Mid Level Head Of People Operations Jobs
Mid level head of people operations jobs go to professionals ready to own people programs end to end, mentor junior HR coordinators, and shape workforce decisions with limited oversight. Openings are concentrated in Technology & Software, Science & Research, and Construction & Real Estate, with Dover, Raycon, and Corgi Insurance among the employers hiring at this level now.
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Open roles5
Top stateNew York
Top employerDover
Top cityRemote
Work type50% Remote
Top industryTechnology
Showing 5 of 5+ Mid Level Head Of People Operations jobs
Vice President, Head of HR Business Partners
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New 1m ago
Suffolk Construction
Vice President, Head of HR Business Partners
Boston, Massachusetts
New 1m ago
R
Head of People
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R
Added 2w ago
Raycon, Inc.
Head of People
New York, New York
Added 2w ago
Head of People Analytics & Innovation
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Added 1mo ago
Zoominfo Technologies
Head of People Analytics & Innovation
Remote
Added 1mo ago
Head of People
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Added 2mo ago
Corgi Insurance
Head of People
San Francisco, California
Added 2mo ago
Head of People
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Added 3mo ago
Dover
Head of People
Remote
Added 3mo ago
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Vice President, Head of HR Business Partners
Suffolk Construction·Boston, Massachusetts
Job functions:
$280k - $330k/yr
5+ yrs exp.
Full Time
1,001-5,000 employees
Job Description
Overview:
Suffolk is a national enterprise that builds, innovates, and invests. We provide value across the entire project lifecycle through our core construction management services and complementary business lines in real estate investment, design, self-perform construction, and technology start-up investment (Suffolk Technologies). By integrating data, artificial intelligence, and advanced technology through our Seamless Platform, we connect design, construction, and operations to deliver smarter, more predictable results and redefine how America builds.
Suffolk – America’s Contractor – is a national company with more than $9 billion in annual revenue, 3,000 employees, and 17 offices, including Boston (headquarters), New York City, Miami, West Palm Beach, Tampa, Estero, Dallas, Los Angeles, San Francisco, San Diego, Las Vegas, Herndon, U.S. Virgin Islands, and other key markets. Suffolk manages some of the most complex and transformative projects in the country, serving clients across healthcare, life sciences, education, gaming, aviation, transportation, government, mission critical, and commercial sectors. Suffolk is privately held and is led by founder, chairman and CEO John Fish. Suffolk is ranked #8 on ENR’s list of “Top CM-at-Risk Contractors.” For more information, visit www.suffolk.com and follow Suffolk on Facebook, Twitter, LinkedIn, YouTube, and Instagram.
At Suffolk, we believe that our total rewards program should offer you and your family the support you need when it matters most. That’s why we have created a program that provides employees with access to a wide variety of options that can be personalized to support you and your loved ones physically, emotionally, and financially.
Benefits include, competitive salaries, auto allowances and gas cards for certain roles, access to market leading medical and emotional and mental health benefits, dental, and vision insurance plans, virtual care options for physical therapy and primary care, generous paid time off, 401k plan with employer match and access to expert financial resources, company paid and voluntary life insurance, tax deferred savings accounts, 10 backup daycare days each year, short- and long-term disability, commuter benefits and more. For more information, click here.
Role Summary
The Vice President, Head of HR Business Partners is a senior HR leader responsible for defining and advancing the strategy, structure, and impact of the HRBP function across Suffolk. This role leads a national team of HRBPs supporting both corporate and field operations, ensuring consistent, high-impact partnership that aligns people strategies with business objectives.
In this role, you will lead the evolution of our HRBP model to support the growth of the organization, scaling delivery of core capabilities including leadership coaching, workforce planning, organizational development, employee relations and employee experience.
Responsibilities:
Working Conditions:
About Suffolk
Suffolk is a national enterprise that builds, innovates, and invests. We provide value across the entire project lifecycle through our core construction management services and complementary business lines in real estate investment, design, self-perform construction, and technology start-up investment (Suffolk Technologies). By integrating data, artificial intelligence, and advanced technology through our Seamless Platform, we connect design, construction, and operations to deliver smarter, more predictable results and redefine how America builds.
