Director of People Operations

McNees Wallace & Nurick LLC•Harrisburg, PA

8h•Hybrid

About The Position

We are seeking a seasoned and strategic Director of People Operations to lead and evolve our people operations function. This role is responsible for ensuring our HR practices are compliant, efficient, and aligned with the needs of a growing, high-performing professional services organization. You will oversee a multi-functional HR team and play a critical role in strengthening HR operations, driving consistency across processes, and managing complex employee relations matters. You will partner closely with firm leadership to enhance the employee experience across attorneys, timekeepers, and staff. This role is pivotal in shaping how HR operates across the firm – bringing structure, consistency, and strong governance to people processes while ensuring leaders and employees receive high-quality support. You will have the opportunity to build scalable systems, strengthen employee relations practices, and directly impact the firm’s operational effectiveness and culture.

Requirements

8+ years of progressive HR experience with a strong focus on operations, compliance, and employee relations
3+ years of experience leading HR teams or multi-functional HR operations
Demonstrated success improving HR processes, workflows, and service delivery models
Deep knowledge of employment law and HR compliance
Strong employee relations and investigation experience
Experience overseeing HRIS, payroll, compensation, and benefits functions
Excellent judgment, discretion, and ability to manage sensitive issues
Strong communication, coaching, and problem-solving skills

Nice To Haves

Experience in a professional services or legal environment
HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR)
Experience supporting attorneys, timekeepers, or similar professional populations
Strong background in HR systems, reporting, and process improvement

Responsibilities

Lead HR Compliance & Risk Management: Ensure compliance with federal, state, and local employment laws and internal policies. Maintain and audit HR processes, documentation, and employment practices to reduce risk. Partner with leadership on compliance matters, investigations, and policy interpretation. Oversee areas such as employee records, wage & hour practices, leave administration, and lifecycle compliance.
Own Employee Relations Strategy: Serve as a senior escalation point for complex employee relations issues. Advise leaders on performance management, corrective action, and workplace concerns. Lead or oversee investigations and ensure fair, consistent outcomes. Identify trends and implement proactive solutions to strengthen workforce management.
Drive HR Operations & Process Excellence: Build scalable, consistent HR processes across the employee lifecycle. Identify opportunities to streamline workflows, improve data integrity, and enhance service delivery. Establish clear procedures for onboarding, job changes, payroll coordination, and recordkeeping. Leverage data, metrics, and reporting to support decision-making and continuous improvement.
Lead and Develop the HR Team: Provide leadership across HR business partnership, employee relations, HRIS/payroll, compensation & benefits, and professional development functions. Clarify roles, streamline workflows, and strengthen collaboration across the team. Coach and develop team members to enhance capability in compliance, operations, and client service. Provide oversight and strategic direction for Legal Assistant leadership to ensure alignment in staffing models, performance expectations, and operational support for attorneys and timekeepers.
Oversee HR Systems, Time & Attendance, & Total Rewards: Ensure accurate, timely, and compliant time and attendance monitoring across the organization. Lead HRIS operations, including data integrity, reporting, and system optimization. Assume ownership of the firm’s newly implemented HRIS (Paylocity), ensuring a successful post-launch transition and long-term optimization of the system. Drive adoption, process alignment, and continuous improvement of the HRIS, including refining workflows, enhancing reporting capabilities, strengthening data governance, and maximizing system functionality. Collaborate with compensation and benefits resources to ensure smooth administration of compensation programs, benefits, and employee communications.
Employee Engagement & Culture: Partner with firm leadership to assess engagement levels, identify trends, and develop targeted strategies to improve retention, satisfaction, and organizational effectiveness. Oversee employee engagement initiatives, including surveys, feedback mechanisms, and action planning, ensuring follow-through and measurable impact. Equip leaders with tools, guidance, and best practices to enhance team engagement, communication, and performance management.
Partner with Leadership: Collaborate with the COO and firm leaders on workforce planning and organizational needs. Translate business priorities into effective HR operations and people practices. Provide data-driven insights to inform planning, engagement, and organizational design.