efficient/effective and locally relevant
• HR Policy & Compliance
  • Oversee the development, implementation, and administration of HR policies, processes, and programs
  • Ensure compliance with all applicable federal, state, and local employment laws and regulations; proactively update policies and practices as needed
  • Lead annual audits and ensure timely submission of required reports, including Form 5500 filings
• Payroll
  • Oversee payroll operations for a multi-state workforce, ensuring accuracy, compliance with regulations, and adherence to company policies
  • Partner with Finance to manage payroll reporting, audits, and reconciliations, maintaining strong internal controls
• Employee Relations & Engagement
  • Lead the addressing of employee relations issues, including disputes, investigations, and disciplinary actions, with fairness and consistency
  • Support initiatives to strengthen employee morale, recognition, and engagement across divisions
• Talent Management
  • Partner with Talent Acquisition to identify staffing needs and implement best practices for sourcing, selection, and onboarding of production employees
  • Collaborate with the Talent Development team to design and deliver training, professional development, and certification programs that align with organizational goals
  • Partner on leadership development, career pathing, and succession planning initiatives to strengthen organizational capability
  • Support continuous learning initiatives that enhance workforce skills, engagement, and readiness for future growth
  • Drive performance management programs that support employee development, engagement, and organizational effectiveness
• People Metrics and Analysis
  • Conduct workforce data analysis using HRIS/talent systems to identify trends and support strategic decision-making
  • Provide relevant data on people metrics, analyzing and identifying trends and making recommendations in response to operational needs and develop strategies for future opportunities

Qualifications

REQUIRED:

• Bachelor's degree or equivalent skills and experience
• 10+ years of experience in comparable HR roles with at least 3 years in a people leadership capacity - this is not an HR Business Partner role
• Deep understanding of labor laws and compliance, with experience navigating regulatory requirements in multi-country environments
• Strong command of HR technology platforms, with a track record of driving automation and self-service adoption
• Demonstrated success in building and scaling shared services models that support growth, complexity, and global alignment
• Exceptional people leadership and team development skills
• Excellent communication, interpersonal, and organizational abilities
• Adaptability and a proactive approach to addressing organizational needs
• Proven ability to design and optimize processes that improve efficiency, reduce manual work, and enhance employee experience
• Skilled in data-driven decision-making, using metrics and feedback to inform strategy and continuously improve service delivery
• Excellent stakeholder management skills, with the ability to influence across functions and geographies
• A mindset rooted in continuous improvement, service excellence, and operational rigor

STRONGLY PREFERRED:

• 3+ years leading regional or multi-site teams in dynamic, fast-scaling organizations
• Experience in manufacturing or industrial environments (ex. 80% of the population are production employees)
• Experience with UKG's end-to-end HCM platform (UKG go-live in Q1 2026)

Compensation actually offered for this role will take into account internal equity and also may vary depending on the candidate's geographic region, job-related knowledge, skills, and experience among other factors. A bonus and/or long-term incentive units may be provided as part of the compensation package, in addition to the full range of medical, financial, and/or other benefits, dependent on the level and position offered.