Suffolk – America’s Contractor – is a national company with more than $9 billion in annual revenue, 3,000 employees, and 17 offices, including Boston (headquarters), New York City, Miami, West Palm Beach, Tampa, Estero, Dallas, Los Angeles, San Francisco, San Diego, Las Vegas, Herndon, U.S. Virgin Islands, and other key markets. Suffolk manages some of the most complex and transformative projects in the country, serving clients across healthcare, life sciences, education, gaming, aviation, transportation, government, mission critical, and commercial sectors. Suffolk is privately held and is led by founder, chairman and CEO John Fish. Suffolk is ranked #8 on ENR’s list of “Top CM-at-Risk Contractors.” For more information, visit www.suffolk.com and follow Suffolk on Facebook, Twitter, LinkedIn, YouTube, and Instagram.
At Suffolk, we believe that our total rewards program should offer you and your family the support you need when it matters most. That’s why we have created a program that provides employees with access to a wide variety of options that can be personalized to support you and your loved ones physically, emotionally, and financially.
Benefits include, competitive salaries, auto allowances and gas cards for certain roles, access to market leading medical and emotional and mental health benefits, dental, and vision insurance plans, virtual care options for physical therapy and primary care, generous paid time off, 401k plan with employer match and access to expert financial resources, company paid and voluntary life insurance, tax deferred savings accounts, 10 backup daycare days each year, short- and long-term disability, commuter benefits and more. For more information, click here.
Role Summary
The Vice President, Head of HR Business Partners is a senior HR leader responsible for defining and advancing the strategy, structure, and impact of the HRBP function across Suffolk. This role leads a national team of HRBPs supporting both corporate and field operations, ensuring consistent, high-impact partnership that aligns people strategies with business objectives.
In this role, you will lead the evolution of our HRBP model to support the growth of the organization, scaling delivery of core capabilities including leadership coaching, workforce planning, organizational development, employee relations and employee experience.
This role requires an on-site presence 4 days a week in our amazing Boston office - which offers free parking, a free on-site gym and cafeteria and other perks that make for a great culture and unique employee experience!
HRBP Strategy & Operating Model
- Define and evolve a scalable HRBP service delivery model aligned with business growth and organizational complexity
- Establish clear roles, expectations, and engagement norms across HRBPs, COEs, and business leaders
- Standardize HR frameworks and ensure consistency of delivery across regions and project sites
- Drive continuous improvement of HRBP processes, tools, and ways of working
Executive Partnership
- Serve as a strategic advisor to senior leaders on organizational design, workforce planning, talent strategy, and leadership effectiveness
- Influence business decisions through a balanced lens of performance, employee experience, and risk mitigation
- Provide thought leadership on organizational effectiveness, culture, and leadership capability
Team Leadership & Capability Building
- Lead, coach, and develop a high-performing, geographically dispersed HRBP team
- Elevate team capabilities toward strategic advisory, analytics-driven insights, and proactive talent planning
- Embed coaching frameworks that enable HRBPs to effectively support business leaders
- Drive consistency in delivery of core HRBP services (performance management, talent reviews, employee relations)
Talent, Workforce Planning & Organizational Effectiveness
- Partner with HR Centers of Excellence (COEs) to deliver integrated talent solutions, including succession planning and leadership development
- Lead workforce planning strategies that align talent supply with project and business demand
- Guide organizational design, restructuring, and job architecture efforts
- Strengthen leadership capability and retention through proactive talent management practices
Manager Empowerment and Employee Experience & Culture
- Champion a high-performance, inclusive culture aligned with company values
- Enhance employee experience across both corporate and field populations
- Equip frontline and project leaders with tools and coaching to drive engagement and retention
- Implement mechanisms to capture and act on workforce feedback across regions
Cross-Functional Integration
- Partner closely with HR COEs (Talent Acquisition, Total Rewards, Talent Strategy, HR Operations, etc.)
