Director of People Operations, HRIS & Analytics (100% Remote)

Position Summary: The Director of People Operations, HRIS & Analytics is responsible for leading the strategy, execution, and continuous improvement of the company people operations infrastructure, core HR technology systems, and data-driven workforce strategies. This role oversees human resources operations, people systems, advanced workforce analytics, employee data compliance, governance, onboarding, change management, and automated administrative processes that enable an exceptional employee experience and support distributed organizational growth.   The Director serves as a strategic, technical partner with People Team and other business leaders by leveraging quantitative data, enterprise technology, and process excellence to improve operational effectiveness, strengthen remote culture, and provide actionable workforce insights that drive corporate business decisions. This role establishes enterprise frameworks and data governance for the employee experience, partners with People Team leaders to ensure consistent multi-state execution, and advises senior leadership on complex organizational, technical, and analytical challenges.   This is a Remote/Work from Home position reporting to the Vice President of People. What You Will Do:   People Operations Leadership Leads People Operations across the employee lifecycle, including onboarding, offboarding, employee transactions, workforce administration, and employee records. Develops and optimizes scalable operational frameworks, service standards, policies, procedures, and workflows that support a growing multi-state workforce. Drives operational excellence by leveraging process improvement, automation, integrations, and AI capabilities to increase efficiency, reduce risk, and enhance the employee and manager experience. Ensures compliance with federal, state, and local employment laws through effective governance, documentation, operational controls, and record management.   HRIS Systems & People Analytics Owns the strategy, governance, optimization, and roadmap for the HRIS and People technology ecosystem, ensuring alignment with business and People priorities. Oversee HR technology operations, including system configuration, security, workflows, integrations, reporting, testing, upgrades, vendor management, and partnership with IT. Leads the evaluation, implementation, and enhancement of People technologies, automation, AI capabilities, and digital solutions that improve operational effectiveness and employee experience. Establishes data governance standards that ensure the accuracy, integrity, security, compliance, and effective use of People data across all systems. Leads HR technology projects and system enhancements while designing scalable digital employee lifecycle experiences in partnership with People COE leaders to strengthen engagement, retention, and organizational culture. Develops executive dashboards, workforce analytics, and actionable insights that inform strategic decisions, measure program effectiveness, identify workforce trends and flight risks, and drive continuous improvement.   Workforce Analytics & Reporting Leads the development and delivery of workforce metrics, executive dashboards, scorecards, and analytical reporting. Translates workforce data into actionable insights that support business planning, talent strategies, organizational effectiveness, and decision-making. Identifies trends and opportunities related to workforce demographics, turnover, employee lifecycle experiences, and operational effectiveness. Establishes reporting standards and data quality controls to ensure reliable, accurate, and meaningful analytics. Partners with senior leaders and People Business Partner team to provide strategic workforce analysis and recommendations.   Employee Experience & Enterprise Programs Lead the enterprise employee experience strategy, focusing on virtual onboarding/offboarding, automated engagement surveys, and digital recognition frameworks. Measure system and program effectiveness through employee feedback to drive continuous cycle improvements.   Process Improvement & Change Management Champions continuous improvement efforts across People Operations, HRIS, and employee administration functions. Identifies opportunities to automate processes, streamline workflows, and reduce administrative burden through technology and process redesign. Leads system implementations, enhancements, and change management initiatives through planning, testing, communication, training, and adoption strategies. Develops tools, resources, and training materials that support effective utilization of People systems and processes. Lead, in collaboration with People COE Leaders, technical and People-related change management initiatives by designing platform adoption strategies, communication frameworks, governance, and leader enablement tools. Partner closely with People Business Partners and Centers of Excellence to ensure standard, compliant execution of programs, policies, and technical tools. Identify opportunities to eliminate manual tasks, simplify system workflows, and enhance the digital employee and manager self-service experience.   