HR Operations - Director (NY)

KBRA•New York, NY

1d•$130,000 - $180,000•Hybrid

About The Position

KBRA Holdings is seeking a Director - Human Resources Operations to lead the day-to-day HR operations engine for the U.S., with a primary focus on payroll, benefits, compliance, and vendor management. This role will ensure that core HR processes run accurately, on time, and in compliance with regulatory requirements, while continuously improving how we deliver HR services to our employees, managers and HR team. The Director will partner closely with two direct reports - Associate of Payroll & HR Operations and the Associate Director of Benefits & HR Operations - to execute on the HR operations agenda and support ongoing HR systems projects (Dayforce and related tools) as the operational “business owner.” This role will work cross-functionally with Finance, Legal, IT, and external vendors to reduce risk, enhance controls, and improve employee experience. This role reports to the Sr. Director - HR Operations & Systems. Our Human Resources Department is an integral function responsible for the overall dynamic employee experience at KBRA. As a lean HR organization, we take pride in our wide array of work initiatives, ranging from recruiting high caliber talent, promoting diversity, engagement and inclusion, providing training and internal career development opportunities, caring for employee physical and mental well-being via the provision of competitive benefit plans, rewarding high performers, and assisting our colleagues in understanding how their individual roles contribute to KBRA’s overall business strategy of becoming recognized as the premier credit rating agency.

Requirements

Ten (10) or more years of experience in HR Operations roles, with significant hands-on experience in payroll and benefits administration, and strong track record of managing HR processes in a multi-state environment; experience in a regulated/financial services environment is a plus.
Strong understanding of HR operations including benefits, payroll, HRIS applications, and how these translate into accurate processing, compliance, and reporting.
Experience managing or closely partnering with external vendors (payroll providers, benefit carriers/brokers, 401(k) recordkeepers) and working cross-functionally with HR, Finance, Legal, Compliance, and IT.
Proven track record leading complex HR operations initiatives or projects end to end (requirements, process design, coordination with systems/IT, stabilization, and optimization)
Solid experience with data, reporting, and analytics; able to use data to identify issues, measure operational performance, and support decision-making.
Problem-solver mindset with the ability to frame an issue, create a plan of action, build consensus, communicate status and drive results through project management and analysis.
Demonstrated leadership and ability to champion excellence, through business partnership and “hands-on” implementation; prior experience managing people is strongly preferred.
Detail-oriented, with a high sense of urgency and low ego. Successful candidate isn’t afraid to ask questions, is well-organized, possesses excellent written and verbal communication skills.

Nice To Haves

Familiarity with Generative AI tools such as ChatGPT for research, data insights, and general productivity is a plus.

Responsibilities

Own US HR Operations (payroll, benefits, compliance) through leadership of the Payroll and Benefits operations teams, ensuring work is delivered accurately, on time, and in compliance.
Lead the HR operations compliance calendar (e.g., 401(k) testing/match, 5500s, EEO-1, workers’ compensation audits, state filings) setting expectations, controls, and timelines for the team.
Oversee key HR operations vendors (payroll, benefits, 401(k), Workers Compensation, benefit brokers), driving performance, escalations, renewals, and coordination with Legal, Finance, and Vendor Risk Management.
Drive process documentation and continuous improvement across payroll, benefits, and core HR Ops workflows, using data and feedback to reduce manual work, close control gaps, and improve employee/manager experience.
Act as operational business owner for HR systems changes that impact HR Ops (Dayforce and related tools), shaping requirements, prioritizing work, and ensuring effective user acceptance testing (UAT) and go-live readiness across your teams.
Lead HR operations data quality and audit efforts, setting standards, reviewing results, and directing the team on remediation to support accurate payroll, benefits, and HR reporting.
Provide leadership, coaching, and direction to HR operations team, setting goals, clarifying roles, and serving as an escalation point for complex operational and employee issues.
Partner cross-functionally on risk and change, representing HR Operations with Finance, Legal, Compliance, IT, Talent Acquisition, and HRBPs on audits, regulatory changes, and organizational initiatives.