Limitless potential.

Job Summary

The Senior Director, HR Operations serves as the strategic leader responsible for the design, delivery, and continuous evolution of HR Operations. The role oversees Employee Lifecycle, Benefits & Leave Administration, Knowledge Management, HR Operations Systems, and enterprise HR Operations strategy for the United States. This leader is accountable for creating an integrated operating model that combines operational excellence, technology enablement, data-driven decision making, governance, and continuous improvement to deliver a best-in-class employee experience while enabling HR to operate as a strategic business partner.

Responsibilities

Strategic HR Operations Leadership

• Provide leadership oversight of day-to-day HR Operations, ensuring services are delivered efficiently, consistently, and in alignment with established service level expectations, operational objectives, and employee experience standards.
• Develop and execute the short-term and long-term HR Operations strategy and operating model to ensure scalable, efficient, and employee-centric service delivery.
• Establish organizational goals, operating rhythms, and strategic priorities for the HR Operations function.
• Establish data governance standards that ensure data quality, integrity, and accountability.
• Oversee the development of HR Operations dashboards, operational scorecards, and reporting capabilities.
• Lead and develop a high-performing HR Operations leadership team by fostering a culture of accountability, innovation, continuous improvement, and customer service excellence.
• Build organizational capability through succession planning, coaching, mentoring, and leadership development.

HR Operations & Service Delivery

• Provide executive leadership for Employee Lifecycle operations, HR Administration, employee inquiries, onboarding, and service delivery.
• Oversee Benefits & Leave Administration, ensuring effective vendor partnerships, regulatory compliance, and high-quality employee support.
• Lead Knowledge Management, establishing governance for HR policies, knowledge content, and employee self-service resources.
• Ensure consistent service delivery through standardized processes, clearly defined service levels, and operational governance.
• Ensure compliance with applicable employment laws, regulations, internal controls, and company policies across the United States.
• Oversee audit readiness, risk mitigation strategies, and operational controls.
• Drive continuous improvement initiatives that enhance the employee and manager experience while increasing operational efficiency.

HR Operations Systems

• Provide strategic leadership for HR Operations technology.
• Establish the enterprise roadmap for HR Operations technology.
• Ensure HR technologies support business objectives through scalable, secure, and user-focused solutions.
• Drive digital transformation by leveraging automation, workflow optimization, artificial intelligence, and emerging technologies to enhance HR service delivery.

Financial, Vendor & Operational Management

• Develop and manage the HR Operations budget, ensuring responsible stewardship of financial resources.
• Oversee strategic relationships with third-party administrators, technology providers, and outsourced service partners.
• Establish performance expectations, service level agreements, and governance processes for external partners.
• Evaluate investments in technology, automation, and operational improvements to maximize organizational value.
• Drive operational efficiencies through process optimization, standardization, and vendor performance management.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Information Systems, or a related field.
• 12+ years of progressive leadership experience in HR Operations, HR Shared Services, HR Technology, People Systems, or related functions.
• Demonstrated success leading large, multi-functional HR Operations organizations in complex, multi-site environments.
• Experience with HR data governance, reporting, analytics, and operational performance management.
• Strong knowledge of HR service delivery, employee lifecycle operations, benefits administration, leave administration, compliance, and HR governance.
• Proven ability to lead enterprise transformation initiatives involving people, processes, technology, and organizational change.
• Demonstrated success building high-performing leadership teams and influencing executive stakeholders.
• Exceptional communication, strategic thinking, financial management, and executive leadership skills.

Preferred Qualifications

• Master’s degree in Business Administration, Human Resources, Organizational Leadership, Information Systems, or a related discipline.
• Experience leading HR Operations within a Fortune 500 or similarly complex organization.
• Experience supporting organizational transformations, mergers, acquisitions, or spin-off organizations.
• Professional certifications such as SHRM-SCP, SPHR, PMP, Lean Six Sigma, Prosci Change Management, or comparable credentials.
• Experience leveraging artificial intelligence, automation, and advanced analytics to modernize HR service delivery and improve employee experience.
• Experience supporting HR integrations related to M&A or restructuring events.

Physical Demands / Working Environment

• This job is located out of GPC’s global headquarters. Work is performed in an office environment and requires the ability to operate standard office equipment.

Not the right fit?  Let us know you're interested in a future opportunity by joining our Talent Community on jobs.genpt.comor create an account to set up email alerts as new job postings become available that meet your interest!

GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.