Chief Operating Officer Jobs in Baltimore, MD
Chief Operating Officer jobs in Baltimore are concentrated in the Inner Harbor, Harbor East, and the Rotunda corridor, with strong demand across healthcare, financial services, and logistics. Employers hiring right now include Morgan State University, CareFirst BlueCross BlueShield, and Ciena. Find a role that fits below and apply directly.
Find Chief Operating Officer JobsOverview
Open roles85
Top employerMorgan State University
Work type61% Hybrid
Top credentialBachelor's degree
Companies hiring20
Showing 5 of 85+ Chief Operating Officer jobs
Director, HR Operations & Service Delivery
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Added 3d ago
Morgan State University
Director, HR Operations & Service Delivery
Baltimore, Maryland
Added 3d ago
Director of Fiscal Operations & Foundation Accounting
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Added 3d ago
Morgan State University
Director of Fiscal Operations & Foundation Accounting
Baltimore, Maryland
Added 3d ago
Director, Operations Change the Bank Lead,
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Added 4d ago
Morgan Stanley
Director, Operations Change the Bank Lead,
Baltimore, Maryland
Added 4d ago
S
Chief Operating Officer
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S
Added 4d ago
Sitreps
Chief Operating Officer
Baltimore, Maryland
Added 4d ago
N
Director of Operations - Community Living Services
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N
Added 5d ago
National Center On Institutions And
Director of Operations - Community Living Services
Baltimore, Maryland
Added 5d ago
Added 3d ago
Director, HR Operations & Service Delivery
Morgan State University·Baltimore, Maryland
Job functions:
$136k - $148k/yr
Master's degree in business
1,001-5,000 employees
Job Description
Posting Summary
Job Title
Director, HR Operations & Service Delivery
Division
Division of Finance & Administration
Department
Office of Human Resources
Work Status
Full Time
Position Category
Staff
FLSA
Exempt
Pay Range
Exempt
Salary Range
$136,000 - $148,000 / year
Fund Source
State Support
Job Summary
The Director, HR Operations & Service Delivery is a new position at Morgan that will leverage information technology and automation to streamline and standardize OHR processes.
Job Duties
The Director of HR Operations and Service Delivery will play a critical leadership role in the Human Resources department. This position is responsible for optimizing HR service delivery by strategically implementing and managing a new Human Resources Management System (HRMS) platform. The Director will lead cross-functional teams and collaborate across university departments to ensure data integrity, regulatory compliance, operational efficiency, and alignment with institutional goals.
The Director is responsible for operational excellence and service delivery across the employee lifecycle, with a strong emphasis on user experience and responsive support. The Director will drive process improvement initiatives across HR operations. The ideal candidate is an innovative, customer-focused leader who thrives in a complex, collaborative university environment. The ideal candidate will also translate union agreements into actionable, system-integrated business processes and bring a strong balance of systems thinking, operational expertise, and a commitment to service excellence. Duties include, but are not limited to:
Strategic Leadership
The Director is responsible for operational excellence and service delivery across the employee lifecycle, with a strong emphasis on user experience and responsive support. The Director will drive process improvement initiatives across HR operations. The ideal candidate is an innovative, customer-focused leader who thrives in a complex, collaborative university environment. The ideal candidate will also translate union agreements into actionable, system-integrated business processes and bring a strong balance of systems thinking, operational expertise, and a commitment to service excellence. Duties include, but are not limited to:
Strategic Leadership
- Develop and execute strategic plans for HR operational functions in alignment with the university’s mission and HR’s strategic objectives.
- Provide strategic leadership and guidance to a cross-functional team to ensure operational efficiency and alignment with institutional goals.
- Develop and implement policies and procedures that promote consistency, compliance, and equity in HR service delivery, including service level agreements (SLAs).
- Manage and maintain a robust position management framework that ensures appropriate staffing levels, job classifications, and budgeting from a systems perspective.
- Collaborate with academic and administrative units to support position control and workforce planning.
HR Information Systems & Automation
- Lead initiatives to enhance HRIS capabilities, streamline processes, and leverage technology to improve efficiency, accuracy, and employee experience.
- Serve as project lead for implementing a new HRMS platform, including system selection, business process redesign, data migration, testing, training, and change management.
- Oversee ongoing maintenance, upgrades, and system improvements post-implementation.
- Ensure system data integrity, security, and compliance with legal and institutional policies.
- Ensure that all University data is continually valid, reliable, and reportable.
- Ensure that data warehousing is secure, compliant, and accessible for users.
- Build relationships with external vendors, consultants, and service providers to support HRIS implementation, upgrades, and ongoing support.
- Provide HR data analysis, dashboards, and metrics to support decision-making at executive and departmental levels.
HR Service Delivery
- Lead initiatives to enhance HRIS capabilities, streamline processes, and leverage technology to improve efficiency, accuracy, and employee experience.
- Collaborate with HR leadership and other stakeholders to identify opportunities for innovation and continuous improvement in HR service delivery.
- Establish and maintain a responsive, customer-focused service model across HR operations, ensuring timely, courteous, and solution-oriented responses to inquiries from faculty, staff, and administrators.
