Director of HR Operations

One Hope United•Chicago, IL

13h•Onsite

About The Position

The Director of HR Operations leads the organization’s core people‑operations infrastructure, ensuring consistent, compliant, and strategically aligned execution across HR Operations and Governance, Employee Relations, and Total Rewards. This role builds governance frameworks, strengthens operational discipline, and partners with senior leadership to drive organizational health, risk mitigation, and workforce effectiveness. The Director oversees HR specialists and cross‑functional partners to deliver a seamless, equitable employee experience. The ideal candidate brings analytical rigor, operational discipline, and a steady leadership presence with the ability to balance strategic vision and tactical execution.

Requirements

Bachelor’s degree in HR, Business Administration, or related field; Master’s degree preferred.
10+ years progressive HR experience in ER, Total Rewards, and People Operations
5+ years in leadership roles overseeing compensation, benefits, payroll, and HR systems
Strong knowledge of employment law, compensation strategy, and benefits compliance.
Demonstrated ability to lead investigations, manage sensitive issues, and advise executives.
Experience building governance frameworks, HR policies, and operational systems.
Exceptional communication, analytical, and relationship‑building skills.
Proven ability to lead through complexity, ambiguity, and organizational change.
Expertise in compensation design, incentive structures, benefits compliance, payroll, and people data governance
Strong analytical capability, project leadership, and comfort operating in environments with evolving priorities
Collaborative, thoughtful, and proactive leadership style with a focus on operational excellence

Nice To Haves

Master’s degree preferred.

Responsibilities

Build and maintain HR policies, SOPs, and governance frameworks that ensure consistency, compliance, and operational excellence.
Oversee payroll operations, ensuring accuracy, timeliness, and compliance across multiple jurisdictions.
Direct timely processing of all workers’ compensation, FMLA, Leaves of Absence, and unemployment claims by the HR team.
Ensure compliance with all local, state, and federal laws, EEO and OSHA reporting, collaborating with the VP HR and outside counsel as needed.
Lead all aspects of People Operations, including compliance, policies, onboarding/offboarding, and process execution.
Partner with HRIS teams to optimize systems, workflows, and data integrity across the employee lifecycle.
Develop HR metrics, dashboards, and reporting for executive leadership and board committees.
Lead continuous improvement initiatives to streamline processes, reduce risk, and enhance employee experience.
Support organizational transformation efforts, including redesigns and change management initiatives.
Ensure HR operations are audit‑ready, documentation is complete, and risk exposure is minimized.
Partner with Finance and Legal on tax, regulatory, and employment matters.
Develop and lead a comprehensive total rewards strategy aligned with firm goals and professional services norms, serving as a trusted advisor to the VP HR, COO, Service Line Leaders, Finance team, and relevant internal committees.
Design and manage compensation programs including base pay, bonus programs, long-term incentive structures, and partner-aligned compensation models.
Oversee equity-related administration, including tracking, reporting, compliance, and coordination with Finance and Legal.
Lead annual compensation cycles including salary benchmarking, job architecture, incentive planning, and compensation budgeting.
Oversee benefits design and administration, ensuring competitiveness, compliance, and an excellent employee experience.
Partner with Finance, Legal, and HR leadership to ensure integrated, compliant, and data-driven rewards strategies.
Partner with LOS leaders to evaluate incentive frameworks that support performance and revenue growth.
Monitor industry trends and regulatory requirements to maintain competitive and compliant programs.
Serve as the senior advisor on complex and high‑risk employee relations matters, ensuring fair, consistent, and legally defensible outcomes.
Oversee ER case management systems, reporting, and analytics to identify patterns and drive preventive action.
Lead investigations involving conduct, performance, discrimination, harassment, retaliation, and policy violations; produce clear findings and recommended actions.
Develop and maintain ER governance frameworks, including policies, escalation protocols, documentation standards, and decision‑making models.
Coach leaders on performance management, conflict resolution, accountability, and behavior‑based leadership.
Monitor organizational climate trends and partner with executives to proactively address culture risks, engagement challenges, and leadership gaps.
Lead and develop HR team members responsible for ER, Total Rewards, and HR operations while fostering operational excellence and innovation.
Serve as a trusted advisor to senior leadership on total rewards, workforce planning, risk, and organizational health.
Engage with executive leaders and Service Line Leaders to ensure alignment between compensation, performance, and business priorities.
Support preparation of compensation program summaries and materials for partner groups, committees, and leadership discussions.
Foster a culture of accountability, psychological safety, and operational discipline across the HR function.
Partner cross‑functionally with Legal, Finance, IT, Compliance, and Communications to ensure alignment and coordinated execution.
Represent HR Operations in executive meetings, board committees, and strategic planning sessions.