Senior Director - HR Operations

Center for Elders' Independence•Oakland, CA

2h•$172,508 - $276,013

About The Position

The Senior Director, HR Operations provides strategic and operational leadership for the Center for Elders’ Independence’s core human resources functions, including talent acquisition, compensation, benefits, HR business partners, and HR systems and technology. Reporting to the Chief Human Resources Officer (CHRO), this senior operating leader removes barriers, coordinates HR service delivery across centers, and drives consistent, compliant execution of HR programs and services. The role establishes operational standards and workflows, leads performance management toward HR goals, manages a team of HR professionals, and partners with the CHRO to align HR services with organizational strategy, regulatory requirements, and CEI’s mission. The position oversees HR operations, talent acquisition, employee relations, total rewards, HRIS, compliance, and HR technology. It develops consistent policies and service standards, uses workforce data and reporting to guide decisions, manages operational budgets and vendors, and works with leaders across the organization to address workforce needs, risks, and opportunities. The role also advances HR technology, process redesign, automation, and self-service improvements. CEI is a PACE (Program of All-Inclusive Care for the Elderly) organization that uses an interdisciplinary team approach to provide integrated health care services to older adults, including services through an Adult Day Health Center, and to promote autonomy, quality of life, and community living. The posted annual salary range for the role is $172,508 to $276,013; placement depends on job-related factors, internal equity, and market data.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
Master’s degree in Human Resources, Business Administration, or a related field, or comparable experience.
8–10+ years of progressive human resources experience, including 3–5 years in a senior HR operations or HR leadership role.
Experience leading multiple HR functions, including benefits, HRIS, talent acquisition, and compliance, in a complex, multi-site organization.
Demonstrated success leading teams, managing change, and driving process improvement and operational consistency.
Comprehensive working knowledge of employment law, HR compliance, HR systems, and analytics.
Demonstrated commitment to health equity, culturally responsive practice, and supporting a diverse workforce.
Excellent communication, coaching, and collaboration skills.

Nice To Haves

SHRM-SCP, SPHR, or equivalent senior HR certification strongly preferred.
Healthcare, PACE, managed care, or other regulated-environment experience strongly preferred.

Responsibilities

Provide overall leadership and oversight of HR operations, including talent acquisition, benefits, compensation, and HR technology.
Establish and maintain standardized HR policies, procedures, workflows, and service standards across centers.
Build and lead a high-performing team of HR managers, business partners, and program staff through selection, expectations, coaching, accountability, succession planning, and professional development.
Serve as the primary point of day-to-day operational accountability for HR service delivery across centers and departments.
Partner with the CHRO and executive team to translate HR strategy into operational plans, metrics, and measurable outcomes.
Establish an enterprise approach to HR data-driven decision-making and provide leaders with timely, accurate, actionable workforce insights.
Define, track, validate, and report HR metrics and service-level measures, including workforce levels, vacancies, hiring, turnover, retention, employee relations, compensation, benefits, compliance, service delivery, and progress toward HR goals.
Develop dashboards and executive reports, analyze trends and variances, identify workforce risks and opportunities, and recommend actions with accountable owners and measurable follow-through.
Manage HR operational budgets, vendors, and contracts.
Oversee the TA Manager and recruiters and lead an enterprise talent acquisition strategy aligned with CEI’s growth, workforce priorities, and service needs.
Partner with center and functional leaders to forecast staffing needs, identify critical and hard-to-fill roles, develop recruiting plans, and maintain talent pipelines.
Establish equitable and compliant recruiting and selection practices, from intake and sourcing through evaluation, offer approval, pre-employment requirements, and onboarding handoff.
Strengthen CEI’s employer brand and sourcing partnerships with schools, professional associations, workforce organizations, community partners, and other channels.
Evaluate recruitment vendors, agencies, technology, and advertising investments; negotiate service expectations and allocate resources based on performance, cost, and need.
Collaborate across HR and operational functions to address hiring barriers, improve retention, support internal mobility, and facilitate candidate-to-employee transitions.
Oversee HR Business Partners and establish standards for responsiveness, judgment, consultation, documentation, follow-through, and consistent service delivery.
Ensure HR Business Partners act as trusted advisors who understand operational priorities, anticipate workforce needs, and translate business changes into people strategies and actions.
Lead employer and employee relations strategy and promote fair, respectful, timely, and consistent resolution of workplace concerns.
Ensure organizational changes are planned and implemented with appropriate workforce analysis, change management, communication, and legal review.
Establish a framework to identify, assess, escalate, and mitigate employment risks, including complaints, performance concerns, policy violations, accommodations, wage-and-hour issues, retaliation exposure, and potential litigation.
Partner with Legal and Compliance on sensitive employment matters and ensure required reporting, records preservation, and risk controls.
Monitor employee relations data and trends and recommend preventive action for systemic issues.
Ensure HR Business Partners maintain effective relationships with leaders and employee groups and support them through operational disruptions and workforce events.
Promote consistent application of policies and employment practices while allowing sound judgment based on operational circumstances and individual facts.
Provide strategic oversight of benefits and total rewards programs to support competitiveness, financial responsibility, compliance, communication, workforce needs, and retention.
Lead compensation strategy and governance using market data and internal equity analysis to maintain pay structures and guide salary reviews, merit increases, and performance-based incentives.
Direct the HRIS function, including data integrity, reporting, people analytics, and system optimization.
Ensure compliance with federal, state, and local employment regulations, PACE requirements, and CEI policies, and maintain audit-ready documentation.
Develop and monitor HR operational metrics and dashboards and drive continuous improvement.
Partner with Information Technology and CEI technology leaders to develop and execute an enterprise HR technology roadmap.
Work with the CHRO to identify and deploy AI technologies to enhance employee experience and optimize HR processes and systems.
Lead process redesign, workflow automation, and self-service improvements to reduce manual work, strengthen controls, improve response times, and provide a consistent employee and manager experience.
Expand workforce reporting and people analytics and translate reliable data into decision support for workforce planning, talent acquisition, retention, compliance, and operational performance.
Direct technology selection and implementation, vendor performance, contract requirements, system utilization, and return-on-investment reviews; recommend consolidation, enhancement, or replacement when appropriate.