Director of Human Resources Operations

Job Description

Overview

Na Aliʻi is looking to hire a Director of HR Operations. The Director of HR Operations reports to the Chief Human Capital Officer (CHCO) and serves as the operational leader responsible for execution, performance, and continuous improvement of enterprise HR service delivery across Nakupuna Companies. This role oversees HR Business Partners (HRBPs) who also execute the Employee Relations functions, HRIS, Benefits, Compensation, and Compliance functions. The Director ensures that HR operations are compliant, technology-enabled, data-driven, and aligned with business objectives across a geographically dispersed workforce. The Director, HR Operations translates enterprise human capital strategy into scalable operational processes, consistent policy implementation, and measurable service excellence. This leader plays a critical role in strengthening compliance posture, modernizing HR systems, mitigating risk, and enhancing the employee experience.

Responsibilities

The following reflects management's definition of essential functions for this job but does not restrict the tasks that may be assigned. Management may assign additional duties and responsibilities to this job at any time.

HR Operations Leadership & Service Delivery

Lead and manage HR Business Partners, HRIS, Benefits, Compensation, Compliance, and Employee Relations teams

Define and monitor HR operational KPIs, SLAs, and service standards

Ensure consistent application of policies, procedures, and practices across all HR Division business units

Drive continuous process improvement initiatives to enhance efficiency, accuracy, and responsiveness

Employee Relations & Risk Mitigation

Serve as senior escalation authority for complex employee relations matters, including investigations, performance management issues, disciplinary actions, and terminations

Provide expert guidance to subordinates conducting structured investigations and ensure defensible documentation and risk mitigation practices

Provide coaching and guidance to leaders on performance management, conflict resolution, and corrective action

Identify workforce trends and proactively mitigate legal, reputational, and operational risk

Compliance & Regulatory Oversight

Ensure compliance with federal, state, and local employment laws and contract-specific requirements (e.g., SCA, OFCCP, wage/hour regulations)

Oversee internal audits, reporting requirements, and documentation standards

Maintain current knowledge of evolving labor laws and regulatory changes impacting a multi-state workforce

Partner with Legal, Compliance and Contracts to mitigate employment-related risk exposure

HRIS, Technology & Data Management

Oversee HRIS strategy, system optimization, data integrity, and user adoption

Partner with IT to ensure secure, compliant, and integrated HR systems

Leverage technology to automate workflows, improve reporting accuracy, and enhance employee self-service capabilities

Lead implementation and optimization of AI-enabled HR tools (e.g., analytics dashboards, case management systems, workflow automation)

Establish data governance practices and ensure workforce data accuracy and reporting integrity

Compensation & Benefits Administration

Oversee administration of compensation programs, salary structures, and market benchmarking

Ensure compliance with wage/hour regulations and Service Contract Act requirements where applicable

Manage benefits administration to ensure cost-effectiveness, vendor performance, and regulatory compliance

Partner with Finance to support labor cost analysis and workforce budgeting

HR Business Partner Leadership

Lead and develop HRBPs to serve as strategic advisors to business leaders

Ensure alignment between business objectives and HR execution

Strengthen capability in workforce planning, performance management, employee relations and organizational design

Build consistency in leadership support across Lines of Business and People Managers

Budget & Operational Stewardship

Support development and management of the HR operational budget

Identify cost-saving opportunities through automation, vendor optimization, and process redesign

Improve operational efficiency without compromising compliance or employee experience

Qualifications

Skills/Qualifications:
Excellent interpersonal and conflict resolution skills. Excellent verbal and written communication skills. Excellent organizational skills and attention to detail. Strong analytical and problem-solving skills. Proven supervisory and leadership skills. Proficient with Microsoft Office Suite and SharePoint. Thorough knowledge of employment-related laws and regulations.

Strong employee relations expertise with demonstrated experience handling complex investigations and multi-state workforce issues

Deep knowledge of federal and state employment laws, particularly within a government contracting environment

Strong compliance orientation and risk management capability

Demonstrated proficiency in HR technology, HRIS optimization, and workflow automation

Experience leveraging HR analytics and data to inform decision-making

Operational leadership mindset with strong execution discipline

Ability to influence and advise leaders while maintaining appropriate objectivity and compliance standards

Strong written and verbal communication skills

Proven supervisory and team leadership effectiveness

Education and Experience:

Bachelor's degree in Human Resources or related field. Master's degree (or equivalent) in HR, Business, Organizational Development, or related field preferred

Minimum 10 years in diversified experience in Human Resources operational practices, benefits, employee relations, data management, leave management, on/off-boarding, and employment law (COBRA, HIPAA, FMLA, ADA, EEOC, FLSA, etc.)

SHRM Senior Certified Professional (SHRM-SCP) or SHRM Certified Professional (SHRM-CP) certification preferred

Demonstrated experience overseeing HRIS platforms and HR technology implementations

Experience managing HRBPs and operational HR teams in a geographically dispersed organization

Clearance: Must be able to obtain
an active
SECRET
security clearance. Must be a U.S. citizen.

Physical Requirements:
The ideal candidate must at a minimum be able to meet the following physical requirements of the job
with or without a reasonable accommodation
:

Ability to perform repetitive motions with the hands, wrists, and fingers.

Ability to engage in and follow audible communications in emergency situations.

Ability to sit for prolonged periods at a desk and working on a computer.

The Nakupuna Companies use a market-based compensation strategy to ensure that our employees are compensated within applicable market ranges commensurate with multiple factors, including but not limited to the individual's particular combination of education, knowledge, skills, competencies, and experience, as well as contract-specific affordability, organizational requirements, and position location. The projected compensation range for this position is $120,000.00 to $180,000.00 (annualized USD). The salary range displayed represents the typical salary range for this position and is just one component of Nakupuna Companies total compensation package for employees.