Director of HR Operations

Director of HR Operations

St. Louis, MO, US

Are you a strategic and operational HR leader who thrives on building scalable systems, improving service delivery, and creating efficient processes that support business growth? Do you enjoy leveraging technology, data, and continuous improvement to enhance the associate experience and drive organizational effectiveness? If you are passionate about creating high-performing HR operations, leading teams, and delivering measurable business results, then this opportunity may be the perfect fit. Reporting directly to the Chief Human Resources Officer (CHRO), the Director of HR Operations serves as the operational backbone of the Human Resources function. This leader is responsible for the systems, processes, data governance, compliance programs, service delivery models, and technology partnerships that enable HR to operate efficiently and effectively across the organization.

A Day in the Life

HR Service Delivery & Shared Services

• Lead the HR service delivery model, ensuring associates and managers receive timely, accurate, and consistent HR support
• Establish and monitor service level agreements (SLAs) across all HR service categories
• Oversee HR case management processes, escalation protocols, and resolution standards
• Drive continuous improvement in service quality, response times, and associate satisfaction
• Maintain and enhance associate self-service resources, knowledge bases, and HR support tools
• Lead and develop the HR Shared Services team to deliver exceptional service

HR Technology & Systems Management

• Serve as the HR business owner for the HRIS and related HR technology platforms
• Partner closely with IT to establish governance, change management, and system enhancement processes
• Define business requirements, oversee user acceptance testing, and support system implementations
• Evaluate and recommend HR technology solutions that improve operational effectiveness
• Manage vendor relationships and maximize technology adoption across the organization
• Ensure HR systems are configured to support business objectives and associate needs

HR Data, Reporting & Analytics

• Establish and maintain HR data governance standards, controls, and processes
• Ensure the accuracy, consistency, and integrity of workforce data
• Oversee HR reporting, executive dashboards, scorecards, and workforce analytics
• Partner with Finance to align headcount reporting and workforce planning metrics
• Develop reporting capabilities that support strategic workforce decisions
• Conduct regular audits and drive improvements in data quality and reporting accuracy

Process Design & Continuous Improvement

• Design, document, and optimize core HR processes across the associate lifecycle
• Standardize processes to improve consistency, compliance, and associate experience
• Identify opportunities to automate manual tasks and streamline workflows
• Maintain process documentation, standard operating procedures, and operational guidelines
• Partner with HR Business Partners and Centers of Excellence to ensure effective process execution
• Drive operational excellence initiatives that improve efficiency and scalability

Program & Project Management

• Provide oversight for major HR initiatives, system implementations, and organizational projects
• Coordinate cross-functional efforts involving HR, IT, Finance, Legal, and external partners
• Ensure effective change management and communication strategies are incorporated into all HR initiatives
• Monitor project milestones, risks, resource allocation, and overall program performance
• Maintain visibility into the HR project portfolio and proactively address potential obstacles

HR Compliance & Regulatory Management

• Ensure compliance with federal, state, and local employment regulations
• Oversee regulatory reporting requirements, including EEO-1, ACA, VETS-4212, and related filings
• Maintain compliance calendars and monitor filing deadlines and training requirements
• Partner with Legal to assess regulatory changes and implement operational updates
• Maintain audit-ready documentation and HR records
• Monitor multi-state employment and leave law developments and ensure organizational compliance

Leadership & Team Development

• Build, lead, coach, and develop a high-performing HR Operations team
• Establish clear performance expectations, accountability measures, and development plans
• Foster a culture of service excellence, continuous improvement, and operational discipline
• Develop succession plans and strengthen organizational bench strength
• Partner with the CHRO on organizational design and future team growth strategies

Necessary Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Information Systems, or a related field required
• Master's degree or MBA preferred
• SHRM-SCP, SPHR, or equivalent senior HR certification preferred
• 8–10 years of progressive Human Resources experience
• Minimum 4 years of leadership experience in HR Operations, Shared Services, HR Technology, or related functions
• Demonstrated experience serving as a business owner for enterprise HRIS platforms such as Workday, UKG, SAP SuccessFactors, ADP Workforce Now, Dayforce, or similar systems
• Experience managing HR service delivery models, shared services, case management systems, and SLAs
• Experience overseeing HR compliance programs and regulatory reporting requirements
• Strong understanding of HR technology, data governance, reporting, and analytics
• Proven project management and process improvement expertise
• Ability to build strong partnerships with executive leaders, IT, Finance, Legal, and operational stakeholders
• Excellent communication, presentation, and relationship management skills
• Strong business acumen and strategic thinking capabilities
• Demonstrated ability to lead change and drive organizational adoption
• Highly organized with exceptional analytical, problem-solving, and leadership skills
• Proficiency with Microsoft Office and HR technology platforms

What We Can Offer You:

We are dedicated to the well-being of our associates and are proud to be consistently recognized as a Best Place to Work. Our compensation and benefits package not only supports our associates and their families but benefits local communities and communities around the world.

• Industry-leading performance-based bonus program
• Employee Stock Ownership Plan (ESOP)
• Traditional and Roth 401k
• Tuition reimbursement for associates
• Scholarship for associates' children up to $28,000 per child
• 1-month paid sabbatical after every five years of employment, plus $5,000 for travel
• 1-week paid volunteer leave each year
• 100% charitable match
• Medical, dental, and vision insurance coverage
• 100% paid 12-week maternity leave

At ARCO, our first core value is to treat people fairly and do the right thing. We are proud to be a drug-free workplace and an equal opportunity employer, and all qualified applicants will receive consideration for employment.

From recruiting, training, and hiring practices to selecting our subcontractors, we understand that the diversity of all those involved in the construction process enhances our ability to deliver the best solutions to our customers. We hire the best and the brightest from across the country – constructing a team of experts in architecture, design, engineering, project management, and business services.

MAKE YOUR MOVE

We are proud to be one of the fastest-growing, privately-owned companies in America, celebrating over 30 years of experience as design-build experts. We have completed over 7,500 design-build projects nationwide. We ranked #9 on ENR's Design-Build Firms list and #34 on ENR's Top 400 Contractors list of 2026. Most importantly, our clients like us, trust us, and want to do business with us. We are looking for people with the same enthusiasm, passion, and respect for the hard work that brought us to where we are today. Are you a person who can make a difference at ARCO? If the answer is "Yes!" we look forward to meeting you.

ARCO does not accept unsolicited resumes from individual recruiters or third-party recruiting agencies without pre