Director of HR Operations & Compliance

Description P osition Summary: The Director - HR Operations & Compliance is the "engine room" of the Human Resources Team. This role manages the high-volume operational workflows—onboarding, internal staff movement, and record-keeping—ensuring that every employee is legally cleared, properly compensated, and strategically supported from their first day. Expanded Duties & Responsibilities: Onboarding & Lifecycle Scalability: Standardize the New Hire Processing experience across all states to ensure a "gold standard" welcome, regardless of geography. Direct the HR Generalist and Coordinator teams to process status changes, stipends, and salary adjustments with swift turnaround times. Review processes and policies to ensure compliance with federal and state requirements. Prioritize efficiency and effectiveness in all systems and processes. Regulatory Shield & Risk Management: Audit and oversee Certification Reviews for all instructional staff, ensuring that 100% of teachers meet state-specific "highly qualified" mandates. Modernize Background Processing protocols, integrating real-time monitoring services to ensure ongoing campus safety and compliance with the Department of Family and Protective Services (DFPS) and any other required agency in Texas, Arkansas, Ohio, or other states. Policy Governance & Records Management: Lead the regular review of internal Standard Operating Procedures , ensuring they reflect changing labor laws in Texas, Arkansas, Ohio, and all other organizations. Implement a digital-first Service Record system, ensuring that former and current employees receive accurate credentials and years-of-service documentation within state-mandated windows. Market-Aligned Leadership: Serve as a primary consultant for Campus Directors on the interpretation of HR policies and complex employee "status" situations. 1. Operational Strategy & Lifecycle Excellence Standardized Onboarding Architecture: Design and deploy a "Gold Standard" onboarding framework that ensures a consistent brand experience for new hires across all regions (TX, OH, AR), from the initial offer letter to the 90-day check-in. Offboarding & Risk Mitigation: Manage the sensitive Employee Offboarding process, ensuring that terminations are handled with legal compliance, equipment is recovered, and exit interviews are analyzed for retention trends. Stipend & Salary Administration: Oversee the high-volume processing of supplemental pay, stipends, and mid-year salary adjustments, acting as the final audit checkpoint before data is transmitted to Payroll. Performance Management: Manage the full-cycle evaluation processes for several employee types, across all organizations and entities. 2. Regulatory Compliance & Educational Licensing Certification Life-Cycle Management: Direct a proactive Certification Review program. Instead of reacting to expirations, implement a "90-day Warning System" to ensure teachers remain compliant with state TEA (Texas Education Agency) or equivalent out-of-state mandates. Background & Fingerprinting Oversight: Serve as the organization’s primary "Compliance Officer" for criminal history record information (CHRI). Ensure 100% of staff, contractors, and volunteers are cleared through the proper state clearinghouses before campus entry. Service Record Sovereignty: Manage the lifecycle of State Service Records . Ensure that years-of-service are calculated accurately for salary placement and that outgoing records are provided to other districts within the 30‑day statutory limit. 3. Policy Governance & Employee Relations Support Handbook & Policy Authoring: Lead the annual revision of the Employee Handbook(s) . This includes drafting state-specific addenda (e.g., specific leave laws for Ohio vs. Texas) and ensuring all policies are reviewed by legal counsel. Leave Administration (FMLA/ADA/Workers’ Comp): While the Benefits team handles the paperwork, the Ops Director ensures the operational impact of leaves is managed—coordinating with Campus Directors on vacancy coverage and return‑to‑work accommodations. Grievance & Investigation Support: Partner with the Employee Relations team to provide operational documentation and policy interpretation during formal grievance procedures or internal investigations. 4. Departmental Leadership & Multi‑State Logistics Team Development: Supervise and mentor a distributed team of HR Generalists and Coordinators . Set clear KPIs for processing speed, data accuracy, and customer service response times for campus‑based inquiries. Expansion Planning Support: Collaborate with the "Expansion Planning" team to research and set up HR operations in new territories, including local labor law compliance, mandatory postings, and regional hiring requirements. Audit Readiness: Conduct quarterly internal audits of personnel files (both physical and digital) to ensure 100% readiness for Department of Labor (DOL) or State Education Department inspections. 5. Records Management & Workflow Automation Digital Transformation: Lead the project to transition all legacy paper personnel files into the digital HRIS environment, ensuring document retention policies are strictly followed (e.g., maintaining I‑9s separately from personnel files). Process Engineering: Analyze current HR workflows (like the change‑of‑address or name‑change process) and work with the Systems Director to automate these via self‑service portals to reduce administrative "drag." Summary of Expanded Operational Requirements To excel in this role, the candidate requires: Regulatory Knowledge: Deep familiarity with the Texas Education Code , FLSA (Fair Labor Standards Act), and multi‑state labor laws. Operational Rigor: A "zero‑error" mindset regarding compliance‑based documentation and background clearances. Leadership Style: A "Service‑Oriented" leadership approach, treating Campus Directors and Principals as the primary internal customers. Other Duties Travel: As required to various sites and regional offices. Other Duties: Perform other duties as assigned by the Executive Director - HR or district leadership. Physical / Environmental Factors: The physical demands are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Blue Learning considers applicants for all positions without regard to race, color, national origin, age, religion, sex, marital status, veteran or military status, disability, or any other legally protected status. Blue Learning is an Equal Opportunity Employer. #J-18808-Ljbffr Blue Learning