Compensation philosophy and administrationSalary structures and job architectureMarket pricing and pay practicesIncentive and bonus programsBenefits administration and vendor managementCost and utilization managementCompliance and Risk ManagementEmployment laws and regulationsPolicy development and administrationAudit preparednessRisk assessment and mitigationLeave and accommodation processesRegulatory reportingHR Technology and AnalyticsHRIS governanceReporting and workforce analyticsData integrity and process controlsTechnology optimizationVendor managementContinuous improvementFinancial and Business AcumenBudget managementWorkforce planningCost-benefit analysisROI evaluationResource prioritizationStrategic planningTalent DevelopmentCoaching and developmentSuccession planningBuilding organizational capabilityCross-functional collaborationTeam leadershipCore Competencies:Strategic ThinkingAnticipates future needs, aligns priorities with business objectives, and develops long-term solutions that support organizational growth.Business AcumenUnderstands the relationship between people practices and business performance and makes decisions with both operational and financial impacts in mind.Leadership and InfluenceBuilds trust, develops talent, and influences stakeholders across all levels of the organization.Operational ExcellenceDrives process improvement, simplification, accountability, and execution to deliver efficient and scalable outcomes.Change LeadershipLeads through ambiguity, embraces continuous improvement, and effectively manages organizational change.CollaborationDevelops strong partnerships and fosters teamwork across functions and with external partners.Problem Solving and Decision MakingUses sound judgment, analytical thinking, and data to make effective decisions and resolve complex challenges.Customer FocusDelivers responsive, high-quality service while balancing employee experience with business needs.AccountabilityTakes ownership of outcomes, establishes clear expectations, and holds self and others responsible for results.Continuous LearningPromotes innovation, develops internal capability, and encourages ongoing professional growth.CommunicationCommunicates clearly and effectively, tailoring messages appropriately to executives, leaders, employees, and external partners.Behavioral Competencies:Collegiality: building strong relationships on company-wide, approachable, and helpful, ability to mentor and support team growth.Initiative: readiness to lead or take action to achieve goals.Communicative: ability to relay issues, concepts, and ideas to others easily orally and in writing.Member-focused: going above and beyond to make our mPerformance bonus
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The Director, People Operations & Total Rewards is responsible for the strategic leadership and operational execution of People Operations, Total Rewards, HR compliance, and HR technology governance. This role oversees HR Operations and HRIS resources and serves as the primary leader responsible for ensuring scalable, compliant, and efficient people processes.
The Director partners closely with executive leadership to drive employee experience, operational effectiveness, cost management, and organizational capability. While possessing functional knowledge across compensation, benefits, compliance, and HR technology, this role is not expected to be the deepest technical expert in every area. Success is achieved through strong leadership, effective prioritization, process excellence, and the development of internal talent and external partnerships.
The Director, People Operations & Total Rewards provides leadership and oversight for the organization's people infrastructure, including HR Operations, compensation, benefits, compliance, and HRIS governance. This position is responsible for ensuring the efficient delivery of HR services, maintaining regulatory compliance, optimizing technology and processes, and developing scalable programs that support both employees and business objectives.
The role leads continuous improvement efforts, manages key vendor relationships, develops internal capabilities, and partners across the organization to deliver a high-quality employee experience. This leader balances strategic thinking with operational execution and is focused on building sustainable systems and reducing organizational dependency on individual expertise.
Functional Competencies:
People Operations Leadership
HR service delivery
Employee lifecycle management
Process design and optimization
Operational effectiveness
Metrics and dashboard development
Project and change management
Avesis · Remote