Director OF People

Brief Description JOB SUMMARY Weissman is seeking an experienced, business-minded Director of People Operations + Strategy to help shape how our People function supports the organization today and as we grow. This highly visible leadership role sits at the intersection of people strategy, business operations, and execution, partnering closely with our SVP of Human Resources and leaders across the organization to turn strategic priorities into practical, scalable solutions. You’ll lead the day-to-day operations of the People function while bringing a strong understanding of the business, financial impact, and employee experience to decisions affecting our workforce. This is an opportunity for a hands‑on People leader who enjoys both building strategy and making it work in practice. You’ll work across the full employee lifecycle, lead complex employee relations and compliance matters, strengthen HR systems and processes, develop meaningful people analytics, guide change initiatives, and continually look for ways to make our programs more efficient and effective. We’re looking for someone who can move comfortably between the big picture and the details, someone who can advise senior leaders, coach and develop the HR team, solve challenging operational problems, and create an employee experience that supports both our people and the business. JOB TITLE Director of People Operations + Strategy LOCATION Hybrid HYBRID POLICY 70% On-Site 30% Work‑from‑Home About Us For more than 60 years, Weissman has helped performance creators bring their visions to life. As a third-generation, family-owned company and a leader in the dance industry, we design and deliver beautiful, high-quality costumes, dancewear, and accessories that support dancers and the people who inspire them through every step of the journey from practice to performance. What makes Weissman special is the people behind the product. Our work brings together creative thinkers, technical experts, problem solvers, and collaborators across design, merchandising, product development, sourcing, marketing, sales, operations, and more. Because so much of what we do happens under one roof, our teams have the opportunity to work closely across functions, see ideas become reality, and understand how their individual contributions connect to our customers and the performers who ultimately take the stage. Our culture is grounded in curiosity, collaboration, accountability, and a willingness to keep getting better. We believe people with purpose are unstoppable, information fuels growth, and innovation sets us apart. We encourage our employees to ask questions, share ideas, take ownership of their work, and challenge what’s possible. Whether you’re developing a new product, improving a process, solving a customer need, or supporting the people who make it all happen, there is an opportunity to make an impact here. At Weissman, our customers are center stage in everything we do. We’re proud of our history, energized by where we’re going, and committed to building an environment where talented people can learn, contribute, grow, and do meaningful work together. Responsibilities Lead day-to-day People operations across all HR Centers of Excellence, including Talent Acquisition and Compensation, Learning + Development, Payroll and Benefits Administration, Performance Management, Employee Relations, and HR Compliance. Partner with the Senior Vice President of Human Resources to translate long-term people and business strategy into actionable operational roadmaps, project plans, priorities, and execution goals. Serve as a strategic and consultative partner to senior leaders across the organization, applying strong business and financial acumen to workforce planning, labor costs, retention, compensation, and other people-related decisions. Lead the execution of organizational change initiatives, including structural changes, technology implementations, and evolving business practices, while supporting effective adoption and minimizing operational disruption. Provide hands‑on leadership and development to the HR team by resolving operational challenges, improving cross-functional handoffs, establishing standard operating procedures, and building team capabilities. Serve as the primary escalation point for complex employee relations matters, workplace investigations, policy exceptions, payroll issues, employment‑related risks, and other sensitive People matters. Establish and monitor meaningful People metrics and dashboards, using workforce analytics and operational data to identify trends, evaluate program effectiveness, inform headcount planning, and support business and financial decisions. Continuously evaluate and improve HR processes, workflows, systems, and administrative practices, leveraging automation and technology to increase efficiency, strengthen data integrity, and reduce administrative burden. Drive a thoughtful, employee‑centered approach to the employee experience by strengthening onboarding, performance management, internal communications, engagement, retention, and other key employee lifecycle programs. Lead day‑to‑day employment compliance and risk management across multiple state jurisdictions, including employment law, regulatory reporting, workplace safety, HCM administration, policy updates, data auditing, and scalable compliance practices. Qualifications Education Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, or a related field preferred; equivalent experience will also be considered. Experience 10+ years of progressive Human Resources or People Operations experience required. 4 to 6 years of experience in a hands‑on operational leadership role with direct responsibility for the end‑to‑end employee lifecycle required. Demonstrated experience leading HR operations across multiple functional disciplines and partnering with senior business leaders to translate strategy into practical execution. Experience managing complex employee relations matters, workplace investigations, organizational change, and multi‑state employment compliance. Hands‑on experience with HCM administration, HR technology, workflow automation, process improvement, and People Analytics. Knowledge, Skills + Abilities Demonstrated ability to move effectively between high‑level strategy and detailed operational execution, with strong judgment, accountability, and the ability to independently lead day‑to‑day HR operations. Strong business and financial acumen, including experience managing departmental budgets, evaluating labor costs, and understanding the financial impact of workforce decisions. Advanced knowledge of multi‑state employment laws, regulatory requirements, compliance frameworks, and employment‑related risk mitigation. Exceptional emotional intelligence, communication, mediation, and problem‑solving skills, with the ability to navigate complex and ambiguous employee relations situations. Strong leadership and coaching capabilities, with demonstrated success partnering with functional HR leaders, developing SOPs, improving team effectiveness, and building scalable operating practices. WHAT DO WE OFFER? We believe great work starts with supporting our people. As a full‑time Weissman employee, you’ll have access to a comprehensive benefits package designed to support your health, financial well‑being, time away from work, and continued growth. Health + Wellness: Medical, dental, and vision coverage, including company‑paid vision insurance for employees and eligible dependents and a company‑funded Health Reimbursement Arrangement (HRA). Financial Security: 401(k) retirement plan with a company match, plus employer‑paid life, AD+D, Short‑Term Disability, and Long‑Term Disability benefits. Paid Time Away: 88 hours of PTO upon hire, increasing with tenure, plus Short Notice PTO and nine company‑paid holidays. Family Support: Paid parental and adoption leave for eligible employees. Learning + Career Growth: Professional development through the Momentum Series, Weissman Learning Studio, unlimited LinkedIn Learning, Career Pathways, tuition reimbursement, and certification assistance. Employee Assistance Program: Free and confidential resources for employees and household members, including counseling, financial planning, legal assistance, mental health resources, and personal growth support. Competitive Compensation: A Market‑Plus compensation philosophy designed to target pay above the market median while recognizing performance, internal equity, and individual impact. Weekly Pay: Employees are paid every week. #J-18808-Ljbffr