HR Operations Director (HRIS, HR Analytics & Total Rewards)

Clarvida - Corporate

2d • $135,000 - $155,000 • Remote

About The Position

Clarvida is seeking an HR Operations Director to lead our HR operational backbone with accountability for HRIS operations (including ADP), HR Analytics, and Total Rewards operations (benefits and compensation administration + governance). This is a global leadership role with end-to-end ownership of reliable HR service delivery across both U.S.-based teams and our Manila shared services team. This role is built for a hands-on, systems-minded leader who can stabilize execution, strengthen data integrity, standardize workflows, and scale a high-trust employee experience across a complex, multi-state environment.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field (or equivalent experience).
• 10+ years of progressive HR Operations / People Operations experience, including leadership of teams and complex workflows.
• Demonstrated experience owning HR service delivery models (shared services), process design, and operational governance.
• Strong HRIS experience (ADP or similar), including workflow execution, data governance, reporting integrity, and controls.
• Experience owning or partnering closely with HR Analytics—defining metrics, ensuring data reliability, and operationalizing dashboards.
• Experience partnering with Total Rewards (benefits administration and compensation operations/governance) in a multi-site environment.
• Proven ability to drive measurable operational improvements (speed, quality, compliance, and employee/leader experience).
• Experience in healthcare, behavioral health, human services, or other high-compliance, multi-state environments.

Nice To Haves

• Experience leading global shared services and/or offshore delivery models (e.g., Manila), including SLAs, governance routines, and service delivery transformation.
• Experience implementing or maturing ticketing/case management systems, including intake design, categorization standards, and reporting.
• Strong change leadership experience.

Responsibilities

• Own the HR Operations service delivery model: intake, triage, escalation, resolution, and closure standards.
• Establish and manage service-level expectations (SLAs), prioritization rules, and response/closure timelines.
• Build consistent employee and leader experiences through repeatable workflows, templates, knowledge articles, and clear “how to get help” pathways.
• Reduce friction and rework by identifying root causes, simplifying steps, and tightening handoffs across HR, Payroll, Finance, IT, and Talent Acquisition.
• Ensure HR Operations coverage is resilient across geographies and time zones, with clear ownership and continuity during absences, transitions, and peak-volume periods.
• Lead HRIS operational execution: employee lifecycle transactions, data updates, documentation controls, and workflow discipline.
• Implement data-quality controls and audits to improve accuracy, reduce payroll-impacting errors, and strengthen reporting integrity.
• Partner with IT and vendors on HRIS enhancements, workflow improvements, integrations, and access/security governance.
• Build SOPs and training that make “the right way” the easy way for HR teams and internal partners.
• Ensure HRIS work is delivered consistently across U.S. and Manila teammates through clear process design, role clarity, quality checks, and escalation paths.
• Establish an HR analytics operating rhythm that leaders trust—standard definitions, clean inputs, and consistent refresh cadences.
• Build and maintain governance for cross-system alignment (HRIS, ATS, timekeeping, performance, etc.) so dashboards reflect reality.
• Create “actionable analytics” that support frontline realities—trend identification, root-cause framing, and leader-ready insights (not manual report pulling).
• Define and monitor core HR Ops KPIs (SLA attainment, backlog health, cycle time, error/rework rates, data quality, customer satisfaction signals) and translate findings into operational improvements.
• Partner with Operations and Finance to ensure HR analytics supports workforce planning, compliance readiness, pay governance, and retention priorities.
• Oversee day-to-day Total Rewards operations in partnership with Total Rewards leadership: benefits administration, vendor coordination, employee support, and process integrity.
• Strengthen operational governance for compensation and benefits processes (documentation, approvals, audit readiness, cycle timing, and communications enablement).
• Improve employee experience by reducing delays, clarifying “what to expect,” and strengthening service reliability—especially in time-bound benefits workflows.
• Partner with Finance and Legal to ensure operational controls support compliance, cost discipline, and risk reduction.
• Support scalable, repeatable Total Rewards service delivery standards that can be executed consistently across locations and time zones.
• Own the global HR Operations operating model across U.S.-based teams and the Manila shared services team, ensuring aligned standards, consistent execution, and clear accountability.
• Define and maintain the operating contract (RACI/decision rights, escalation rules, handoff requirements, quality checks, and what work is retained onshore vs. delivered offshore).
• Establish unified performance management across locations (SLAs, accuracy/quality measures, backlog health, cycle time, rework rates) and lead regular operating reviews to drive measurable improvement.
• Build an enablement engine (SOPs, training pathways, knowledge management, and cross-training) so improvements “stick” and service quality scales with volume.
• Strengthen cross-cultural collaboration and working norms across time zones to improve clarity, speed, and follow-through.
• Lead and develop managers and team members across HR Operations, HRIS/analytics, and Total Rewards operations—building clear expectations, strong coaching, and consistent performance standards.
• Build a culture of ownership, clarity, customer focus, and measurable results.
• Create coverage and succession plans across geographies so critical work is resilient, not person-dependent.

Benefits

• Potential for 10% bonus, based on personal and company performance
• Paid vacation days (increase with tenure)
• Separate sick leave that rolls over annually
• Up to 10 paid holidays
• Medical, dental, and vision insurance options
• DailyPay – access your earnings without waiting for payday
• Training, development, and continuing education opportunities
• 401(k)
• Pet insurance
• Employee Assistance Program (EAP)
• Perks @ Clarvida – national discounts on shopping, travel, Verizon, and entertainment
• Mileage reimbursement
• Cellphone stipend
• Benefits may vary by position/state/county.

What This Job Offers

• Job Type: Full-time
• Career Level: Director