- Ensure seamless execution and adoption of enterprise HR initiatives
- Align messaging and delivery of people solutions across the organization
HR Technology & Transformation
- Serve as a key HR leader in the transition to Oracle HCM
- Partner with HR Technology to drive adoption, data literacy, and manager self-service
- Lead change management efforts to support system implementation and workforce enablement
Data, Insights & Continuous Improvement
- Leverage workforce data and analytics to inform strategy and drive outcomes
- Monitor key people metrics (engagement, turnover, performance) and implement targeted action plans
- Use insights to influence decision-making and continuously improve HR impact
- 15+ years of progressive HR experience, with 4+ years explicitly leading HRBPs in a national or matrixed organization
- Proven experience leading HRBP teams in complex, multi-location or field-based environments
- Demonstrated success in organizational design, workforce planning, and talent strategy
- Strong business acumen and ability to influence senior executives
- Experience supporting organizational growth and scaling HR models
- Direct experience with Oracle HCM (implementation or transformation strongly preferred)
- Construction, engineering, or similar field-based industry experience preferred
- Ability to work from the Boston, MA headquarters 4 days per week, with a willingness to travel quarterly
Key Capabilities
- Strategic thinker with the ability to translate business needs into actionable people strategies
- Strong executive presence and influencing skills
- High level of judgment, discretion, and professionalism
- Data-driven mindset with ability to translate insights into action
- Exceptional coaching, communication, and relationship-building skills
- Ability to operate effectively across corporate and field environments
While performing the duties of this job, the employee is regularly required to sit for long periods of time; talk or hear; perform fine motor, hand and finger skills in the use of a keyboard, telephone, or writing. The employee is frequently required to stands; walk; and reach with arms and/or hands. Specific vision abilities include close vision, distance vision, depth perception and the ability to adjust focus. The employee will spend their time in an office environment with a quiet to moderate noise level. Job site walking.
EEO Statement:
Suffolk provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, pregnancy or maternity, national origin, citizenship, genetic information, disability, protected veteran, gender identity, age or any other status protected by law. This policy applies to recruiting, hiring, transfers, promotions, terminations, compensation, benefits, and all other terms and conditions of employment. Suffolk will not tolerate any unlawful discrimination toward, or harassment of, applicants or employees by anyone at Suffolk, or anyone working on behalf of Suffolk.
Compensation Information:
The expected salary range for this position (Vice President, Head Of HR Business Partners) in US-MA-Boston is between $280,000 and $330,000 USD. This represents the typical salary range for this position and is just one component of Suffolk’s total compensation package. Actual salaries may be based on several factors including, but not limited to, skill set, experience, education and other qualifications. Suffolk offers a comprehensive benefits package as part of its overall compensation strategy. Salary ranges may differ by geography and are reviewed regularly to reflect market trends.
Suffolk Construction
Vice President, Head of HR Business Partners
Boston, Massachusetts
New 1m ago1,001-5,000 employees
Job functions:
$280k - $330k/yr
5+ yrs exp.
Full Time
Job Description
Overview:
Suffolk is a national enterprise that builds, innovates, and invests. We provide value across the entire project lifecycle through our core construction management services and complementary business lines in real estate investment, design, self-perform construction, and technology start-up investment (Suffolk Technologies). By integrating data, artificial intelligence, and advanced technology through our Seamless Platform, we connect design, construction, and operations to deliver smarter, more predictable results and redefine how America builds.
Suffolk – America’s Contractor – is a national company with more than $9 billion in annual revenue, 3,000 employees, and 17 offices, including Boston (headquarters), New York City, Miami, West Palm Beach, Tampa, Estero, Dallas, Los Angeles, San Francisco, San Diego, Las Vegas, Herndon, U.S. Virgin Islands, and other key markets. Suffolk manages some of the most complex and transformative projects in the country, serving clients across healthcare, life sciences, education, gaming, aviation, transportation, government, mission critical, and commercial sectors. Suffolk is privately held and is led by founder, chairman and CEO John Fish. Suffolk is ranked #8 on ENR’s list of “Top CM-at-Risk Contractors.” For more information, visit www.suffolk.com and follow Suffolk on Facebook, Twitter, LinkedIn, YouTube, and Instagram.
At Suffolk, we believe that our total rewards program should offer you and your family the support you need when it matters most. That’s why we have created a program that provides employees with access to a wide variety of options that can be personalized to support you and your loved ones physically, emotionally, and financially.
Benefits include, competitive salaries, auto allowances and gas cards for certain roles, access to market leading medical and emotional and mental health benefits, dental, and vision insurance plans, virtual care options for physical therapy and primary care, generous paid time off, 401k plan with employer match and access to expert financial resources, company paid and voluntary life insurance, tax deferred savings accounts, 10 backup daycare days each year, short- and long-term disability, commuter benefits and more. For more information, click here.
