Senior Director, Human Resources Operations

ENROLLED ONEIDA TRIBAL MEMBERS ONLY

Salary is Negotiable

After successful completion of the probationary period, employee will receive off probation wage increase.

Summary:

The Senior Director of Human Resources (HR) Operations serves as the operational leader responsible for leading and stabilizing HR operational systems of the Oneida Nation under the direction of the CEO-HR. This role oversees the performance, stability and continuous improvement of HR systems, infrastructure and core operational processes. This leadership position provides guidance and expertise across all HR areas. The Senior Director of HR will oversee day-to-day HR operations, support departmental assessment and improvement initiatives, and ensure HR services align with the Oneida Business Committee (OBC), General Tribal Council (GTC), and applicable laws and regulations.

Responsibilities:

This position plays a vital role in nation building by ensuring HR operates with excellence and integrity to serve the Oneida Nation's workforce effectively. This position is responsible for the operational excellence, stability, and performance of human resources systems, infrastructure, and core HR operational functions. This position strengthens the Nation by building HR capacity, implementing systems that support employee development and retention, and ensuring HR practices align with both Oneida values and contemporary best practices. Through operational excellence and continuous improvement, this role contributes to organizational stability and the Nation's ability to achieve its sovereignty and self-determination goals.

1. Departmental Assessment and Transformation

• Lead a comprehensive assessment of the HR department's current operations, staffing, processes, systems, and service delivery under the direction of the CEO-HR and OBC.
• Identify operational gaps, inefficiencies, performance issues, and areas requiring immediate intervention or long-term improvement.
• Develop and implement action plans to address identified deficiencies, including timeline, milestones, and measurable outcomes.
• Evaluate current director-level and management staff performance against position requirements and professional standards.
• Make recommendations for organizational restructuring, position eliminations, role modifications, or new position creation based on assessment findings.
• Lead change management initiatives during periods of departmental restructuring and staff transitions.
• Define and develop a healthy corporate culture that supports growth, equal opportunity, and an excellent employer brand.
• Document assessment findings, improvement plans, and progress reports for CEO-HR and OBC review.

2. Operational Management and Implementation

• Oversee and manage daily operations of HR functional areas including compensation, benefits, time and attendance, and human capital management.
• Translate HR initiatives from CEO-HR into operational plans with clear deliverables, timelines, and accountability measures.
• Implement new HR policies, procedures, systems, and programs as directed by CEO-HR.
• Ensure consistent application of HR policies and procedures across all departments and divisions of the Oneida Nation.
• Monitor HR service delivery metrics and establish performance standards for HR staff and programs.
• Identify and resolve operational bottlenecks that impede efficient HR service delivery.
• Coordinate HR projects and initiatives across multiple functional areas to ensure integrated service delivery.

3. Staff Management

• Directly supervise HR management-level staff and senior HR professionals.
• Conduct performance evaluations, provide coaching and feedback, and address performance deficiencies promptly and directly.
• Make difficult staffing decisions including disciplinary actions, performance improvement plans, and terminations when necessary.
• Develop current staff capacity through targeted training, mentoring, and skills development.
• Create clear job expectations, accountability structures, and performance metrics for all direct reports.
• Foster a culture of professionalism, continuous improvement, and service excellence within the HR team.
• Model leadership behaviors demonstrate resilience, integrity, and commitment to the Nation's mission.

4. Budget Management

• Manage HR operational budgets including expense monitoring, forecasting, and variance reporting.
• Provide budget input and recommendations to CEO-HR for annual budget development.
• Ensure cost-effective use of HR resources and vendor contracts.
• Approve department expenditures within delegated authority.

5. Compensation and Benefits

• Oversee day-to-day administration of compensation and benefits programs.
• Ensure accurate and timely processing of payroll changes, benefits enrollment, and employee status changes.
• Monitor compensation practices for internal equity and external competitiveness.
• Support development and implementation of compensation structure improvements and benefits plan modifications.
• Coordinate annual compensation review processes and benefits open enrollment.

6. Human Resource Information Systems (HRIS)

• Evaluate current HR information systems and recommend improvements or replacements.
• Implement process improvements that increase efficiency, accuracy, and customer service.
• Ensure personnel records, investigations, grievances, and HR documentation meet confidentiality, security, and retention requirements.
• Develop and maintain HR operational procedures, desk manuals, and process documentation.
• Utilize HR data and analytics to identify trends, measure performance, and support decision-making.

