Director of HR Operations - Corp. Functions and Call Center Operations

At PODS (Portable On Demand Storage), we don’t just lead the moving and storage industry we redefined it. Since 1998, we’ve empowered customers across the U.S. and Canada with flexible, portable solutions that put customers in control of their move. Whether it’s a local transition or a cross-country journey, our personalized service makes any experience smoother, smarter, and more human.

We’re driven by a culture of trust, authenticity, and continuous improvement. Our team is the heartbeat of our success, and together we strive to make each day better than the last. If you’re looking for a place where your work matters, your ideas are valued, and your growth is supported- PODS is your next destination.

JOB SUMMARY

The Director of HR Operations - Corporate & Call Center Operations serves as the HR leader supporting our corporate functions and high-volume Sales and Service Center operations. This role leads a team of HR professionals who deliver strategic and operational HR support across diverse corporate departments and customer-facing Sales and Service Center teams. As a trusted advisor to leaders, this position aligns people strategies with business objectives to enhance performance, employee experience, workforce efficiency, and organizational health.

The Director ensures consistent execution, measurement, and communication of HR policies, processes, and programs across corporate and Sales and Service Center environments. This leader drives initiatives related to talent development, workforce planning, employee relations, performance management, and operational readiness. The ideal candidate is data-driven, skilled at leading and developing HRBPs, and highly experienced in supporting both knowledge-based corporate roles and high-volume, schedule-driven call center operations.

General Benefits & Other Compensation:

• Medical, dental, and vision insurance
• Employer-paid life insurance and disability coverage
• 401(k) retirement plan with employer match
• Paid time off (vacation, sick leave, personal days)
• Paid holidays
• Parental leave / family leave
• Bonus eligibility / incentive pay
• Professional development / training reimbursement
• Employee assistance program (EAP)
• Commuter benefits / transit subsidies (if available)
• Competitive Pay
• Other fringe benefits (e.g. wellness credits)

What You Will Do:

Strategic Leadership & Partnership

• Serve as the primary strategic HR partner to corporate and Sales & Service Center leaders, aligning HR strategies with functional and operational priorities.

• Lead, develop, and coach a team of HR professionals to deliver effective, business-oriented HR support across multiple functions.

• Partner with leaders to anticipate workforce needs, organizational gaps, and opportunities for improved performance and engagement.

HR Policy, Communication & Compliance

• Support the consistent communication and compliance of HR policies and programs across corporate departments and Sales & Service Center teams.

• Develop and monitor mechanisms for measuring policy effectiveness, organizational adoption, and areas for improvements or standardization.

• Ensure all HR practices comply with federal, state, and local labor laws, especially those applicable to Sales & Service Center environments (e.g., scheduling, breaks, attendance).

• Provide clear and effective HR communications, toolkits, and resources to leaders and employees.

Talent & Workforce Management

• Support talent management efforts, including succession planning and leadership development for both corporate and Sales & Service Center teams.

• Support Sales & Service Center workforce planning including staffing models, volume forecasting partnerships, and retention strategies.

• Guide HRBPs in delivering performance management coaching and employee development across varying role types—from corporate professionals to hourly Sales & Service Center agents.

• Support recruiting strategies in partnership with Talent Acquisition, ensuring the unique hiring needs of corporate and Sales & Service Center functions are met.

Employee Relations & Culture

• Oversee complex employee relations issues, ensuring fair, consistent, and legally compliant outcomes.

• Monitor and address employee sentiment, culture trends, and engagement drivers in fast-paced Sales & Service Center environments and across corporate teams.

• Serve as a senior escalation point for HRBPs and leaders on sensitive or high-impact ER issues, investigations, or policy concerns.

• Support initiatives that improve retention, reduce absenteeism, and strengthen the overall employee experience.

Data, Reporting & Analytics

• Leverage HR and operational performance data—including turnover, absenteeism, schedule adherence, productivity, and engagement—to identify trends and recommend solutions.

• Develop dashboards and reporting tools tailored to the needs of corporate and Sales & Service Center operations.

• Guide HRBPs in using data to influence decision-making and measure the impact of HR initiatives.

Cross-Functional Collaboration

• Partner with all areas of HR —including Total Rewards, Talent Acquisition, Learning & Development and Internal Communications —to ensure corporate and Sales & Service Center needs into are incorporated into enterprise strategies.

• Collaborate closely with Workforce Management teams to ensure HR strategies and staffing plans support service levels, customer experience expectations, and operational performance.

• Act as a liaison between corporate support teams, Sales & Service Center leadership, and Corporate HR to drive alignment, clarity, and operational readiness.

MANAGEMENT & SUPERVISORY RESPONSIBILTIES

• Typically reports to Chief Human Resource Officer.  

• Job is directly responsible for managing other employees (e.g., hiring/termination and/or pay decisions, performance management)

What You Will Need:

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree or HR certification (SPHR/SHRM-SCP) preferred.

• 10+ years of progressive HR experience, including at least 5 years in a leadership role supporting corporate and/or call center environments.

• Experience leading and developing HR Business Partners.

• Strong expertise in employee relations, HR policy, and compliance.

• Proven ability to partner with operational leaders and influence outcomes.

• Demonstrated ability to use HR analytics and data insights to drive decisions.

• Experience in a service-focused, distributed workforce environment preferred.

• Or an equivalent combination of education, training or experience

NOTE: This role is onsite at our Clearwater, FL headquarters with a 4/1 schedule; in office Monday-Thursday and remote on Fridays. 

Assessment Notice:

By submitting an application for this position, you acknowledge and consent that you may be asked to complete a personality and/or skills assessment as part of the hiring process. These assessments are used solely as one component of the overall candidate evaluation and will not be the sole basis for any hiring decision. All assessment results will be handled in accordance with applicable laws and our internal selection guidelines. Should you need to request a reasonable accommodation, please submit request to Recruiting@PODS.com

DISCLAIMER

The preceding job description has been designed to indicate the general nature of work performed; the level of knowledge and skills typically required; and usual working conditions of this position. It is not designed to contain, or be interpreted as, a comprehensive listing of all requirements or responsibilities that may be required by employees in this job.

Equal Opportunity, Affirmative Action Employer

PODS Enterprises, LLC is an Equal Opportunity, Affirmative Action Employer. We will not discriminate unlawfully against qualified applicants or employees with respect to any term or condition of employment based on race, color, national origin, ancestry, sex, sexual orientation, age, religion, physical or mental disability, marital status, place of birth, military service status, or other basis protected by law. 

No Unsolicited Resumes from Third-Party Recruiters:

Please note that as per PODS policy, we do not accept unsolicited resumes from third-party recruiters unless such recruiters are engaged to provide candidates for a specified opening and in alignment with our Inclusive Diversity values. Any employment agency, person or entity that submits an unsolicited resume does so with the understanding that PODS will have the right to hire that applicant at its discretion without any fee owed to the submitting employment agency, person, or entity.  

Equal Opportunity Employer

This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.