Senior Director, Human Resources Operations

Gannett Fleming•Owings Mills, MD

56d•$215,000 - $250,000•Hybrid

About The Position

GFT is seeking a Senior Director, HR Operations to join our Human Resources Team in any of our Mid-Atlantic office locations! GFT's Strategic ServicesThe GFT Strategic Services team, which includes Human Resources, Legal,â¯Accounting & Finance, IT Services and Marketing & Communications, are essential for managing and supporting the company's global operations.â¯Shared Services are part of a broader strategy to transform the business and improve efficiency. The support of this amazing team of professionals is the backbone of our ability to deliver infrastructure consulting and design services. What you'll be challenged to do:This is an excellent career opportunity for an experienced, motivated senior-level Human Resources professional to be the day-to-day owner of HR service delivery. You will design and run scalable, data-driven processes that are simple for employees and managers and reliable for the business. You'll help lead our transition to Workday as the single system of record, stand up a tiered service model with clear SLAs, modernize core processes (onboarding, job/position management, comp changes, HRBP interactions), and drive compliance, analytics, and continuous improvement across a multi-state footprint. In this capacity, the successful candidate will be responsible for the following:

Requirements

Bachelor's degree in Human Resources, Business, or related field
15+ years progressive HR operations leadership; 5+ years managing multi-disciplinary teams at scale (4k+ employees, multi-state).
Hands-on leadership of Workday (or similar enterprise HCM) implementations and ongoing releases, including security, business processes, and integrations.
Proven shared services buildouts: case management, knowledge base, SLAs, SOPs, QA.
Strong data and process skills (dashboards/KPIs, root-cause analysis, effective-dating, controls).
Fluency in benefits/leave operations and compensation cycle operations; working knowledge of EEO, FLSA, FMLA/ADA, pay practices.
Clear executive communication and change leadership; ability to simplify complex workflows and influence cross-functionally.
Detail-oriented with a high commitment to accuracy and regulatory compliance.
Ability to interpret and apply federal and state regulations.
Strong problem-solving skills and ability to manage sensitive employee matters confidentially.
Proficiency with HRIS, compliance software, and reporting tools.

Nice To Haves

Master's degree in Human Resources or related field.
HR certifications (e.g., SHRM-SCP, SPHR).

Responsibilities

Build and lead a Tier 0/1/2 HR service model: knowledge base/self-service, case/ticketing, standardized SOPs, and measurable SLAs.
Own intake and resolution for employee data changes, onboarding/offboarding, exit interview and onboarding feedback, compliance driven reporting and document management.
Serve as co-lead for the Workday implementation.
Set the data governance agenda (definitions, controls, audits); work with the HR Business Analyst to deliver executive/manager dashboards and operational reporting.
Work with Director, Total Rewards to operationalize compensation cycles (merit/bonus); ensure manager-visible ranges/compa-ratios and error-free execution.
Standardize policy/process, documentation, and ER case handling in partnership with ER/Legal; track trends, cycle time, and outcomes.
Ensure federal/state compliance (EEO, FLSA, FMLA, ADA, pay transparency; DOT/public-sector client requirements where applicable) and readiness for audits.
Drive continuous improvement to simplify forms/steps and reduce cycle time and rework.
Lead change, comms, and manager enablement for MSS and HR process shifts; Develop a high-performing operations, HRBP and generalist team; build successors and career paths.
Partner closely with HRBPs, TA, L&D, Total Rewards, IT, Finance, and Legal; support M&A integrations as needed

Benefits

Hybrid (in-person and remote) work environment.
Comprehensive benefits package including wellness programs, parental leave, and pet insurance, in addition to medical, dental, vision, disability, and life insurance.
Tax-deferred 401(k) savings plan.
Competitive paid-time-off (PTO) accrual.
Tuition reimbursement for continued education.
Commitment to professional development, access to internal and external training programs, and support of active participation in professional organizations
Incentive compensation for eligible positions.

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