The Sr. Director, Human Resources Operations reports directly to the EVP-Human Resources. This leader serves as a strategy influencer and driver of the core HR Operations functions and supporting goals to attract, engage, support and retain the talent necessary for the company to meet and exceed its business goals. This Sr. Director will provide leadership, vision and execution on: (1) HR operational support processes and strategies; (2) ensure HR regulatory/governance requirements and controls are in place and compliance maintained; (3) developing and reporting on HR workforce analytics and forecasting; and (4) lead project management and oversight on HR M&A, integrations, special projects and programs. Additionally, this leader serves as the HR Business Partner for the Corporate office in Plano, TX.
The Sr. Director HR Operations must align with the Company philosophies and culture to ensure we support and promote the delivery of clinical and service excellence by exemplifying the Company’s core convictions, both personally and professionally, and applying those same standards in their actions and conduct.
Essential Functions:

• Ensure that all HR administrative processes, programs and company-sponsored plans, including their design and changes, are in compliance with all current federal and state regulations and requirements, including, but not limited to, EE01 and other governmental reporting, labor law postings and participant disclosures on intranet sites, alignment with HRIS/Payroll system and product output (e.g., payslips, reports, etc)
• Ensure company Policies & Procedures are reviewed and updated periodically and process established for review and approvals.
• Ensure Employee Handbook is established, updated and maintained with accuracy and is distributed appropriately.
• Ensures establishment and adherence to HR controls and processes (across all departments of HR), including period-specific (monthly, quarterly, etc) reporting filings, coordination with Legal or other applicable departments.
• Develop and maintain deep working knowledge of the business and HR organization to ensure compliance is established, monitored and measured effectively.
• Stay abreast of current trends, legislative and regulatory issues surrounding HR programs, Payroll/Compensation, benefit plan design and administration including provisions mandated by the healthcare reforms (i.e. PPACA) and any other applicable areas of HR.
• Establish process and cadence to communicate legislative and regulatory changes to ensure requirement modifications to policy, processes or practices are implemented and communicated effectively to Executive/Sr. Leaders, stakeholders, management and employees, as applicable.
• Responsible for tracking and reporting all ESG (Environmental, Social & Governance) achievements, policy development and strategic plan to the executive team and as required for the private equity sponsor.
• Demonstrate an understanding of all relevant HR business processes to enable ability to provide training, troubleshooting, operational support and continuous improvements. (Relevant processes within the scope of this position include but are not limited to staffing, onboarding, immigration,
• background checks, drug screening, I-9s, exit interviews, assignment and salary change processes, records management, EEO and related reporting and required postings.)
• This position will work with all users of the processes, management and executive staff along with internal and external legal and vendor contacts as they develop, implement, and perform duties associated with the role.
• Responsible for support of the processes that ensure compliance with Sarbanes-Oxley, HR policy, client compliance program provisions and internal security and process controls.
• Develop and maintain all HR standard operating procedures (SOP), SharePoint site reporting, HR Smartsheets, etc.
• Maintain expertise within area of subject matter expertise to ensure compliance with applicable laws and regulations.
• Resolve issues and effectively communicate outcomes.
• Collaborate with Business Intelligence, Forecasting & Analytics, Talent Acquisition, Talent Management and HRIS teams to ensure the automated HR Dashboard is reporting accurate and effective metrics, trends and workforce analytics to provide insight and predictive analysis for the HR Organization and Company.
• Ensure HR analytic reporting integrity and timeliness of reporting to leaders.
• Manage the development and maintenance of methods and systems for measuring the degree to which HR project goals, objectives and metrics are being met.
• Provide leadership and stakeholder visibility into the overall HR reporting analytics, including HR employee shared services, talent acquisition and other reporting initiatives.
• Develop tools and analytics to track key milestones, KPI’s, metrics, trends, and success goals/metrics.
• Work collaboratively with colleagues to develop and implement plans for change management, communication, and operational integration of any new HR Operational projects and systems.
• Develop implementation plans and coordinate with other HR or cross-functional team members, as necessary.
• Project manages HR M&A diligence and integration requirements for acquisitions, de novos, joint venture or other special projects.
• Develops, launches and manages HR project plans, to include, but not limited to: Formulating a project charter; designing a project plan; recruiting required resources; developing required budgets and proposals for approvals; launching projects; managing projects and applicable project teams; communicating progress at designated milestones and ensuring result delivery on time, within scope and budget; and running lessons learned procedures and reviews.
• Ensures to engage perspectives from multiple stakeholders, keeping people informed, driving to closure and/or ensuring ongoing viability of initiatives;
• Other duties assigned.

RequirementsEducational / Experience Requirements:

• Bachelor’s Degree preferred; PHR/SPHR certification helpful.
• 5 years of Human Resources experience required, including employee relations/HRBP responsibilities.
• Successful experience with project management and HR M&A integrations necessary.
• Expert knowledge of analytical reporting, report interpretation, and HR organizational, federal, state and local compliance requirements.
• Proven track record applying subject matter expertise (technical skills) to address a core business need and developing a process/system/solution which can deliver repeated/scalable positive results.

Qualifications / Skills:

• Strong interpersonal skills, judgment, and an ability to collaborate with and influence executives, managers and the general associate population.
• Exceptional reporting and analytical skills; ability to interpret data and recommend solutions or options for optimization.
• Excellent strategic, consulting and process thinking abilities.
• Ability to simplify complex issues and take a pragmatic approach to organizational deliverables. Ability to architect and implement large change and operate easily between concept and operation.
• Exceptional organizational and multi-tasking abilities.
• Strong work ethic willing to support the team and work as necessary to achieve the goal.
• Critical thinking to translate business needs into HR strategies; and, translate HR strategies into specific goals, actions and deliverables.
• Strong business acumen, influencing, thought and personal leadership skills.
• Oral Communication - speaks professionally, persuasively but always respectfully in positive or negative situations; listens and ensures clarification; Responds well to questions;
• Demonstrates exceptional group presentation skills.
• Written Communication - writes clearly and informatively; Varies writing style to meet needs.
• Teamwork - balances team and individual responsibilities; Contributes to building a positive team spirit. Coaches, counsels and mentors staff as required.
• Must be able to wear simultaneous “hats” manager, coach, counselor, author, team-builder, trouble-shooter, facilitator, trainer, etc.
• Views individual and team development as a strategic imperative and is committed to ensuring their continuous growth and development.
• Leadership - displays passion and optimism; Inspires respect and trust; mobilizes others to fulfill the vision;
• Cost Consciousness - works within approved budget; Conserves organizational resources.
• Managing Change: The ability to demonstrate support for innovation and for organizational changes needed to improve effectiveness, including initiating, sponsoring, and implementing organizational change as well as helping others to successfully manage change.
• Results and resolution-oriented and thrives in a fast-paced environment.

Work Environment:Subject to many interruptions. Occasional pressure due to multiple calls and inquiries. This position can be high paced and stressful; must be able to cope mentally and physically to atmosphere. Work require spending approximately 90% or more of the time inside a building that offers protection from weather conditions but not necessarily from temperature changes.