Sr. Director- HR Business Process Operations

Optimum•New York, NY

2d•$161,186 - $230,265

About The Position

The Senior Director, HR Process Integration & Operations serves as the operational and integration backbone of the Human Resources function. Reporting directly to the CHRO, this leader is responsible for driving cross-functional HR project execution, aligning HR Business Partners with Centers of Excellence (COEs), overseeing HR data analytics and workforce insights, managing the HR collision and engagement calendar, and supporting enterprise workforce planning. This role ensures that HR operates as a cohesive, data-informed, and strategically aligned function.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field.
10+ years of progressive HR experience, with at least 3 years in an HR operations, HR project management, or HR chief of staff capacity.
Demonstrated experience working across HR Business Partner and COE functions in a matrixed environment.
Strong proficiency in HR data analytics, workforce reporting, and HRIS platforms (e.g., Workday, SAP SuccessFactors).
Exceptional project management skills with the ability to manage multiple concurrent workstreams.
Excellent executive communication and stakeholder management skills.

Nice To Haves

Master's degree or MBA.
HR certification (SHRM-SCP, SPHR, or equivalent).
Experience supporting a CHRO or senior HR executive in a fast-paced, complex organization.
Familiarity with process improvement methodologies (e.g., Lean, Six Sigma, Agile).

Responsibilities

Support end-to-end planning, execution, and governance of HR-wide initiatives, ensuring alignment to organizational priorities and timely delivery.
Develop and maintain HR project roadmaps, manage interdependencies, and drive accountability across HR teams.
Serve as the primary point of contact for CHRO-sponsored projects, providing regular status updates and escalation management.
Partner with HR leaders to scope, resource, and prioritize new programs and process improvement efforts.
Act as the connective tissue between HR Business Partners and Centers of Excellence (Talent Acquisition, Total Rewards, L&D, Talent Management, Compensation, etc.), ensuring consistent communication, alignment, and execution.
Facilitate cross-functional HR planning sessions, working rhythms, and collaborative problem-solving across teams.
Identify and resolve operational gaps, redundancies, or misalignments between HRBP and COE functions.
Champion a unified HR operating model by developing shared tools, frameworks, and intake processes.
Develop and evolve the HR technology ecosystem roadmap and governance process; aligning it with business strategy and workforce needs.
Partner with HR and IT to select, implement, and integrate HR platforms with HR processes.
Ensure optimal, efficient use of all HR systems—eliminating redundancies, streamlining workflows, and maximizing adoption.
Drive change management and adoption strategies, including training, communications, and stakeholder engagement.
Monitor system performance, user feedback, and analytics to continuously improve the employee experience.
Oversee the development and delivery of HR reporting, dashboards, and analytical outputs that support data-driven decision-making.
Partner with the various data teams to ensure data integrity, accessibility, and actionability across HR functions.
Translate workforce data into clear, compelling narratives for CHRO, senior leadership, and the Board as needed.
Identify trends, surface risks, and recommend proactive interventions based on HR metrics and insights.
Own and manage the enterprise HR collision calendar — the integrated schedule of HR touchpoints, leadership engagements, town halls, planning cycles, and organizational milestones.
Ensure strategic alignment between the HR calendar and business planning rhythms (e.g., annual reviews, open enrollment, fiscal year planning).
Coordinate logistics and preparation for key HR-led engagements, ensuring the right stakeholders are informed and prepared.
Identify opportunities to increase cross-functional connectivity and reduce scheduling conflicts across HR and business teams.
Assist in enterprise workforce planning activities including headcount analysis, organizational design support, and workforce forecasting.
Support the CHRO and HR leadership in preparing workforce management materials for executive and Board-level audiences.
Partner with Finance, Operations, and business leaders to ensure workforce data and plans are synchronized with organizational strategy.
Monitor external labor market trends and synthesize implications for internal workforce planning and talent strategy.