Senior Level Director of People Operations Jobs
Senior level director of people operations jobs place experienced leaders in charge of workforce strategy, organizational design, and the people teams that drive execution across the business. Openings concentrate in Manufacturing, Food & Beverage, and Agriculture & Farming, with employers like Hyatt, Fogo de Chao, and OmniOn Power hiring at this level now.
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About the Role
We’re looking for a Director of Human Resources who can build a strong HR team, partner effectively with operations, and turn business priorities into results. Leading an HR team across multiple sites and states, you’ll help Romark attract and develop talent, strengthen leadership accountability, and support a positive employee experience that reflects our values.
This is a hands-on role with regular interaction with senior leadership, ownership, and site management teams. You’ll need practical judgment, clear communication, and the ability to follow through as priorities evolve. Success means knowing when to make decisions independently, when to involve others, and how to move forward in a way that supports Romark’s culture, values and business direction.
Key Responsibilities
- Develop HR priorities with leadership and translate them into clear action plans, responsibilities, and measurable outcomes.
- Lead and develop site HR teams, building their capabilities and establishing clear expectations and accountability for consistent, responsive support, sound judgment, and timely follow-through across locations.
- Lead recruiting for management and other exempt roles while strengthening hourly hiring, temporary staffing partnerships, and staffing cost management.
- Help managers set clear expectations, address concerns, develop employees, and build future leaders through effective onboarding and succession planning.
- Lead employee relations and investigations, guide fair and timely decisions, and oversee compliance with employment requirements across states, working with outside counsel and other partners as needed.
- Partner with leadership on workforce planning and retention, anticipating staffing and skill needs as operations, customer requirements, and technology evolve. Use turnover and recruiting trends to address gaps.
- Help leaders communicate and implement organizational, technology, and process changes so employees understand expectations and managers are prepared to support their teams.
- Establish consistent HR standards across sites while accounting for differences in operations, state laws, and customer requirements.
- Evaluate HR recommendations based on cost, risk, staffing stability, and operational impact.
- Strengthen employee engagement, recognition, and internal communication across sites and shifts while reinforcing accountability and Romark’s values.
- Improve processes, lead the effective use of Paycom and workforce data, and oversee compensation, benefits, and HR partners in coordination with accounting and leadership.
- At least 10 years of progressive HR experience, including 5 years leading an HR team or function.
- Experience supporting multiple sites across several states and a substantial hourly workforce, ideally in logistics, warehousing, distribution, manufacturing, or a similar environment.
- Demonstrated results in recruiting, employee relations, performance management, and team development.
- A practical understanding of operations and the ability to build productive relationships with employees, site leaders, and ownership.
- Sound judgment, discretion, strong communication skills, and the confidence to make recommendations, make decisions, and deliver on commitments.
- A bachelor’s degree in human resources, business administration, or a related field, or equivalent relevant experience. SHRM-SCP or SPHR certification and Paycom experience are preferred.
This role requires 25% travel and flexibility to support operations across shifts. Romark offers competitive compensation and benefits, including health insurance, a 401(k) plan, and paid time off.
About the Role
We’re looking for a Director of Human Resources who can build a strong HR team, partner effectively with operations, and turn business priorities into results. Leading an HR team across multiple sites and states, you’ll help Romark attract and develop talent, strengthen leadership accountability, and support a positive employee experience that reflects our values.
This is a hands-on role with regular interaction with senior leadership, ownership, and site management teams. You’ll need practical judgment, clear communication, and the ability to follow through as priorities evolve. Success means knowing when to make decisions independently, when to involve others, and how to move forward in a way that supports Romark’s culture, values and business direction.
Key Responsibilities
- Develop HR priorities with leadership and translate them into clear action plans, responsibilities, and measurable outcomes.
- Lead and develop site HR teams, building their capabilities and establishing clear expectations and accountability for consistent, responsive support, sound judgment, and timely follow-through across locations.
- Lead recruiting for management and other exempt roles while strengthening hourly hiring, temporary staffing partnerships, and staffing cost management.
- Help managers set clear expectations, address concerns, develop employees, and build future leaders through effective onboarding and succession planning.
- Lead employee relations and investigations, guide fair and timely decisions, and oversee compliance with employment requirements across states, working with outside counsel and other partners as needed.
- Partner with leadership on workforce planning and retention, anticipating staffing and skill needs as operations, customer requirements, and technology evolve. Use turnover and recruiting trends to address gaps.
- Help leaders communicate and implement organizational, technology, and process changes so employees understand expectations and managers are prepared to support their teams.
- Establish consistent HR standards across sites while accounting for differences in operations, state laws, and customer requirements.
- Evaluate HR recommendations based on cost, risk, staffing stability, and operational impact.
- Strengthen employee engagement, recognition, and internal communication across sites and shifts while reinforcing accountability and Romark’s values.
- Improve processes, lead the effective use of Paycom and workforce data, and oversee compensation, benefits, and HR partners in coordination with accounting and leadership.
- At least 10 years of progressive HR experience, including 5 years leading an HR team or function.
- Experience supporting multiple sites across several states and a substantial hourly workforce, ideally in logistics, warehousing, distribution, manufacturing, or a similar environment.
- Demonstrated results in recruiting, employee relations, performance management, and team development.
- A practical understanding of operations and the ability to build productive relationships with employees, site leaders, and ownership.
- Sound judgment, discretion, strong communication skills, and the confidence to make recommendations, make decisions, and deliver on commitments.
- A bachelor’s degree in human resources, business administration, or a related field, or equivalent relevant experience. SHRM-SCP or SPHR certification and Paycom experience are preferred.
This role requires 25% travel and flexibility to support operations across shifts. Romark offers competitive compensation and benefits, including health insurance, a 401(k) plan, and paid time off.
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Top Industries Hiring
- Manufacturing
- Food & Beverage
- Agriculture & Farming
- Hospitality & Tourism
- Media & Entertainment
Senior Level Director of People Operations Jobs: Frequently Asked Questions
How do I get a senior level director of people operations job?
Employers at this level look for candidates who have owned people strategy end-to-end, not just executed it. Demonstrate that you have built or restructured HR functions, led cross-functional initiatives, and translated business goals into workforce plans. Operational depth matters, but so does executive presence and the ability to influence leadership. A strong record of developing other HR professionals gives candidates a clear edge.
Which companies hire senior level director of people operationss?
Companies hiring senior level director of people operationss right now include Hyatt, Fogo de Chao, and OmniOn Power, based on current listings on Migrate Mate as of November 2026. At this level, hiring tends to come from growth-stage companies scaling their HR infrastructure and established enterprises replacing or expanding strategic people leadership.
Are there remote senior level director of people operations jobs?
Yes, though availability varies by company size and industry. About 17% of senior level director of people operations openings are remote or hybrid as of November 2026, reflecting broader flexibility at the director level. Fully remote roles are more common at technology companies and distributed organizations, while industries with large on-site workforces typically expect some in-person presence.
What makes a director of people operations role senior level?
Senior level director of people operations roles are defined by scope and ownership rather than task execution. These positions set HR strategy, manage budgets, lead teams of HR professionals, and report directly to or partner closely with the C-suite. They require deep expertise across multiple HR domains, the ability to build programs from the ground up, and responsibility for outcomes that affect the entire organization.
Which industries hire the most senior level director of people operationss?
Senior Level director of people operations roles concentrate in Manufacturing, Food & Beverage, and Agriculture & Farming, based on current listings on Migrate Mate as of November 2026. These sectors tend to drive hiring at this level because of their complex workforces, rapid headcount growth, or the organizational transformation demands that require dedicated, senior people leadership.