Director of People Operations & Strategy

Our client is a privately held, family-owned design and manufacturing company with more than 60 years of history, serving customers across North America and beyond. Every step from concept to delivery is handled in-house, supported by a talented team and a culture built on customer service, product excellence, and genuine care for its people. As the business continues to grow, the company is investing in its people, technology, and infrastructure, and is seeking a Director of People Operations + Strategy to strengthen the HR function and help carry that growth into its next chapter. Position Overview This is a rare opportunity to step into a newly created Director role that serves as the operational engine of the HR department and sits on the company's leadership team. First, the role offers high visibility and direct impact, reporting to the Senior Vice President of People and owning day-to-day execution so the SVP can focus on enterprise-level strategy. Second, the Director inherits a fully built HR team spanning Talent Acquisition, Learning and Development, Benefits, and HR Generalist support, along with front desk administration, which allows the new leader to begin coaching, partnering, and driving results from day one rather than rebuilding a function. Third, the position carries a genuine succession opportunity, with a clear path to grow into broader leadership within the People function over time. This position is on-site in St. Louis, Missouri. Position Responsibilities Partner closely with the SVP of People to translate enterprise people strategy into detailed operational roadmaps, project plans, and execution goals, serving as the primary operational leader of the department and freeing the SVP from routine escalations. Serve as an active, business-minded member of the leadership team, bringing financial literacy and P&L awareness to discussions on labor costs, retention, and compensation strategy. Act as a consultative partner to leaders across Operations, Finance, Marketing, Merchandising, and Design, delivering practical HR solutions tailored to each department's needs. Stay hands‑on across every HR Center of Excellence, including Talent Acquisition, Learning and Development, Payroll and Benefits Administration, Performance Management, Employee Relations, and HR Compliance, working side by side with team members to build standard operating procedures and develop their skills. Serve as the frontline point of escalation for complex employee relations matters, legal risks, payroll anomalies, and policy exceptions, resolving issues pragmatically before they reach the SVP level. Establish and track core operational metrics such as turnover, cost per hire, and labor ROI through visual dashboards, using the data to inform headcount planning and P&L decisions. Audit and optimize internal workflows, system configurations, and administrative processes, expanding HR automation and applying product management principles to onboarding, performance reviews, and internal communications. Lead the tactical execution of change management initiatives, guiding teams through structural shifts, software implementations, and cultural evolution while minimizing friction and operational downtime. Serve as the internal authority on employment law, multi‑state compliance, and workplace safety, overseeing HCM system administration, data integrity, and regulatory reporting while building scalable compliance frameworks as the company expands. Required Position Qualifications A track record of success leading HR operations in a hands‑on capacity, with measurable improvements to team performance, processes, or employee experience. 10 or more years of progressive HR or People Operations experience, including 5 or more years in a hands‑on operational leadership role with end‑to‑end ownership of the human resources lifecycle. True HR generalist background with working knowledge of Talent Acquisition, Learning and Development, Payroll, Benefits, and Employee Relations. Proven experience with HCM administration, workflow automation, process mapping, and People Analytics dashboards. Deep expertise in multi‑state employment law, compliance frameworks, and legal risk mitigation, along with hands‑on experience in dispute management and internal investigations. Strong financial and business acumen, including experience managing departmental budgets and calculating labor cost impacts. Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or equivalent experience. Preferred PHR or SPHR certification, and a WorldatWork Certified Benefits Professional (CBP) designation is a plus. #J-18808-Ljbffr Talentfoot Executive Search