DIRECTOR OF PEOPLE OPERATIONS

Whitman-Walker Health•Washington, DC

5h•Hybrid

About The Position

WHITMAN-WALKER HEALTH (WWH) IS SEEKING A SKILLED AND COMPASSIONATE GENERALIST IN HUMAN RESOURCES TO JOIN OUR PEOPLE OPERATIONS TEAM AT A DIRECTOR LEVEL AND HELP SHAPE A HIGH-PERFORMANCE, MISSION-DRIVEN CULTURE. IN THIS CRITICAL ROLE, YOU WILL OVERSEE THE ADMINISTRATION OF OUR COMPREHENSIVE LEAVE PROGRAMS (FMLA, STD, LTD, MEDICAL ACCOMMODATIONS, ETC.), TOTAL REWARDS, AND HRIS. THE IDEAL CANDIDATE WILL BE A FORWARD-THINKING LEADER WHO BALANCES ORGANIZATIONAL OBJECTIVES WITH A DEEP COMMITMENT TO HEALTH EQUITY AND CREATING A RESPECTFUL, AFFIRMING WORKPLACE ENVIRONMENT. THIS ROLE REPORTS TO THE VICE PRESIDENT, PEOPLE OPERATIONS.

Requirements

BACHELOR’S DEGREE IN HUMAN RESOURCES OR RELATED FIELD.
EIGHT TO TEN (8-10) YEARS OF WORK EXPERIENCE IN THE HUMAN RESOURCES FIELD AND AT LEAST FIVE YEARS OF EXPERIENCE LEADING AN HR TEAM OR FUNCTION.
PROFESSIONAL CERTIFICATION (PHR, SPHR, SHRM-CP, SHRM-SCP) FROM HRCI OR SHRM REQUIRED.
EXPERIENCE WORKING IN A FEDERAL QUALIFIED HEALTH CENTER (FQHC), OR RELATED HEALTH CARE ENVIRONMENT REQUIRED.
STRONG KNOWLEDGE OF LABOR LAWS, COLLECTIVE BARGAINING, AND EMPLOYEE RELATIONS PRACTICES.
EXCEPTIONAL ANALYTICAL SKILLS WITH THE ABILITY TO INTERPRET DATA AND PROVIDE ACTIONABLE INSIGHTS.
PROFICIENCY IN MICROSOFT OFFICE SUITE AND HUMAN CAPITAL MANAGEMENT SYSTEMS.
DETAIL-ORIENTED WITH STRONG ORGANIZATIONAL SKILLS TO MANAGE COMPETING PRIORITIES.
ABILITY TO MAINTAIN CONFIDENTIALITY, EXERCISE DISCRETION, AND HANDLE SENSITIVE ISSUES WITH EMPATHY AND PROFESSIONALISM.
EXCELLENT VERBAL AND WRITTEN COMMUNICATION SKILLS.
STRONG KNOWLEDGE OF NUMBERS AND ABILITY TO PROVIDE QUANTITATIVE ANALYSIS.
STRONG ANALYTICAL CAPABILITIES TO ANALYZE TRENDS, SURVEYS AND SPREADSHEETS.
DETAIL-ORIENTATED TO RESEARCH AND INTERPRET DATA.
ABILITY TO REMAIN CONFIDENTIAL AND PRACTICE DISCRETION.

Nice To Haves

EXPERIENCE WORKING WITH MEMBERS OF THE LGBTQ+ COMMUNITY AND IN DIVERSE WORKING ENVIRONMENTS PREFERRED.

Responsibilities

Continuously evaluate competitive compensation and total rewards programs that attract and retain top talent.
Assist in the design, development, and management of a comprehensive compensation strategy that aligns with the organization’s goals and values.
Oversee salary structures, incentive programs, and benefits administration, ensuring compliance and alignment with market trends and business objectives.
Conduct market analyses and benchmarking to maintain competitive pay structures and inform pay equity reviews.
Support employees with day-to-day benefits and total rewards questions, changes, and requests.
Review and analyze monthly carrier invoices for accuracy and reconcile prior to submittal to AP.
Drive continuous improvement in HR processes through data analysis, trend identification, and evidence-based recommendations to leadership.
Advise employees and managers on the organization's leave programs, including parental, medical, disability, military, or unpaid leave.
Analyze leave claims to determine eligibility in collaboration with third-party leave brokers.
Guide employees through the leave process, ensuring understanding of benefits and return-to-service protocols.
Maintain and manage leave records and process adjustments in HRIS/payroll systems.
Support offboarding, including conducting exit interviews, analyzing feedback trends, and notifying internal stakeholders.
Lead the management and optimization of the organization’s HRIS and related platforms to ensure data accuracy, system optimization, and user accessibility.
Oversee HR data reporting and analytics functions to support business intelligence, compliance, and data-informed decision making.
Identify and implement opportunities to streamline and automate HR workflows, enhancing efficiency, accuracy, and user experience.
Develop and maintain comprehensive system documentation, standard operating procedures, and user training materials.
Monitor system performance, troubleshoot issues, and lead enhancements or vendor-driven upgrades to align with organizational needs.
Work closely with Payroll and Finance teams to ensure data housed within the HRIS is accurate, up-to-date, and aligned with workflows.