Director OF Operations

Division: Headquarters Project Location(s): New York, NY 10001 USA Minimum Years Experience: 10 Travel Involved: 0-10% Job Type: Regular Job Classification: Experienced Education: Bachelors Degree Job Family: Community and Citizenship Compensation: Salaried Exempt Position Description Serve as enterprise operational leader to translate Inclusion strategy into disciplined execution, measurable outcomes, and scalable business practices across organization. Partner closely with Inclusion leadership to build and implement functional operating model, including governance, enterprise program execution, workforce planning integration, executive reporting, operational risk management, team leadership, and cross-functional alignment. Bring structure, accountability, and execution excellence to broad portfolio of enterprise initiatives, embedding Inclusion priorities into business and talent processes, leadership practices, and organizational decision-making. Essential Duties & Key Responsibilities Lead enterprise operating model for Inclusion, translating strategic priorities into clear plans, accountable workstreams, measurable milestones, and sustained execution. Develop annual operating plans, implementation roadmaps, governance routines, and performance standards aligned to enterprise priorities and business needs. Drive operational discipline across Inclusion portfolio, including Talent Insight Reporting, Inclusion Action Committee (IAC), Employee Resource Groups (ERGs), Inclusion Advocate Network (DAN), Inclusive Leadership Academy (ILA), workforce development, leadership development, and planning initiatives. Establish consistent execution practices across programs, stakeholders, and business locations to improve scalability, alignment, and impact. Identify opportunities to modernize Inclusion function through stronger governance, improved data practices, streamlined processes, clearer accountability, and enhanced integration with business and talent priorities. Design and manage enterprise governance structures, reporting cadences, decision‑making forums, accountability processes, and escalation protocols. Lead quarterly business reviews, program assessments, and operational performance discussions to evaluate progress, monitor program health, participation, effectiveness, stakeholder experience and business relevance; identify risks and recommend improvements that increase impact, sustainability and continuous drive continuous improvement. Serve as operational owner of the Talent Insight Reporting process, with disciplined execution, stakeholder alignment, data integrity, executive reporting and accountability for workforce action plans. Partner with Human Resources (HR), Talent Management (TM), HR Analytics, and business leaders to translate workforce data into actionable insights related to representation, succession, mobility, development pipelines, promotion trends, and workforce planning commitments. Partner with analytics resources to develop executive‑ready reporting, dashboards, summaries, and recommendations that inform leadership decisions. Lead operational integration across enterprise Inclusion portfolio to ensure aligned, sequenced, resourced, measured, and connected programs to broader business priorities. Manage enterprise Inclusion operating calendar, ensuring coordination across major initiatives, reporting cycles, leadership forums, communications, and stakeholder commitments. Manage program budgets, vendor relationships, resource planning, and operational risks to ensure responsible stewardship and effective delivery. Provide enterprise leadership, governance, and operational direction for Employee Resource Groups and Inclusion Advocate Network; establish standards for strategic planning, leader onboarding, membership engagement, leadership capability, impact measurement, best practice sharing and alignment to enterprise priorities. Lead operational strategy and execution for the ILA, including cohort planning, participant selection, vendor management, budget oversight, communications, program delivery, evaluation, and reporting. Develop and maintain enterprise dashboards, scorecards, executive summaries, quarterly reviews, and performance reporting for Inclusion priorities; establish and refine key performance indicators that measure program execution, workforce trends, participation, leadership engagement, and business impact. Translate workforce analytics, engagement data, program outcomes, and stakeholder feedback into clear insights, risks, and recommendations for senior leadership; ensure reporting moves beyond activity tracking to meaningful analysis, decision support, and accountability. Support enterprise sustainability, ESG, and other external or internal reporting requirements as appropriate. Build trusted partnerships across HR, TM, Knowledge & Learning, Legal, Operations, Business Center leadership, Inclusion Action Committee sponsors, ERG leaders, Inclusion Advocates, and other key stakeholders. Influence senior leaders and cross‑functional partners to align priorities, remove barriers, make decisions, and follow through on commitments; represent Inclusion function in cross‑functional forums. Lead, coach, and develop Inclusion team members, by establishing clear priorities, roles, workflows, performance expectations, and accountability standards; manage team capacity, workload, development and execution routines to ensure high‑quality delivery across enterprise priorities while fostering a culture grounded in collaboration, operational discipline and continuous improvement. Identify operational, workforce, reputational, legal, and program risks related to Inclusion initiatives; partner with Legal, HR, and Inclusion leadership