People Operations Director

Greater Boston Urology•Dedham, MA

3d•Hybrid

About The Position

This is a pivotal leadership role for a People Operations professional who wants to build something — not just maintain it. As Director, People Operations, you'll be the strategic and operational backbone of our people function, partnering closely with senior leaders to drive the associate experience, organizational effectiveness, and cultural health of the business. This role sits at the intersection of strategy and execution. You'll modernize how we work — simplifying and automating legacy processes, standing up new ones, and leading the change management required to make those shifts stick. If you thrive in complex, fast-moving environments and care deeply about both people and outcomes, this role was designed for you.

Requirements

Significant HR leadership experience, ideally including a healthcare or similarly complex, regulated environment
A track record of leading organizational change and delivering measurable business results through people initiatives
Strong proficiency and comfort using data and analytics to inform decisions.
Exceptional communication and executive presence — you can influence at every level and navigate difficult conversations with clarity and care
Deep knowledge of employment law and multi-state compliance
The ability to balance strategic thinking with a bias for execution — you're comfortable setting direction and rolling up your sleeves

Nice To Haves

Workday experience to drive these decisions is a plus.

Responsibilities

Drive people strategy — Partner with business leaders to design and implement people strategies that move the needle on key outcomes including labor costs, retention, and engagement.
Lead associate relations — Own the development and ongoing governance of associate relations policies, programs, and training, keeping them aligned with evolving laws, regulations, and company culture.
Build a data-driven people function — Establish a people analytics practice and lead initiatives that surface meaningful insights using Workday; translate data into action for both the business and the People team.
Own compliance — Oversee policies spanning multi-state employment law, audits, and regulatory requirements; proactively identify gaps and drive remediation.
Lead change — Serve as a key architect and guide for transformation initiatives, bringing structure, communication, and momentum to complex organizational changes.
Develop talent — Partner with leaders to identify capability gaps and build learning and development plans that fuel both individual growth and business performance.
Influence culture — Coach and support managers in attracting, retaining, and engaging their teams; help shape a workplace where people do their best work.