Role Summary
The Vice President, Head of HR Business Partners is a senior HR leader responsible for defining and advancing the strategy, structure, and impact of the HRBP function across Suffolk. This role leads a national team of HRBPs supporting both corporate and field operations, ensuring consistent, high-impact partnership that aligns people strategies with business objectives.
In this role, you will lead the evolution of our HRBP model to support the growth of the organization, scaling delivery of core capabilities including leadership coaching, workforce planning, organizational development, employee relations and employee experience.
Responsibilities:
Working Conditions:
About Suffolk
Suffolk is a national enterprise that builds, innovates, and invests. We provide value across the entire project lifecycle through our core construction management services and complementary business lines in real estate investment, design, self-perform construction, and technology start-up investment (Suffolk Technologies). By integrating data, artificial intelligence, and advanced technology through our Seamless Platform, we connect design, construction, and operations to deliver smarter, more predictable results and redefine how America builds.
Suffolk – America’s Contractor – is a national company with more than $9 billion in annual revenue, 3,000 employees, and 17 offices, including Boston (headquarters), New York City, Miami, West Palm Beach, Tampa, Estero, Dallas, Los Angeles, San Francisco, San Diego, Las Vegas, Herndon, U.S. Virgin Islands, and other key markets. Suffolk manages some of the most complex and transformative projects in the country, serving clients across healthcare, life sciences, education, gaming, aviation, transportation, government, mission critical, and commercial sectors. Suffolk is privately held and is led by founder, chairman and CEO John Fish. Suffolk is ranked #8 on ENR’s list of “Top CM-at-Risk Contractors.” For more information, visit www.suffolk.com and follow Suffolk on Facebook, Twitter, LinkedIn, YouTube, and Instagram.
At Suffolk, we believe that our total rewards program should offer you and your family the support you need when it matters most. That’s why we have created a program that provides employees with access to a wide variety of options that can be personalized to support you and your loved ones physically, emotionally, and financially.
Benefits include, competitive salaries, auto allowances and gas cards for certain roles, access to market leading medical and emotional and mental health benefits, dental, and vision insurance plans, virtual care options for physical therapy and primary care, generous paid time off, 401k plan with employer match and access to expert financial resources, company paid and voluntary life insurance, tax deferred savings accounts, 10 backup daycare days each year, short- and long-term disability, commuter benefits and more. For more information, click here.
Role Summary
The Vice President, Head of HR Business Partners is a senior HR leader responsible for defining and advancing the strategy, structure, and impact of the HRBP function across Suffolk. This role leads a national team of HRBPs supporting both corporate and field operations, ensuring consistent, high-impact partnership that aligns people strategies with business objectives.
In this role, you will lead the evolution of our HRBP model to support the growth of the organization, scaling delivery of core capabilities including leadership coaching, workforce planning, organizational development, employee relations and employee experience.
This role requires an on-site presence 4 days a week in our amazing Boston office - which offers free parking, a free on-site gym and cafeteria and other perks that make for a great culture and unique employee experience!
HRBP Strategy & Operating Model
- Define and evolve a scalable HRBP service delivery model aligned with business growth and organizational complexity
- Establish clear roles, expectations, and engagement norms across HRBPs, COEs, and business leaders
- Standardize HR frameworks and ensure consistency of delivery across regions and project sites
- Drive continuous improvement of HRBP processes, tools, and ways of working
Executive Partnership
- Serve as a strategic advisor to senior leaders on organizational design, workforce planning, talent strategy, and leadership effectiveness
- Influence business decisions through a balanced lens of performance, employee experience, and risk mitigation
- Provide thought leadership on organizational effectiveness, culture, and leadership capability
Team Leadership & Capability Building
- Lead, coach, and develop a high-performing, geographically dispersed HRBP team
- Elevate team capabilities toward strategic advisory, analytics-driven insights, and proactive talent planning
- Embed coaching frameworks that enable HRBPs to effectively support business leaders
- Drive consistency in delivery of core HRBP services (performance management, talent reviews, employee relations)
Talent, Workforce Planning & Organizational Effectiveness
- Partner with HR Centers of Excellence (COEs) to deliver integrated talent solutions, including succession planning and leadership development
- Lead workforce planning strategies that align talent supply with project and business demand
- Guide organizational design, restructuring, and job architecture efforts
- Strengthen leadership capability and retention through proactive talent management practices
Manager Empowerment and Employee Experience & Culture
- Champion a high-performance, inclusive culture aligned with company values
- Enhance employee experience across both corporate and field populations
- Equip frontline and project leaders with tools and coaching to drive engagement and retention
- Implement mechanisms to capture and act on workforce feedback across regions
Cross-Functional Integration
- Partner closely with HR COEs (Talent Acquisition, Total Rewards, Talent Strategy, HR Operations, etc.)
