Director of People Operations

The Director of Human Resources plays a pivotal role in driving the strategic and operational objectives of the HR function within the organization. They are responsible for overseeing all areas of HR, including but not limited to M&A Integration, talent management, equity administration, benefits and compensation, and employee performance. This role requires a blend of strategic thinking, leadership, and hands-on execution to ensure that the organization attracts, develops, and retains top talent while fostering a positive and inclusive workplace culture.

ConnectPay empowers small businesses across America through hassle-free payroll processing. Built on connections, ConnectPay thrives by handling payroll and tax needs while connecting clients to trusted advisors in accounting, insurance, HR, and beyond. With dedicated payroll specialists supporting every client account, ConnectPay ensures every small business has peace of mind.

Key Responsibilities:

HR Strategy and Leadership

Craft and execute the strategic HR vision in alignment with company goals and objectives.

Provide executive-level leadership and guidance to the organization.

Lead change management initiatives and organizational restructuring efforts as needed to scale the business and drive cultural transformation.

Drive compensation, performance appraisal, and goal-setting processes, ensuring alignment with organizational goals.

Act as the performance improvement driver to influence positive changes in the business environment and maintain strong, effective, and transparent delivery of communication.

Partner with functional divisions and departments to address day-to-day human resource needs to keep the pulse of the organization.

Facilitates training and coaching managers in people processes such as terminations, promotions, compensation management, performance management, illegal harassment, and professional development.

Lead efforts to build a positive and inclusive company culture, promoting community engagement and employee satisfaction.

Manages the cadence of the HR calendar year

Compliance

Develop, update, and communicate HR policies and procedures to ensure compliance with federal, state, and local regulations.

Implement policies across the organization and provide guidance to managers and employees on compliance matters.

Stay informed about changes in employment laws and regulations, including but not limited to, equal employment opportunity (EEO), Fair Labor Standards Act (FLSA), Transparency laws, 401k Plan Compliance, Family and Medical Leave Act (FMLA), etc.

Maintain accurate and up-to-date records related to HR compliance, including personnel files, EEO data, and training records.

Prepare and submit reports as required by regulatory agencies or senior management.

Conduct periodic audits of HR practices and procedures to identify areas of non-compliance or potential risk.

Develop and implement strategies to mitigate compliance risks and ensure a culture of ethical conduct within the organization.

Support Accounting in annual audit.

Merger & Acquisition Integration:

Lead HR due diligence efforts during M&A activities, assessing cultural fit, organizational structure, compensation and benefits, and potential risks.

Facilitate M&A and integration needs in partnership with the leadership team to minimize disruption and ensure employee engagement during integration processes.

Develop and execute integration plans for newly acquired companies and people ensuring smooth transitions and alignment with the organization's HR policies and practices.

Lead communication efforts to provide transparency and clarity regarding M&A objectives, timelines, and impacts on employees.

Develop and implement unified HR policies and practices that align with the organization's culture, values, and strategic objectives.

Conduct post-merger evaluations to assess the effectiveness of integration strategies and identify areas for improvement.

Reporting and KPI Analytics

Identify key performance indicators for the organization's functions and assess the organization's success and market competitiveness.

Utilize HR metrics and analytics to drive decision-making and report on HR performance.

Ability to Export data from UKG Ready, Employee Navigator, and other internal systems.

Recruitment and Talent Acquisition:

and implement comprehensive recruitment strategies to attract top-tier talent.

evaluate and optimize recruitment processes to enhance efficiency and effectiveness. Identify, evaluate, and solve hiring challenges.

with team to evaluate and enhance applicant tracking, interview process, onboarding, and overall candidate experience.

Talent Management and Development:

and implement talent management programs to identify high-potential employees and support their development.

with department heads to create career development plans and succession pipelines.

regular talent reviews and performance assessments to identify areas for growth and improvement.

coaching and guidance to managers on talent development initiatives and performance management best practices.

Equity Administration:

the administration of equity compensation program.

with finance and outside legal counsel to ensure compliance with regulatory requirements and accounting standards.

employees on equity compensation plans and provide support for questions and inquiries.

Benefits and Compensation:

and manage competitive benefits packages to attract and retain top talent.

regular benchmarking to ensure that compensation and benefits remain competitive within the industry.

with finance and HR team to administer employee compensation, including salary reviews, bonuses, and incentives.

guidance and support to employees on benefit programs and options.

Employee Performance and Engagement:

and implement performance management processes to drive employee engagement and productivity.

clear performance expectations and provide regular feedback and coaching to employees.

employee recognition programs to acknowledge and reward outstanding performance.

employee morale and engagement levels and develop strategies to address any issues or concerns.

Qualifications:

Bachelor's Degree in Human Resources, Business Administration, or related field.

Minimum of 8 years of progressive HR experience, including experience resolving complex employee relations issues.

Strong knowledge of HR disciplines, including compensation practices, performance management, employee relations, and employment laws.

HR certification preferred (e.g., SHRM-CP, PHR, SHRM-SCP, or SPHR).

ability to think strategically and translate business objectives into HR initiatives.

leadership skills, with the ability to inspire and motivate teams to achieve results.

communication and interpersonal skills, with the ability to build relationships and influence at all levels of the organization.

Must be willing to be both a player and a coach as the organization grows.

Strong organizational, analytical and problem-solving skills.

Proficiency in Microsoft Suite, in particular Excel and Powerpoint

Technically curious, and ability to evaluate and implement new systems

Innovative—Challenge the Status quo and constantly seeks opportunities to improve HR processes and practices.