Director of HR Operations

We have partnered with a wonderful client in the manufacturing and consumer products industry that is seeking an experienced Director of HR Operations. Candidates with industry experience will be strongly considered. The Director of HR Operations provides strategic and operational leadership across core people processes, employee relations, HR programs, compliance, total rewards, and workforce practices. This role ensures HR operations are consistent, responsive, practical, and aligned with business strategy while delivering a positive employee experience. Build trust with leaders and employees through responsive, thoughtful partnership. The Director works across HR, Finance, Legal, and the broader business to provide practical guidance, strengthen people systems, improve execution, and support the organizations continued growth.Salary: $160,000-$170,000 base + bonusBenefits: Full BenefitsWork Schedule: HybridIndustry Experience Required: Manufacturing/Consumer ProductsResponsibilties:HR Business PartnershipProvide guidance and coaching to leaders on employee relations, performance, organizational effectiveness, and people decisions.Build trusted relationships throughout the organization and provide responsive, solutions-oriented support.Help leaders translate business priorities into effective workforce and people practices.Employee Relations and Leader SupportEnsure employee relations matters are managed consistently, appropriately, confidentially, and in compliance with applicable laws and company policies.Coach leaders through performance concerns, workplace issues, investigations, corrective action, and other employee matters.Promote consistent application of policies, expectations, and leadership practices across the organization.Establish service standards and practical tools that help leaders navigate employee issues effectively.Partner with HR colleagues and Legal, as appropriate, on complex or sensitive matters.HR Operations, Programs, and TechnologyLead and continuously improve HR operations, annual people cycles, and employee-support processes.Support the identification, design, implementation, and evaluation of HR programs, processes, and technology.Ensure HR systems and processes are accurate, efficient, scalable, and easy for employees and leaders to use.Identify opportunities to improve the employee experience and strengthen operational effectiveness.Establish appropriate controls, documentation, reporting, and governance for core HR processes.Benefits and Total RewardsServe as a key stakeholder in compensation, benefits, and total rewards programs.Partner with HR and Finance to support market alignment, internal equity, attraction, retention, and employee understanding of rewards programs.Support annual compensation review, incentive, benefits, and related processes.Help ensure total rewards programs are practical, competitive, compliant, and aligned with business needs.Policy, Compliance, and Risk ManagementMaintain employment policies, practices, and controls that are compliant, consistent, and aligned across the organization.Monitor changes in employment regulations and recommend updates to policies and practices.Partner with Legal and other stakeholders to identify and mitigate employment-related risks.Promote clear, consistent, and well-documented HR practices across locations and employee populations.Organizational Design and Workforce PlanningParticipate in organizational design and workforce planning initiatives.Partner with leaders to evaluate structure, roles, capabilities, staffing needs, and workforce investments.International and Emerging Workforce SupportLead or coordinate international employment and workforce practices, including employment administration, immigration, global mobility, and related vendor partnerships.Ensure international employment matters have clear governance, appropriate risk management, and expert support.Monitor emerging workforce risks and recommend practical solutions to support the organizations evolving needs.Requried QualificationsBachelors degree in Human Resources, Business Administration, or a related field; advanced degree or HR certification preferred.8+ years of progressive HR experience, including significant experience in HR operations, employee relations, and HR business partnership.Experience supporting leaders across multiple functions, locations, or employee populations.Strong knowledge of employment practices, HR compliance, compensation, benefits, and performance management.Experience implementing or improving HR programs, processes, systems, and technology.Demonstrated ability to manage sensitive employee relations matters with sound judgment, discretion, and consistency.Experience with workforce planning, organizational design, and change management.International HR or global employment experience preferred.Strong communication, coaching, influencing, and relationship-building skills.Ability to balance strategic thinking with hands-on execution in a growing organization.RequiredManufacturing/Consumer Products industry experienceIf you meet the required qualifications and are interested in this role, please apply today. The Solomon Page Distinction Our teams, comprised of subject matter experts, develop an interest in your preferences and goals and we act as an advisor for your career advancement. Solomon Page has an extensive network of established clients which allows us to present opportunities that are well-suited to your respective goals and needs this specialized approach sets us apart in the industries we serve. About Solomon Page Founded in 1990, Solomon Page is a specialty niche provider of staffing and executive search solutions across a wide array of functions and industries. The success of Solomon Page reflects an organic growth strategy supported by a highly entrepreneurial culture. Acting as a strategic partner to our clients and candidates, we focus on providing customized solutions and building long-term relationships based on trust, respect, and the consistent delivery of excellent results. 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