Leadership & Cross-Functional Partnership Lead, coach, and develop the HRIS and People Administration teams, fostering a culture of customer service, data integrity, innovation, accountability, and continuous improvement. Establish team priorities, manage resources, budgets, vendor relationships, and implementation roadmaps to ensure successful execution of operational and strategic objectives. Partner with People leadership, IT, Finance, Payroll, Legal, Compliance, and business leaders to align People Operations, HR technology, workforce analytics, and digital capabilities with organizational priorities. Serve as the functional expert for People Operations, HR systems, workforce analytics, data governance, and technology-enabled process improvement. Lead cross-functional initiatives that enhance the employee lifecycle, strengthen engagement and organizational culture, and drive scalable business outcomes.   Key Competencies HR Technology & Data Architecture Leadership: Deep expertise in managing core HR data structures, workflows, and integrations. Operational & Analytical Excellence: Ability to streamline complex operational tasks and turn raw data into clean business insights. Change Leadership & System Adoption: Proven success driving user adoption across new technologies and cultural shifts. Executive Communication & Storytelling: Skill in translating complex analytics and systems data into clear narratives for executive leadership. Collaboration & Influencing: Strong relationship management skills across decentralized tech, finance, and legal divisions.   Success Measures Highly efficient, automated, and scalable multi-state People Operations workflows. Near-perfect data integrity, strong system security compliance, and high internal user adoption of the HRIS platform. Actionable, accessible workforce analytics dashboards that proactively inform leadership decisions. Measurable process improvements that reduce administrative effort, lower manual overhead, and improve the remote employee experience.   Qualifications Bachelor’s degree in human resources, Information Systems, Business Administration, or a relevant field. Master’s degree (MBA) or related field is a plus. SHRM-SCP, SPHR, HRIS certification, People Analytics, PMP, Prosci, or other relevant professional credentials highly preferred. 10+ years of progressive HR experience with substantial leadership responsibility directly spanning HR operations, HRIS administration, and people analytics. 5+ years of experience leading, structuring, and developing high-performing operations or systems teams. 5+ years managing enterprise HR technology implementations, optimization initiatives, and major data migrations. Direct experience with advanced cloud-based architectures such as Dayforce, SuccessFactors, paired with engagement analytics tools is required. Proven track record of dashboard development (e.g., Tableau, PowerBI) and implementing AI-enabled HR technologies or automated process workflows. Demonstrated success scaling operations, culture, and compliance within rapidly growing mid-size organizations managing a remote, multi-state, and blended exempt/non-exempt workforce. Advanced knowledge of federal and state employment regulations, data privacy standards (e.g., CCPA rules where applicable), and modern HR compliance trends. Strong interpersonal communication and presentation skills with the ability to influence and collaborate with stakeholders at all levels to drive improvements and systemic change. Flexibility to respond to changing workplace dynamics and employee needs. Analyzes complex situations, anticipates issues and exercises sound judgement in gray areas. Ability to plan and manage at both strategic and tactical operational levels. Works to achieve goals while overcoming obstacles and/or planning for contingencies. Strong passion and ability to coach, mentor or develop staff: respectful and outstanding leadership skills that motivate colleagues to focus their energy on achieving business goals. Willingness and ability to work flexible hours, outside of regular hours when needed, occasional overnight travel is approximately 10%. Self-starter with strong organizational and time management skills, self-directed and able to handle multiple priorities with demanding timeframes. Demonstrated ability to use discretion and maintain confidentiality. Proficient in MS Office, modern communication tools for virtual teams (i.e., MS Teams)   Physical Demands: In accordance with the Americans with Disabilities Act (ADA) and applicable state and local laws, the Company will provide reasonable accommodations to qualified individuals with documented disabilities to enable them to perform the essential functions of the job, unless such accommodations would impose an undue hardship. Employees seeking accommodation should contact the People Department to initiate the interactive process.   Employees may experience the following physical demands for extended periods of time: Sitting, standing, and walking (90-100%) Keyboarding (95-100%) Viewing computer monitor, tablet, and cell phone requiring close vision (70-90%)   Work Environment:  100% Remote: Work environment is at home with approximate 10% travel.