- Implement service level standards, feedback mechanisms, and training to enhance the employee experience and promote HR as a trusted campus partner.
- Serve as an escalation point for complex or high-impact HR service issues, ensuring appropriate resolution and follow-through.
- Partner with HR business partners, HR generalists, IT, finance, legal, and other departments to understand their requirements and priorities, and align HRIS and payroll initiatives accordingly.
Payroll & Compensation
- Support payroll processing and recommend improvements; troubleshoot escalated payroll matters. Work with Central Payroll Bureau and the Department of Budget and Management to address HR/Payroll-related questions.
- Oversee the processing and administration of contractual hires, including adjunct faculty, temporary employees, and grant-funded positions.
- Oversee the development, administration, and auditing of staff and faculty compensation and payroll programs.
- Partner with Finance and Budget departments on payroll funding, reporting, and compliance.
Requested Minimum Qualifications
Education Required:
Bachelor’s degree in business, human resources, or a related field.
Experience Required:
At least eight (8) years of progressive human resources experience, with at least five (5) years in a supervisory capacity.
Bachelor’s degree in business, human resources, or a related field.
Experience Required:
At least eight (8) years of progressive human resources experience, with at least five (5) years in a supervisory capacity.
Other Preferences for Consideration
SHRM or HRCI certification is highly desired. Candidates with a master’s degree in business, organizational psychology, human resources, or a related field may receive preference.
Previous experience supporting or managing system implementations, rollouts, training, and ongoing support is highly preferred. Experience supporting or designing standard operating procedures (SOPs) and service delivery expectations and requirements is also highly desired.
Previous experience supporting or managing system implementations, rollouts, training, and ongoing support is highly preferred. Experience supporting or designing standard operating procedures (SOPs) and service delivery expectations and requirements is also highly desired.
Knowledge, Skills & Abilities
- Project Management experience is a plus.
- Familiarity with federal, state, and local employment and labor laws in both union and non-union environments is needed.
Posting Detail Information
Posting Number
ST01630
Number of Vacancies
1
Job Open Date
10/30/2026
Application Review Date
Job Close Date
11/13/2026
Special Instructions to Applicant
Please enter three (3) professional references on the References page of the application. Two (2) references should be from previous supervisors.
Morgan State University
Director, HR Operations & Service Delivery
Baltimore, Maryland
Added 3d ago1,001-5,000 employees
Job functions:
$136k - $148k/yr
Master's degree in business
Job Description
Posting Summary
Job Title
Director, HR Operations & Service Delivery
Division
Division of Finance & Administration
Department
Office of Human Resources
Work Status
Full Time
Position Category
Staff
FLSA
Exempt
Pay Range
Exempt
Salary Range
$136,000 - $148,000 / year
Fund Source
State Support
Job Summary
The Director, HR Operations & Service Delivery is a new position at Morgan that will leverage information technology and automation to streamline and standardize OHR processes.
Job Duties
The Director of HR Operations and Service Delivery will play a critical leadership role in the Human Resources department. This position is responsible for optimizing HR service delivery by strategically implementing and managing a new Human Resources Management System (HRMS) platform. The Director will lead cross-functional teams and collaborate across university departments to ensure data integrity, regulatory compliance, operational efficiency, and alignment with institutional goals.
The Director is responsible for operational excellence and service delivery across the employee lifecycle, with a strong emphasis on user experience and responsive support. The Director will drive process improvement initiatives across HR operations. The ideal candidate is an innovative, customer-focused leader who thrives in a complex, collaborative university environment. The ideal candidate will also translate union agreements into actionable, system-integrated business processes and bring a strong balance of systems thinking, operational expertise, and a commitment to service excellence. Duties include, but are not limited to:
Strategic Leadership
The Director is responsible for operational excellence and service delivery across the employee lifecycle, with a strong emphasis on user experience and responsive support. The Director will drive process improvement initiatives across HR operations. The ideal candidate is an innovative, customer-focused leader who thrives in a complex, collaborative university environment. The ideal candidate will also translate union agreements into actionable, system-integrated business processes and bring a strong balance of systems thinking, operational expertise, and a commitment to service excellence. Duties include, but are not limited to:
Strategic Leadership
- Develop and execute strategic plans for HR operational functions in alignment with the university’s mission and HR’s strategic objectives.
- Provide strategic leadership and guidance to a cross-functional team to ensure operational efficiency and alignment with institutional goals.
- Develop and implement policies and procedures that promote consistency, compliance, and equity in HR service delivery, including service level agreements (SLAs).
- Manage and maintain a robust position management framework that ensures appropriate staffing levels, job classifications, and budgeting from a systems perspective.
- Collaborate with academic and administrative units to support position control and workforce planning.
HR Information Systems & Automation
- Lead initiatives to enhance HRIS capabilities, streamline processes, and leverage technology to improve efficiency, accuracy, and employee experience.
- Serve as project lead for implementing a new HRMS platform, including system selection, business process redesign, data migration, testing, training, and change management.
- Oversee ongoing maintenance, upgrades, and system improvements post-implementation.
