The Director, HR Operations is a global HR leadership role responsible for driving the effectiveness, capability, and strategic impact of the Segment & HR Operations function across all regions. The Director acts as a key partner to the VP of Human Resources, ensuring HR operational alignment with global HR strategy and operational excellence.

This role integrates strategic HR business partnering with HR operational leadership, ensuring seamless HR support to leaders and employees across the organization. The Director provides guidance on organizational design, workforce planning, leadership capability, employee relations, and HR service delivery, while ensuring consistency and compliance across all jurisdictions.

The position requires a proactive, strategic thinker with strong people leadership skills, deep HR operations knowledge, the ability to collaborate, and influence leaders globally in a complex and dynamic environment.

Strategic HR Leadership & Global Partnership

• Partners with HR Executive Leadership to develop and execute global HR strategies that support business growth, operational performance, and organizational effectiveness.
• Leads the global HR Operations function, ensuring consistency in strategy, frameworks, and execution across all regions.
• Influences segment and enterprise outcomes by advising Presidents and executive operations leaders on organizational design, workforce planning, and long-term talent strategy.Provides strategic direction on employee relations, regulatory compliance, and risk mitigation.
• Aligns HR operational activities with HR Centers of Excellence (HRSC, Talent Acquisition, Compensation & Benefits, Payroll, L&D, HRIS), ensuring integrated HR service delivery worldwide.
• Leverage people data and insights to inform executive decision-making, measure outcomes, and continuously improve the employee experience globally.

HR Operations Integration & Service Delivery Excellence

• Drives performance expectations for the HR operational organization, ensuring high-quality and proactive HR business partnerships, ensuring consistent application of HR programs, policies, procedures, and operating practices across organization.

• Ensures operational processes, tools, and HR workflows between HRBPs and HR Operations are aligned, efficient, and consistent across regions.
• Collaborates with HR leaders to streamline HR processes, eliminate inefficiencies, and enhance employee experience.
• Proactively identifies operational gaps or friction points and leads cross-functional solutions to optimize HR service delivery.
• Utilizes workforce analytics and HR metrics to inform decision-making, surface trends, and drive recommended improvements to leadership.

Talent, Leadership, and Workforce Strategy

• Supports talent strategy across regions, partnering with leaders to develop strong leadership pipelines, succession plans, and workforce capability plans.
• Guides leaders in identifying talent gaps and building strategies for recruitment, development, and retention.
• Supports and champions leadership development programs and organizational capability-building initiatives.
• Provides thought leadership on organizational design to support scalability, performance, and long-term growth.

 HRBP Team Leadership & Capability Development

• Provides strong leadership, coaching, and development to HR Operations/HRBP teams across the organization.
• Defines Segment and HRBP roles, competencies, expectations, and best practices, ensuring alignment and consistency.
• Leads performance management, annual reviews, goal setting, and succession planning for HRBP team members.
• Ensures HR Operations teams  are equipped with the training, tools, processes, and insights needed to deliver strategic guidance and operational support effectively.
• Promotes a culture of collaboration, accountability, and continuous improvement within the HR Operations function.

Employee Relations & Compliance Governance

• Oversees escalated employee relations matters, ensuring fair, consistent, and legally compliant outcomes.
• Advises VP, HR and CHRO of complex investigations, high-risk employee issues, claims/litigation (EEOC DOL, OSHA, etc.)
• Partners with Legal on complex investigations and high-risk employee issues.
• Ensures global compliance with employment legislation, corporate policies, procedures, and regulatory requirements across all operating regions.
• Identifies systemic compliance risks and leads initiatives to strengthen controls, documentation, and processes.

Engagement, Culture, & Organizational Health

• Leads global initiatives to enhance employee engagement, retention, and organizational culture.
• Builds deep, trusted partnerships with cross-functional and operational business leaders.
• Interprets engagement results, turnover metrics, and HR insights to recommend actionable solutions for leaders.
• Serves as a role model for organizational values and leadership principles, embedding them across HR and business teams.
• Other duties as assigned.

KNOWLEDGE, SKILLS & ABILITIES:

• Comprehensive knowledge of HR strategy, employee relations, talent management, organizational development, and employment law.
• Strong understanding of HR operations, service delivery models, and how HR systems and processes interconnect.
• Exceptional communication and influencing skills with the ability to partner effectively with executives and regional leaders.
• Ability to balance strategic thinking with operational execution.
• Strong analytical, conceptual, and problem-solving skills.
• Proven ability to manage complex, cross-functional initiatives and organizational change.
• Demonstrated leadership capability, including coaching, team development, and building high-performing teams.
• Strong project management skills, including planning, prioritizing, and risk management.

EDUCATION and EXPERIENCE:

• Bachelor’s degree required; graduate degree preferred.
• 10+ years of progressive HR experience with significant business partner or HR operations leadership.
• 6–8 years of experience leading HRBP teams or multi-region HR functions.
• Experience supporting global or multi-jurisdictional operations strongly preferred.
• Experience in organizational design, transformation, or large-scale HR initiatives is an asset.

WORKING CONDITIONS:

• Work typically performed in an office or hybrid environment with regular computer use.
• Periodic travel required segment locations for meetings, investigations, training, or employee support.
• May require extended hours during peak HR cycles, urgent investigations, or business-critical events.
• Frequent interaction with employees, managers, and cross-functional partners across the organization.

PHYSICAL JOB REQUIREMENTS & DEMANDS:

• Ability to remain in a stationary position for prolonged periods working on a computer.
• Regular operation of office equipment such as computers, phones, printers, and scanners.
• Frequent communication with internal teams, candidates, and external partners requiring clear written and verbal communication.
• Ability to lift up to 20 lbs of materials or equipment as needed.
• Ability to maintain sustained focus when reviewing, entering, or analyzing data.