Operations & HR Director

Overview Digital Harbor Foundation is dedicated to fostering learning, creativity, productivity, and community through education with a vision of digital equity for everyone. Driven by our sincere belief that access to opportunity is a basic right, we take bold yet practical actions to support making a better future now. Through a portfolio of projects focused on developing leadership within communities, we support those closest to challenges to take deliberate actions based on a design thinking approach, backed by data analysis, grounded in a practice of collective impact, and driven by a commitment to racial equity. The Operations & HR Director provides strategic leadership for the organization’s HR and operational infrastructure. This role is responsible for designing, implementing, and continuously improving systems that support a high-performing, compliant, and mission-driven organization. Core areas of ownership include onboarding and offboarding systems, HR templates and documentation, performance management infrastructure, and operational workflows. The Operations & HR Director serves as a senior leader and thought partner to the Chief Operating Officer (COO), and plays a critical role in organizational planning, culture-building, and continuous improvement. This role is ideal for someone who thrives in environments where systems must be built, tested, and refined over time and who brings both strategic vision and operational rigor. Education and Experience Requirements Bachelor’s degree required; Master’s preferred in Human Resources, Business Administration, Organizational Development, or a related field. 8+ years of progressive experience in human resources, operations, or organizational management. 3+ years of people management and/or team leadership experience. Experience in nonprofit, education, or technology environments strongly preferred. Demonstrated success building organizational systems, workflows, and documentation from the ground up. Knowledge, Skills and Abilities Advanced interpersonal and ethical judgment in handling highly sensitive and confidential matters. Exceptional written and verbal communication skills with the ability to translate complex concepts into clear guidance and documentation. Strong systems-thinking and process-design capability, with a continuous improvement mindset. Strategic planning and project management skills, including the ability to set priorities and lead cross‑functional initiatives. Ability to influence and partner with senior leadership and managers across the organization. Strong analytical and problem‑solving skills with a bias toward scalable solutions. Proficiency with HRIS platforms and productivity tools (Google Workspace). Additional Notes This position is fully remote, but will require in‑person attendance at meetings as often as quarterly. This position supports departments, executives, and projects which may require availability during ET (Eastern Time Zone) hours. Role and Responsibilities Organizational Systems & Infrastructure (Strategic Ownership) Design, implement, and continuously improve organization‑wide HR and operations systems, including onboarding, offboarding, performance management, and employee lifecycle workflows. Identify gaps in infrastructure and proactively develop solutions through policies, procedures, templates, and technology. Establish documentation standards and maintain a centralized, accessible knowledge base for HR and operations. Lead testing, refinement, and iteration of systems to ensure usability, compliance, and scalability. Human Resources Strategy & Leadership Serve as senior HR leader and trusted advisor to executive leadership and people managers. Develop and oversee HR policies and practices that support equity, inclusion, compliance, and organizational effectiveness. Provide guidance on employee relations, performance management, and corrective action processes. Ensure alignment between organizational values and HR practices. Recruitment & Talent Systems Lead recruitment strategy and execution, including workforce planning, equitable hiring practices, and selection processes. Oversee and continuously improve onboarding systems and manager enablement tools. Ensure compliance with employment eligibility and hiring regulations (including USCIS Form I‑9 requirements). HR Technology & Data Provide executive‑level oversight of HRIS and benefits systems (Paycom, Carefirst, Health Equity, UNUM). Ensure integrity of HR data and reporting; use data to inform decision‑making and process improvements. Evaluate and recommend new platforms or tools to enhance efficiency and employee experience. Benefits & Total Rewards Administration Provide strategic oversight of benefits administration and annual open enrollment. Lead communication strategy and employee education regarding benefits and compensation‑related processes. Partner with brokers and vendors to evaluate benefit offerings and cost‑effectiveness. Performance Management & Organizational Development Own and evolve the performance management framework, including evaluation cycles, tools, and training. Partner with managers to build strong feedback cultures and ensure consistent application of performance processes. Develop and maintain templates and guidance materials to support managers and employees. HR Compliance & Risk Management Ensure compliance with federal, state, and local employment laws and regulations. Oversee personnel file systems, audits, and documentation protocols. Develop and maintain compliance procedures and internal controls. Operations Leadership Lead documentation and standardization of operational processes to ensure continuity and clarity. Partner with the COO on organizational planning and operational risk mitigation. Leadership & Cross‑Functional Collaboration Lead cross‑functional initiatives related to organizational systems, change management, and process improvement. Serve as a key contributor to senior leadership discussions related to culture, structure, and growth. Ad‑Hoc, Incidental Tasks, Projects, or Reports Lead special initiatives related to organizational systems, compliance, or infrastructure as assigned. Prepare reports and analyses for senior leadership, as needed. Other Duties Please note that this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time or new ones may be assigned, with or without notice. Compensation The expected salary range for this full‑time position is $80,000 – $95,000 annually, depending on experience and qualifications. In exceptional cases, compensation outside of this range may be considered based on the candidate’s skills, experience, and overall fit. Digital Harbor provides a best‑in‑class comprehensive set of benefits to support the team. All regular, full‑time employees are eligible for to receive: Health Benefits & Insurance Carefirst Blue Cross Blue Shield - Health, Dental, and Vision Insurance (100% of the premium paid for employees and 85% of dependents) Pre‑Tax Health Savings Account (HSA) (with $365 monthly employer contributions) Pre‑Tax Flexible Savings Account (FSA) Paid Accidental Death & Dismemberment (AD&D) Insurance Paid Short‑Term & Long‑Term Disability Insurance Paid Basic Life Insurance Supplemental Voluntary Life Insurance (Employee, Spouse & Dependent Children) Total Pet Plan and Supplemental Wishbone Pet Insurance Employee Opportunity Program (EAP) - Health and Wellness Wellness Reimbursement Program Retirement 401k Retirement Plan (with 6% matching) Paid Time Off 15 Days Paid Time Off Per Year 20 Days Paid Time Off Per Year (after 3rd Anniversary) 25 Days Paid Time Off Per Year (after 6th Anniversary) 16 Paid Holidays (14 common plus 2 flexible holidays, including Dec 25 - Jan 1) Paid Bereavement Leave Paid Parental Leave for Moms and Dads (two weeks after first year) Digital Harbor is an equal opportunity employer. #J-18808-Ljbffr