to ensure programs align with applicable laws, regulations, company policies, and evolving external expectations. Monitor workforce, industry, regulatory, and business trends to inform program design, leadership recommendations, and the ongoing evolution of the Inclusion function. Represent the organization at internal and external meetings, conferences, and professional events as appropriate. Leverage AI‑enabled tools and technology platforms to improve program data collection, automate reporting workflows, and enhance the scalability and efficiency of Inclusion program operations. Supervise team members and participate in hiring process, onboarding, and deliver timely performance feedback for direct reports, contribute to performance appraisals during annual performance cycle, utilize talent management systems. Other activities, duties, and responsibilities as assigned. Qualifications Bachelor’s Degree from accredited program in Human Resources, Organizational Development, Business Administration, Psychology, Communications, or a related field of study, with a minimum of 10 years of progressive experience in Inclusion, operations, leadership, enterprise program management, workforce planning, talent management, organizational development, Human Resources, or equivalent combination of education, training, and experience; Master’s Degree preferred but not required Project Management Professional (PMP), Prosci Change Management, or equivalent enterprise program management certification, a plus Construction industry experience or familiarity with operational structures, field‑based workforces, and Business Center/Business Unit organizational models, a plus Experience leading enterprise‑wide initiatives, managing complex cross‑functional portfolios, building governance and accountability systems, and translating strategy into measurable execution Working experience with workforce planning, succession planning, talent analytics, executive reporting, and leadership‑facing presentation development Ability to lead teams, develop talent, set operational standards, and drive performance through others Strong understanding of Inclusion concepts, workplace practices, talent processes, workforce analytics, change management, and continuous improvement Exceptional business acumen, executive presence, judgment, and ability to influence outcomes across functions and leadership levels Advanced analytical, problem‑solving, planning, and decision‑support capabilities Presentation delivery with professional verbal, written, facilitation and communication skills; able to engage across organizational levels including executive levels Proficient computer skills, Microsoft Office suite of applications, reporting tools, collaboration platforms, and Artificial Intelligence (AI) enabled productivity tools Some travel required Physical Demands While performing the duties of this job, the employee is frequently required to sit; use hands to finger, handle, or feel objects, tools, or controls; talk and hear. The employee regularly is required to be mobile and able to reach with hands. Employee frequently uses computer keyboard, regularly travels both short and long distances via a variety of conveyances, and occasionally perform work on‑site at construction work sites and office locations, and/or off‑site venues. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, peripheral vision, depth perception, and the ability to adjust focus. Employee views computer monitor frequently. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. Work Environment: While performing the duties of this job, the employee regularly works in the office. The noise in these work environments is usually quiet to moderate in an office setting. While performing the duties of this job, the employee occasionally works at construction work sites where the employee is exposed to moving mechanical parts; high precarious places; fumes or airborne particles; outside weather conditions and risk of electrical shock. The noise in these work environments is usually moderate to loud. The employee is required to work in compliance with company safety policies, procedures, and applicable laws. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job. The salary range for this position in NYC is estimated to be $172k - $200K. The salary range for this position in San Francisco is estimated to be $172K - $200K. The salary range for this position in Boston is estimated to be $156K - $190k The salary range for this position in Connecticut is estimated to be $156K - $190k. The salary range for this position in Seattle is estimated to be $ 156K - $190k. The salary range for this position in Denver is estimated to be $156K - $190K. The salary range for this position in New Jersey is estimated to be $156K - $190K. The salary range for this position in Washington DC is estimated to be $156K - $190K. The salary range for this position in San Diego is estimated to be $156K - $190K. The salary range for this position in Los Angeles is estimated to be $156K - $190K. The salary range for this position in Chicago is estimated to be $146K - 186K. The salary range for this position in Baltimore is estimated to be $156K - 190K. The salary range for this position in Maine is estimated to be $156K - 190K. The salary range for this position in Cleveland is estimated to be $136K - $174K. Actual compensation packages within that range are based on a wide array of factors unique to each candidate, including but not limited to skill set, years and depth of experience, certifications, and specific location. Turner is an Equal Opportunity Employer - race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or other characteristics protected by applicable law. #J-18808-Ljbffr