7. General Responsibilities

• Serve as primary operational contact for managers and employees seeking HR guidance and support.
• Build collaborative relationships with department heads, managers, and tribal leadership.
• Communicate HR initiatives, policy changes, and program updates effectively across the organization.
• Represent HR department in meetings, committees, and cross-functional projects as assigned.
• Provide regular operational updates and reports to CEO-HR.
• Maintain strict confidentiality regarding personnel matters, investigations, and sensitive HR information.
• Demonstrate cultural sensitivity and respect for Oneida traditions and values in all HR practices.
Support CEO-HR in achieving strategic HR goals and advancing nation building priorities.

Skills

1. Operational/implementation Skills

• Proven ability to assess organizational operations and identify performance gaps, inefficiencies, and improvement opportunities.
• Strong project management skills with ability to plan, execute, and monitor multiple complex initiatives simultaneously.
• Demonstrated experience implementing organizational change and managing resistance to change.
• Track record of achieving measurable improvements in operations, service delivery, or organizational performance.
• Ability to work independently with minimal supervision while maintaining accountability for results.
• Strong attention to detail with commitment to accuracy, quality, and follow-through.

2. Leadership and Management

• Demonstrated ability to lead, supervise, and hold staff accountable to performance standards.
• Experience making difficult personnel decisions including disciplinary actions and terminations.
• Ability to provide direct feedback, coaching, and performance management in constructive ways.
• Skill in motivating teams during periods of change and uncertainty.
• Capacity to build credibility and trust while driving accountability.
• Emotional intelligence and resilience when managing challenging interpersonal situations.

3. HR Functional Knowledge

• Comprehensive knowledge of HR functions including recruitment, compensation, benefits, employee relations, training, EEO, and HRIS systems.
• Strong understanding of employment laws and regulations including federal, state, tribal, and gaming compliance requirements.
• Experience conducting workplace investigations with thoroughness, impartiality, and appropriate documentation.
• Knowledge of HR best practices and current trends in HR management.
• Ability to interpret and apply HR policies consistently and fairly.

4. Communication

• Excellent written and verbal communication skills with ability to communicate with all organizational levels.
• Ability to have difficult conversations with employees, managers, and leadership with professionalism and tact.
• Strong interpersonal skills with ability to build collaborative relationships across the organization.
• Capability to deliver unwelcome messages or decisions with clarity and respect.
• Skill in facilitating meetings, presenting information, and influencing outcomes.

5. Analytical and Problem-Solving Abilities

• Strong analytical skills with ability to assess situations, identify root causes, and develop effective solutions.
• Ability to use data and metrics to evaluate performance and support decision-making.
• Critical thinking skills to evaluate alternatives and make sound judgments.
• Ability to anticipate issues and implement proactive solutions.

6. Technical Proficiency

• Advanced proficiency with HR information systems and ability to learn new systems quickly.
• Skilled use of Microsoft Office Suite including Word, Excel, PowerPoint, and Outlook.
• Ability to generate reports, analyze data, and present findings clearly.

7. Professional Attributes

• High integrity demonstrated ethical behavior and sound judgment.
• Commitment to confidentiality and appropriate handling of sensitive information.
• Professional demeanor with ability to maintain composure under pressure.
• Adaptability and flexibility in dynamic, changing environments.
• Results-oriented with strong sense of urgency and accountability.
Cultural sensitivity and respect for Oneida Nation's values, traditions, and community.

Education Requirement - Or A Closely Related Field:

Credentials:
Nonessential:

• PHR (Professional in HR), SPHR (Senior Professional in HR), or SHRM-CP/SHRM-SCP certification.
  

Working conditions:

Experience:

Other information:

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT - The Oneida Nation does not discriminate based on race, color, national origin, sex, religion, age or disability status in employment or the provision of services. However, individuals of Indian ancestry and Veterans will be given preference by law in employment.

Continuation of this position is contingent upon funding allocations.

Must maintain strict security, confidentiality, and quality to meet professional standards of the department.

Must adhere to all Oneida Nation Personnel Policies and Procedures, Oneida Nation Standard Operating Procedures, and Area and Program Strategic Plans and Policies.

Must pass a background check to meet Employment Eligibility Requirements. If applicable, must pass a background check to meet Oneida Nation/State Compact and/or Oneida Nation Gaming Ordinance, and may be required to obtain a temporary license and/or Gaming license as a condition of employment.

Must be willing and able to obtain additional related education and training.

Must pass a pre-employment drug screen and adhere to the Nation Drug and Alcohol-Free Workplace Policy.

A Tuberculosis (TB) Screening and/or a 2 step TB Skin Test is required within thirty (30) days of employment.

Must provide a copy of diploma/degree, license, or certification upon employment.