Job Description

Minimum Qualifications

• 8 years of progressive HR leadership experience, including significant experience in Compensation and Total Rewards

• Bachelor’s degree in human resources, business administration, or related field

• Demonstrated experience leading multiple HR functions (e.g., Compensation, Benefits, Talent Acquisition, HRIS, or People Operations)

• Experience supporting organizational change, transformation, or HR systems implementations

• Strong knowledge of compensation strategy, job architecture, pay governance, and HR operations

• Experience working with HRIS platforms

Preferred Qualifications

• 10 years of HR leadership experience in complex or multi-entity environments

• Master’s degree or relevant certification (e.g., CCP, SHRM-SCP, SPHR)

• Experience building or scaling HR functions in high-growth or evolving organizations

• Deep expertise in integrating Talent Acquisition, Total Rewards, and HR systems into a cohesive people strategy

• Experience with Workday or similar HRIS implementation and optimization efforts

• Strong background in process design, automation, and HR operational excellence

The Director, People Operations, ROCK, serves as a strategic HR leader responsible for overseeing Compensation, Benefits, Talent Acquisition, HRIS, and broader people operations programs. This role will partner with HR and business leadership to design and scale a modern HR function during a period of organizational growth and transformation. The role is accountable for developing scalable programs, implementing job architecture and compensation strategies, optimizing HR systems, and establishing governance and operational rigor across all people functions.

Responsibilities

• Lead the strategy, design, and execution of Compensation, Benefits, Talent Acquisition, HRIS, and People Operations programs

• Partner with leadership to establish scalable compensation philosophy, job architecture, pay structures, and governance practices

• Oversee and optimize end-to-end HR processes, including hiring, onboarding, compensation cycles, and employee lifecycle management

• Drive HR systems strategy and implementation efforts, including Workday or other HRIS platforms, ensuring operational readiness and adoption

• Design and implement scalable processes, workflows, reporting structures, and data governance across HR functions

• Partner cross-functionally with Finance, Legal, Recruiting, and business leaders to support enterprise-wide initiatives

• Lead and develop a high-performing HR operations and Total Rewards team

• Evaluate and continuously improve HR programs to ensure market competitiveness, operational efficiency, and strong employee experience

• Support organizational design, workforce planning, and change management initiatives

• Establish metrics, reporting, and insights to inform decision-making and drive business outcomes

Disclaimer

This is an outline of the primary responsibilities of this position. As with everything in life, things change. The tasks and responsibilities can be changed, added to, removed, amended, deleted and modified at any time by the leadership group.