Director, Human Resources Operations

Job Description

Job Description

Description:

POSITION SUMMARY:

Under the general supervision of the VP of Human Resources, the Director, Human Resources Operations provides strategic oversight and hands-on leadership of the HR Service Center. This role is responsible for managing and developing the HR Service Center team, driving operational excellence across core HR functions, and serving as a subject matter expert on HR policy, employment law compliance, and employee relations. The Director leads performance management programs, oversees onboarding and offboarding administration, coordinates reductions in force, and ensures the HR Service Center delivers timely, accurate, and legally compliant support to employees and managers across the organization. This position partners closely with HR leadership and internal stakeholders to implement department strategy, monitor key metrics, and continuously improve HR processes and documentation.

PRIMARY DUTIES AND RESPONSIBILITIES:

• Oversee current and future talent needs of the HR Service Center team, ensuring the function is appropriately staffed and resourced to support the organization.
• Supervise, mentor, and develop all assigned direct reports, fostering a culture of accountability, collaboration, and continuous improvement within the HR Service Center.
• Implement department strategy objectives and track progress through key HR metrics; develop and present data analytics and trend reporting to management and internal stakeholders as needed.
• Execute the organization’s human resources performance management, including planning, communication, HRIS configuration, launch, tracking, and ongoing monitoring to ensure legal compliance.
• Lead the coordination and execution of the reduction in force (RIF) process, partnering with legal and business leadership to ensure compliant and consistent implementation.
• Ensure the HR Service Center monitors and maintains accuracy of data within the HRIS system, communicating methods to correct errors and following through on all updates.
• Oversee the team managing onboarding and offboarding administration, including timely processing of benefit approval notifications within the payroll system and New Hire Orientations that foster a positive first impression of the organization.
• Provide guidance to HR Generalists, managers, and employees when complex, specialized, or sensitive matters arise, including reasonable accommodations, investigations of alleged wrongdoing, disciplinary actions, and terminations.
• Assess and help leaders understand and administer personnel policies, programs, and procedures; oversee that all disciplinary meetings, terminations, investigations, and exit and stay interviews are conducted in accordance with the company handbook and applicable law.
• Ensure collaboration across the HR team in interpreting and adhering to policies and practices; train, support, and mentor HR staff to build consistency and capability across the function.
• Ensure the HR Service Center responds to employee and manager inquiries through the HR Service Now portal in a timely manner, overseeing quality and completeness of all follow-up.
• Collaborate with Education & Development on career development programs and initiatives that create internal growth opportunities for employees across the organization. 
• Create and deliver training presentations on Human Resources topics to employees and managers as needed.
• Manage leave vendor relationships and all internal leave-related documentation and communications.
• Contribute to the creation of HR content for the company newsletter and other internal communications on a weekly to bi-weekly basis.
• Ensure the accuracy and currency of all HR files, records, and documentation through the use of current and evolving best-practice processes.
• Maintain compliance with federal, state, and local employment laws and regulations; review and update policies and standard operating procedures (SOPs) on an ongoing basis to reflect regulatory changes and best practices.
• Maintain a solid working knowledge of applicable employment laws including ACA, HIPAA, FMLA, FLSA, and related federal and state labor, employment, and wage-and-hour requirements.
• Stay current on trends, regulatory changes, and emerging technologies in human resources, talent management, and employment law.
• Maintain regular and reliable attendance, including being present, on time, and prepared for work as scheduled.
• Other duties as assigned - Duties, responsibilities and activities may change or new ones may be assigned at any time with or without notice.

EXPERIENCE AND EDUCATIONAL REQUIREMENTS:

• Bachelor’s degree in human resources, Business Administration, or related field preferred.
• Master’s degree preferred.
• A minimum of 5 years of management experience in a Human Resources department.
• SHRM-SCP or SPHR preferred.

MINIMUM SKILLS, KNOWLEDGE AND ABILITY REQUIREMENTS:

• Excellent verbal and written communication skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Strong analytical and problem-solving skills.
• Ability to prioritize tasks and delegate them when appropriate.
• Ability to act with integrity, professionalism, and confidentiality.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
• Knowledge of principles and methods for curriculum and training design, instruction delivery, and training evaluation.
• Ability to act with tact and diplomacy in sensitive situations.
• Excellent time management and organizational skills.
• Ability to work independently and collaboratively.

Physical Demands:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• While performing the duties of this job, the employee is regularly required to sit.
• The employee must occasionally lift and/or move up to 10 pounds.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

Schedule:

• Must be flexible on schedule and hours.
• Some Travel may be required.

CareMetx considers equivalent combinations of experience and education for most jobs. All candidates who believe they possess equivalent experience and education are encouraged to apply.

At CareMetx we work hard, we believe in what we do, and we want to be a company that does right by our employees. Our niche industry is an integral player in getting specialty products and devices to the patients who need them by managing reimbursements for those products, identifying alternative funding when insurers do not pay, and providing clinical services.

CareMetx is an equal employment opportunity employer. All qualified applicants will receive consideration for employment and will not be discriminated against based on race, color, sex, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, ancestry, or national or ethnic origin.

Artificial Intelligence in Our Recruiting and Employment Process

CareMetx uses artificial intelligence and automated decision-making technology to support parts of our recruiting, hiring, and employment process, including screening applications, scheduling interviews, and evaluating candidate qualifications. These tools support, not replace, human judgment. A qualified member of our team reviews and makes all final hiring and employment decisions.

CareMetx does not develop or use AI tools with the intent to discriminate against applicants or employees on the basis of race, color, religion, sex, age, sexual orientation, national origin, disability, veteran status, or any other protected characteristic.

Requirements: