Director of People Operations (Metairie)

Director of People Operations

Candidate Profile

Job Title: Director of People Operations

Search Type: Confidential search conducted by Stoneway Talent Solutions

The Opportunity:

Our client is seeking a visible, approachable People Operations leader who can translate business needs, employee insights, and employment requirements into practical people strategies that strengthen the organization. This is not a traditional policy-desk position, nor is it a role defined by annual HR cycles. It is an opportunity for a hands-on leader who treats people strategy as a business discipline, earns trust across every level of the organization, and makes People Operations a place employees and leaders engage early rather than as a last resort.

Opportunity Overview:

The People Operations Director will own employment administration and the systems, practices, and insights that support a consistent, compliant, and high-performing employee experience. The role will partner closely with leaders across Safety & Risk, Benefits & Wellness, Talent Attraction, Employee Experience, Employee Resources, and Learning & Development.

Compliance is a non-negotiable foundation of the position, but it is not its ceiling. The Director will also be accountable for strengthening manager capability, improving retention and engagement, maintaining reliable people data, and identifying organizational risks before they become escalations, resignations, or claims.

The right candidate will bring sound judgment, working knowledge of employment law, fluency in people systems and data, and a record of building programs rather than simply administering them. Just as important, they will be approachable, direct, solutions-oriented, and energized by the opportunity to build something meaningful within our client’s high-growth culture.

Leadership Mandate:

• Make People Operations visible, approachable, responsive, and closely connected to the day-to-day realities of the business.

• Build trust with employees and leaders by listening carefully, responding directly, maintaining appropriate confidentiality, and closing the loop.

• Strengthen manager capability through practical coaching, clear expectations, and support during difficult employee situations.

• Maintain disciplined, audit-ready employment practices across multiple locations and jurisdictions.

• Use people data and organizational patterns to identify emerging risks, determine root causes, and recommend action.

• Build compensation structures, systems, workflows, and operating practices that can support continued regional growth.

• Challenge leadership constructively when decisions or practices could create unintended consequences for employees, culture, compliance, or the business.

• Lead through challenges with a solutions-first mindset and address difficult conversations early.

• Develop and support a capable, trusted, and accountable People Operations team.

• Protect the employee experience through practical judgment, consistency, urgency, and reliable follow-through.

What This Director of People Operations Will Own:

Culture, Engagement & Leadership

• Serve as a resource, coach, and trusted confidant to the People Operations team while establishing clear expectations and meaningful accountability.

• Coach leaders through difficult employee conversations, helping them address issues directly while strengthening their ability to manage and develop their teams.

• Connect themes across departments, locations, and business units to identify organizational patterns that individual leaders may not see independently.

• Bring forward difficult feedback when necessary and help leaders understand the people and business implications of their decisions.

• Advocate appropriately for employees while balancing consistency, organizational standards, business realities, and long-term outcomes.

• Establish reliable communication and follow-through so employees and leaders understand what happened after raising a concern, asking a question, or providing feedback.

• Reinforce a consistent standard for how employees are led, supported, developed, and held accountable across the organization.

• Address difficult conversations early and approach challenges with a practical, solutions-first mindset.

• Help create an environment where employees are comfortable seeking guidance without viewing People Operations as a punitive or inaccessible function.

Total Rewards, Systems & People Data

• Own the organization’s compensation structure, including market benchmarking, job and salary architecture, salary bands, offer guidelines, annual compensation reviews, and periodic pay equity analysis.

• Partner with business and finance leaders to ensure compensation decisions are competitive, consistent, financially responsible, and aligned with organizational needs.

• Own HRIS data integrity, workflow design, reporting practices, access controls, and audit-ready employment records.

• Identify opportunities to automate manual workflows, simplify processes, and improve the employee and manager experience without weakening controls.

• Establish clear ownership and quality standards for employee data throughout the employment lifecycle.

• Prepare accurate, timely people analysis covering headcount, voluntary and involuntary turnover, retention, time to fill, cost per hire, absenteeism, and engagement trends.

• Deliver monthly reporting that explains the risk, root cause, business impact, and recommended action rather than presenting numbers without context.

• Translate people data into clear decisions, priorities, and interventions that leaders can understand and act upon.

• Evaluate whether People Operations systems, structures, and workflows can support continued regional growth and recommend improvements before capacity becomes a constraint.

Compliance, Employee Relations & Risk Management

• Maintain compliance with applicable federal, state, and local employment requirements, including FLSA, FMLA, ADA, Title VII, EEO, USERRA, OSHA-related employment obligations, and applicable state requirements.

• Own I-9 and E-Verify administration, required employment postings, records-retention practices, EEO-1 reporting, and other required employment filings.

• Maintain the integrity, confidentiality, accessibility, and appropriate separation of personnel records, medical documentation, investigation materials, and other sensitive employment information.

• Administer leaves of absence, workplace accommodations, employee grievances, and unemployment claims from initial intake through documentation and resolution.

• Conduct prompt and impartial workplace investigations, maintain clear supporting documentation, and engage legal counsel when the nature or risk of a matter warrants additional guidance.

• Maintain current job descriptions, employment policies, employee records, and required HR training.

• Ensure payroll practices, employee classifications, timekeeping records, and wage-and-hour documentation withstand internal and external review.

• Monitor regulatory developments across the organization’s operating footprint and translate changes into timely updates to policies, practices, systems, and training.

• Provide leaders with guidance that protects the organization while avoiding an automatic or unnecessarily restrictive “no.”

• Recognize when a matter requires confidentiality, escalation, legal review, or immediate intervention and act with appropriate urgency.

Business Partnership & Organizational Problem Solving

• Stay connected to the work by attending operational meetings, walking offices and jobsites as appropriate, and understanding the day-to-day realities affecting each team.

• Build trusted relationships across corporate, operational, and field environments rather than managing People Operations primarily through email, reports, or scheduled meetings.

• Monitor early indicators such as absenteeism, manager turnover, complaints, exit-interview themes, regrettable departures, employee-relations patterns, and recurring policy questions.

• Distinguish isolated events from broader organizational patterns and determine when the business needs a targeted intervention or systemic solution.

• Bring leadership the issue, supporting evidence, likely root cause, organizational risk, and recommended course of action before a problem becomes an escalation, resignation, or claim.

• Develop practical solutions when recurring patterns indicate a gap in leadership capability, policy, communication, training, systems, or organizational design.

• Balance employee advocacy, business needs, compliance requirements, and cultural expectations without losing credibility with any one stakeholder group.

• Follow issues through implementation and evaluate whether the intervention produced the intended result.

People Operations Team & Cross-Functional Partnership

• Clarify responsibilities, decision rights, workflows, and handoffs across the broader people function.

• Partner effectively with Safety & Risk, Benefits & Wellness, Talent Attraction, Employee Experience, Employee Resources, and Learning & Development.

• Prevent gaps or duplication by establishing clear ownership for work that crosses multiple people-related functio]]> <