Associate Director of People Operations

Book Harvest•Durham, NC

3d•Hybrid

About The Position

The Associate Director of People Operations is the operational backbone of Book Harvest’s Talent & Culture department, primarily responsible for the execution, maintenance, integrity, and compliance of our HR infrastructure and data analytics. Reporting to the National Director of Talent and Culture, the Associate Director manages the backend logistics of our HRIS, performance management system, and benefits platforms, monitors multi-state regulatory compliance, and drives data-informed equity metrics. While focused heavily on operations and systems administration, the AD also supports total rewards optimization, employee relations, and execution of key staff connection rituals during an exciting phase of national scaling. This is a full-time, hybrid position. While our strong preference is for a locally based team member who can work from Book Harvest’s Durham office approximately 40-60% of the week, we are open to regional candidates within a 200-mile radius who have the ability to commute to the office a few times a month for core in-person meetings and staff connection.

Requirements

6-8 years of relevant work experience, with at least 3 years directly in HR/People/Talent Operations or Analytics.
Experience operating in an operational capacity within a scaling or multi-state organization is highly preferred.
Technical mastery of configuring and auditing workflows within modern HRIS and performance platforms (experience with Paylocity and PerformYard is a plus).
Advanced proficiency in data-cleansing and data management across multiple internal platforms (Excel, Qualtrics, Paylocity, NewOrg, etc.).
Experience coordinating a major software implementation or data migration project is a plus.
Demonstrated success designing and implementing systemic DEBI initiatives across talent acquisition, employee relations, policy creation, and total rewards, treating operational excellence as a core driver of an equitable workplace culture.
Demonstrated experience interpreting personnel policies and handling sensitive, confidential employee relations matters with high emotional intelligence; possesses the professional maturity to provide sound, behind-the-scenes counsel to leadership and coach managers on performance evaluation best practices.
Exceptional written and verbal communication skills, with a proven ability to translate complex database metrics, system changes, or regulatory guidelines into warm, accessible, and transparent insights for staff at all organizational levels.
Integrity: Models exemplary ethical leadership and transparency, building unwavering trust and accountability across their area of influence.
Emotional Intelligence: Navigates complex dynamics with exceptional self-awareness, influencing effectively and building powerful alliances through grace and professionalism.
Self-Development: Strategically pursues significant development opportunities for self and team, actively coaching and mentoring others' growth.
DEBI: Champions and actively drives DEBI initiatives, shaping an inclusive and equitable environment through systemic improvements and influential practices.
Communication: Articulates complex ideas and strategic rationale with clarity and conviction, influencing critical outcomes with diverse audiences.
Teamwork: Orchestrates highly collaborative success across departments, proactively identifying and resolving high-stakes inter-team conflicts to build consensus.
Time and Project Management: Leads and strategically manages complex projects, anticipating systemic risks and consistently ensuring impactful, high-quality, and timely completion.
Decision-Making: Makes critical, high-impact decisions with significant departmental or cross-functional implications, justifying strategic choices with confidence.
Agility: Leads and champions adaptation to significant organizational shifts, proactively identifying innovation opportunities and driving continuous improvement.
Strategic Thinking: Masterfully connects departmental activities to broader organizational goals, translating complex insights into actionable long-term plans.

Nice To Haves

Progress toward or completion of relevant professional credentials (e.g., SHRM-CP, PHR, or fundamental payroll course completions) is a plus.

Responsibilities

Serve as the primary, hands-on administrator for all HR software, ensuring data integrity, managing permissions, reporting, and troubleshooting API integrations. Serve as the primary operational liaison to the Finance team and gatekeeper for system-wide data integrity.
Optimize our internal tech stack with a continuous improvement mindset, actively eliminating manual trackers and administrative bottlenecks to ensure our software serves as an efficient, friction-free resource for the entire staff.
Track, analyze, and report on performance trends, core competency alignment, and equity metrics to support organizational transparency and equity commitments.
Direct the technical migration from legacy systems to a scalable, next-generation HRIS or PEO platform, ensuring zero data loss or synchronization latency during the transition.
Track, audit, and maintain flawless employee records, I-9 compliance, and work authorizations, legal disclosures, and state-by-state labor law poster requirements.
Implement and maintain the compliance frameworks required to satisfy legal mandates in expanding territories.
Bring warmth and structure in equal measure to interpret personnel policies; serve as an empathetic, accessible point of contact for staff navigating policies, multi-state compliance guidelines, leaves of absence, and benefits tracking.
Direct the technical and administrative logistics of the off-boarding process, ensuring compliant final paychecks across varying state timelines, managing COBRA administrations, and overseeing unemployment insurance claims.
Partner with the National Director to monitor benefit utilization metrics, analyze total rewards data, and research competitive, equitable benefits and perks to maintain high staff retention rates.
Partner with the National Director and CFO to operationalize the biannual compensation equity audit, translating philosophical adjustments into concrete salary bands, system configurations, and internal equity structures.
Serve as the primary HR data gatekeeper for the Finance team, auditing pre-payroll change files to ensure 100% synchronization accuracy before payroll is finalized. Design and document the necessary Standard Operating Procedures (SOPs) to ensure a clean, compliant migration of the payroll execution function from Finance to HR, positioning the department to assume ownership as early as January 2027.
Serve as a trusted, confidential avenue for staff inquiries and proactively build independent relational capital across departments through regular check-ins and internal communication.
Partner with the National Director on content planning and actively facilitate staff gatherings to build a visible leadership presence and foster team connection.
Navigate complex personnel matters, reviewing and developing documentation, and strategizing diplomatic approaches to employee relations.
Actively contribute to a collaborative, mission-driven culture through staff, departmental, and supervisory meetings.
Contribute to a strong, inclusive culture by actively supporting DEBI initiatives.
Engage in ongoing professional development, participating in annual learning opportunities.