Sr. Director- HR Business Process Operations

Are you looking to Optimize your life? Start your exciting path to a rewarding career today! We are Optimum, a leader in the fast-paced world of connectivity, and we're seeking driven and enthusiastic professionals to join our team, empower lives, fuel businesses, and drive innovation. Connectivity is now longer a luxury, but a necessity. A career at Optimum means you'll be enabling progress and enhancing lives by providing reliable, high-speed connectivity solutions that keep the world connected. Our successes, now and in the future, are powered by our amazing product, a commitment to our people and culture, and the connections we make in our communities. If you are resourceful, collaborative, and passionate about delivering consistent excellence, Optimum is for you!Job Summary 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.Responsibilities HR Project & Program Management 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. HRBP & COE Coordination 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. HR Technology Planning 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. HR Data Analytics & Insights 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. HR Collision Calendar & Engagement Coordination 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. Workforce Management Support 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. Qualifications Required 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. Preferred 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). Core Competencies Systems Thinking: Sees across functions and connects the dots between people, process, and strategy. Operational Excellence: Drives structure and discipline in execution without sacrificing agility. Influence Without Authority: Builds trust and alignment across peers and stakeholders at all levels. Analytical Acumen: Translates data into insight and insight into action. Executive Presence: Communicates clearly and confidently with senior leaders and the CHRO. Collaborative Leadership: Brings teams together and creates conditions for high-performance delivery. At Optimum, every action and interaction we take part in, is driven by our three Guiding Principles: Do What’s Right, Drive One Optimum, and Make It Happen. These aren’t just words, they help us build trust, create real community, and embrace new ways of thinking. Our employees are empowered to do the right thing for our customers and co-workers and to recognize and reward these behaviors when we see them. It’s all part of the bigger picture of “Be The Difference” where each employee knows they have the power to enact real change, share new ideas, and understand that learning never stops. If you have the drive to succeed and are ready to embark on a thrilling career, seize this opportunity today, and join our winning team. Together, we'll shape the future of connectivity. All job descriptions and required skills, qualifications and responsibilities for a particular position are subject to modification by the Company from time to time, in the Company’s discretion based on business necessity. We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, national origin, religion, age, disability, sex, sexual orientation, gender identity or protected veteran status, or any other basis protected by applicable federal, state, or local law. The Company provides reasonable accommodations upon request in accordance with applicable requirements. Optimum collects personal information about its applicants for employment that may include personal identifiers, professional or employment related information, photos, education information and/or protected classifications under federal and state law. This information is collected for employment purposes, including identification, work authorization, FCRA-compliant background screening, human resource administration and compliance with federal, state, and local law. Applicants for employment with the Company will never be asked to provide money (even if reimbursable) as part of the job application or hiring process. Please review our Fraud FAQ for further details. Pay is competitive and based on a number of job-related factors, including skills and experience. The starting pay rate/range at time of hire for this position in New York is $161,186.00 - $230,265.00 / year. For other locations, please inquire with your recruiter. The rates/ranges provided herein are the anticipated pay at the time of hire, and do not reflect future job opportunity.