- Ensure system data integrity, security, and compliance with legal and institutional policies.
- Ensure that all University data is continually valid, reliable, and reportable.
- Ensure that data warehousing is secure, compliant, and accessible for users.
- Build relationships with external vendors, consultants, and service providers to support HRIS implementation, upgrades, and ongoing support.
- Provide HR data analysis, dashboards, and metrics to support decision-making at executive and departmental levels.
HR Service Delivery
- Lead initiatives to enhance HRIS capabilities, streamline processes, and leverage technology to improve efficiency, accuracy, and employee experience.
- Collaborate with HR leadership and other stakeholders to identify opportunities for innovation and continuous improvement in HR service delivery.
- Establish and maintain a responsive, customer-focused service model across HR operations, ensuring timely, courteous, and solution-oriented responses to inquiries from faculty, staff, and administrators.
- Implement service level standards, feedback mechanisms, and training to enhance the employee experience and promote HR as a trusted campus partner.
- Serve as an escalation point for complex or high-impact HR service issues, ensuring appropriate resolution and follow-through.
- Partner with HR business partners, HR generalists, IT, finance, legal, and other departments to understand their requirements and priorities, and align HRIS and payroll initiatives accordingly.
Payroll & Compensation
- Support payroll processing and recommend improvements; troubleshoot escalated payroll matters. Work with Central Payroll Bureau and the Department of Budget and Management to address HR/Payroll-related questions.
- Oversee the processing and administration of contractual hires, including adjunct faculty, temporary employees, and grant-funded positions.
- Oversee the development, administration, and auditing of staff and faculty compensation and payroll programs.
- Partner with Finance and Budget departments on payroll funding, reporting, and compliance.
Requested Minimum Qualifications
Education Required:
Bachelor’s degree in business, human resources, or a related field.
Experience Required:
At least eight (8) years of progressive human resources experience, with at least five (5) years in a supervisory capacity.
Bachelor’s degree in business, human resources, or a related field.
Experience Required:
At least eight (8) years of progressive human resources experience, with at least five (5) years in a supervisory capacity.
Other Preferences for Consideration
SHRM or HRCI certification is highly desired. Candidates with a master’s degree in business, organizational psychology, human resources, or a related field may receive preference.
Previous experience supporting or managing system implementations, rollouts, training, and ongoing support is highly preferred. Experience supporting or designing standard operating procedures (SOPs) and service delivery expectations and requirements is also highly desired.
Previous experience supporting or managing system implementations, rollouts, training, and ongoing support is highly preferred. Experience supporting or designing standard operating procedures (SOPs) and service delivery expectations and requirements is also highly desired.
Knowledge, Skills & Abilities
- Project Management experience is a plus.
- Familiarity with federal, state, and local employment and labor laws in both union and non-union environments is needed.
Posting Detail Information
Posting Number
ST01630
Number of Vacancies
1
Job Open Date
10/30/2026
Application Review Date
Job Close Date
11/13/2026
Special Instructions to Applicant
Please enter three (3) professional references on the References page of the application. Two (2) references should be from previous supervisors.
See All 85 Chief Operating Officer Jobs in Baltimore
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Find Chief Operating Officer JobsChief Operating Officer Job Market in Baltimore
Who's Hiring
- Morgan State University14
- CareFirst BlueCross BlueShield7
- Ciena4
- Labcorp4
- Sitreps4S
Chief Operating Officer Jobs in Baltimore: Frequently Asked Questions
How do I get a chief operating officer job in Baltimore?
The strongest path into a chief operating officer role in Baltimore runs through the city's dominant sectors: health systems, port-connected logistics and distribution, and regional financial services. Employers in these industries typically promote from senior director or VP of operations roles. Candidates who demonstrate measurable efficiency gains, cross-functional leadership, and familiarity with Baltimore's regulatory and community landscape stand out in a market that favors operationally experienced local leaders.
Which companies hire chief operating officers in Baltimore?
Companies currently hiring chief operating officers in Baltimore include Morgan State University, CareFirst BlueCross BlueShield, and Ciena, per current listings on Migrate Mate as of November 2026. Baltimore's employer base skews toward large health systems, mission-driven nonprofits, and mid-market professional services firms, all of which maintain dedicated operations leadership.
Are there remote chief operating officer jobs in Baltimore?
Yes, though remote availability is limited for this role since chief operating officers typically oversee day-to-day organizational functions that require on-site presence. About 61% of chief operating officer openings tied to Baltimore are remote or hybrid as of November 2026, with hybrid arrangements most common at technology-forward firms in Harbor East and professional services companies operating across multiple locations.
How can I get a chief operating officer job in Baltimore with little or no experience?
The most realistic entry path in Baltimore is moving into operations management through the city's large health systems or port-adjacent logistics companies, which regularly hire operations analysts and program managers as a pipeline for senior leadership. Roles like operations director, VP of strategy, or senior program manager at Baltimore-based nonprofits and mid-size healthcare organizations frequently serve as the final step before a COO appointment. Building a network through the Baltimore Business Journal and local industry associations accelerates visibility.
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See All 85 Chief Operating Officer Jobs in Baltimore
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