Director of People Operations

Director of People Operations Regular-Full Time Management Portland, OR, US 21 days ago Requisition ID: 1634 Salary Range: $100,000.00 To $125,000.00 Annually A healthy community begins at home. REACH provides quality affordable housing and opportunities for individuals, families, and communities to thrive. Job Description Title: Director of People Operations Department: Human Resources FLSA Status: Exempt Reports to: Chief HR Officer Flex Status: On site 32 hrs. - Flexible 8 hrs. Effective Date: May 2025 Salary: $100,000 - $125,00 REACH is an equal opportunity employer that strives to create a diverse workforce and an inclusive culture REACH believes that each employee makes a significant contribution to our success. That contribution should not be limited by the assigned responsibilities. Therefore, this job description is designed to outline primary duties, qualifications, and job scope, but not limit the employee nor the organization to just the work identified. It is our expectation that each employee will offer his/her services wherever and whenever necessary to ensure the success of our endeavors. All REACH staff share a commitment to anti-racism; the identification and elimination of racism by actively changing oppressive systems, structures, policies, and attitudes so that historic and future harm can be eliminated for communities of color. REACH offers a generous Benefits Package (full-time employees) including: 401k Medical, HSA, FSA Dental Life, AD&D Supplemental & More Position Summary The Director of People Operations is a key strategic partner to organizational leadership, responsible for aligning HR systems, policies, and practices with the organization's operational goals. This role oversees core HR functions such as compliance, employee relations, compensation, HR systems, and talent acquisition. This position supervises the People and Systems Specialist and the Workplace and Systems Coordinator. Essential Functions/Major Responsibilities Employee Relations Oversee the grievance and conflict resolution processes by providing guidance on workplace concerns, conducting investigations, and ensuring fair and consistent application of company policies. Coaching management on progressive disciplinary process while building a positive, inclusive, and compliant workplace culture. Mitigates risks related to employee disputes. Strategic Human Resources Management Partner with the CHRO and executive leadership to design and execute HR strategies that support the organization's goals and teams, including oversight of the performance management system. Use employment data to drive strategic decisions on workforce planning, including turnover and hiring trends. Collaborate with the Director of People Engagement to ensure a unified approach to the employee experience. Operational Excellence and Supervision Lead, mentor, and develop a high-performing operational HR team, including direct supervision of People and Systems Specialist and the Workplace and Systems Coordinator. Oversee the implementation and optimization of HR technology platforms, including the HRIS and LMS systems. Maintain HR compliance by overseeing processes related to file management, audits, reporting, FMLA/ADA, and other regulatory requirements. Manage compensation data, job classifications, and salary administration processes. Coordinate with Fiscal, IT, and other departments to align systems. Talent Systems & Workforce Data Oversee recruitment and ensure consistent, fair, and efficient hiring processes across the organization. Standardize hiring and onboarding workflows, working closely with the People and Systems Specialist. Analyze and report on workforce data (e.g., turnover, time-to-fill, DEI metrics) to inform continuous improvement. Policy Development & Compliance Ensure that HR practices adhere to federal, state, and local employment laws. Lead updates to the employee handbook and HR policy documents in partnership with legal advisors and the CHRO. Manage documentation, risk mitigation efforts, and internal audits to maintain organizational compliance. Cross-functional Collaboration Work with senior leadership to understand operational people needs and provide responsive HR support. Serve as liaison with vendors, legal counsel, and external consultants on HR operations, technology, and compliance matters. Promote efficient communication channels and feedback loops between HR, leadership, and employees. Knowledge, Skills, and Abilities: Ability to effectively interact with co-workers and clients with diverse ethnic backgrounds, religious views, political affiliations, cultural backgrounds, lifestyles, and sexual orientations, treating everyone with respect and dignity. Strong interpersonal skills; work effectively in dynamic environment with a broad range of employees. Ability to build strong and effective working relationships throughout the company. Excellent organization and planning skills. Strong knowledge of EEO and Dept of Labor laws Ability in identifying and resolving problems and recommending solutions. Ability to communicate effectively with all levels of the organization Ability to negotiate, influence others and build rapport. Experienced working directly with executive and upper management and effectively supporting leadership initiatives. Strong knowledge of Microsoft Office Suite; Word, Excel and Power Point. Knowledge of ADP payroll tool and capabilities. Ability to maintain strict confidentiality with a broad scope of information. Ability to use reason when dealing with highly emotional and volatile topics. Scope and Accountability: Frequently, incumbent's decisions and actions moderately impact the company's revenue or operations. Incumbent makes independent decisions, but actions are guided by clearly stated standards, parameters, and processes. Incumbent performs work under minimal level of supervision. Education and/or Experience: Professional in Human Resources (PHR) designation preferred. Bachelor's Degree in Human Resources or related field and/or 7 years of related professional experience. Work Environment and Physical Demands: The work environment and physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to stand; walk; use hands and reach with hands and arms; and readily and effectively communicate. The employee must lift and/or move up to 25 pounds on a regular basis and 50 pounds on an irregular basis. Vision abilities required by this job include ability to effectively see within an office work environment, which may include long term computer exposure, and to adjust focus accordingly. May require the need for frequent shifting of priorities and deadlines. May be exposed to angry, distraught and/or potentially violent people. Must have a valid driver's license and valid liability insurance. Requires use of personal vehicle Disclaimer: The above statements are intended to describe the general nature and level of work being performed by people in this role. They are not intended to be a complete list of all responsibilities, duties and skills required of staff in this role. All employees may be required to perform duties outside of their normal responsibilities from time-to-time, as needed. The job requirements are subject to change to reasonably accommodate qualified disabled individuals. REACH may modify or interpret this job description. This job description is not an employment contract, implied or otherwise. REACH is an at-will employer; you retain the right to resign, with or without notice or cause. REACH reserves the same right in respect to termination.