- Ensure seamless execution and adoption of enterprise HR initiatives
- Align messaging and delivery of people solutions across the organization
HR Technology & Transformation
- Serve as a key HR leader in the transition to Oracle HCM
- Partner with HR Technology to drive adoption, data literacy, and manager self-service
- Lead change management efforts to support system implementation and workforce enablement
Data, Insights & Continuous Improvement
- Leverage workforce data and analytics to inform strategy and drive outcomes
- Monitor key people metrics (engagement, turnover, performance) and implement targeted action plans
- Use insights to influence decision-making and continuously improve HR impact
- 15+ years of progressive HR experience, with 4+ years explicitly leading HRBPs in a national or matrixed organization
- Proven experience leading HRBP teams in complex, multi-location or field-based environments
- Demonstrated success in organizational design, workforce planning, and talent strategy
- Strong business acumen and ability to influence senior executives
- Experience supporting organizational growth and scaling HR models
- Direct experience with Oracle HCM (implementation or transformation strongly preferred)
- Construction, engineering, or similar field-based industry experience preferred
- Ability to work from the Boston, MA headquarters 4 days per week, with a willingness to travel quarterly
Key Capabilities
- Strategic thinker with the ability to translate business needs into actionable people strategies
- Strong executive presence and influencing skills
- High level of judgment, discretion, and professionalism
- Data-driven mindset with ability to translate insights into action
- Exceptional coaching, communication, and relationship-building skills
- Ability to operate effectively across corporate and field environments
While performing the duties of this job, the employee is regularly required to sit for long periods of time; talk or hear; perform fine motor, hand and finger skills in the use of a keyboard, telephone, or writing. The employee is frequently required to stands; walk; and reach with arms and/or hands. Specific vision abilities include close vision, distance vision, depth perception and the ability to adjust focus. The employee will spend their time in an office environment with a quiet to moderate noise level. Job site walking.
EEO Statement:
Suffolk provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, pregnancy or maternity, national origin, citizenship, genetic information, disability, protected veteran, gender identity, age or any other status protected by law. This policy applies to recruiting, hiring, transfers, promotions, terminations, compensation, benefits, and all other terms and conditions of employment. Suffolk will not tolerate any unlawful discrimination toward, or harassment of, applicants or employees by anyone at Suffolk, or anyone working on behalf of Suffolk.
Compensation Information:
The expected salary range for this position (Vice President, Head Of HR Business Partners) in US-MA-Boston is between $280,000 and $330,000 USD. This represents the typical salary range for this position and is just one component of Suffolk’s total compensation package. Actual salaries may be based on several factors including, but not limited to, skill set, experience, education and other qualifications. Suffolk offers a comprehensive benefits package as part of its overall compensation strategy. Salary ranges may differ by geography and are reviewed regularly to reflect market trends.
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Who's Hiring
- Dover1
- Raycon1R
- Corgi Insurance1
- Suffolk Construction1
- Zoominfo Technologies1
Top Industries Hiring
- Technology & Software2
- Science & Research1
- Construction & Real Estate1
Mid Level Head Of People Operations Jobs: Frequently Asked Questions
How do I get a mid level head of people operations job?
Position yourself by leading with the people programs you have owned, not just supported. Highlight initiatives where you drove outcomes independently, such as building an onboarding process, running a performance cycle, or reducing attrition through a targeted retention effort. Tailor your application to show cross-functional collaboration and comfort advising managers, since those are the competencies mid level head of people operations roles consistently require.
Which companies hire mid level head of people operationss?
Companies hiring mid level head of people operationss right now include Dover, Raycon, and Corgi Insurance, based on current listings on Migrate Mate as of June 2026. Hiring at this level is spread across growth-stage startups scaling their people function for the first time and established organizations adding mid-level HR capacity to support managers and employees directly.
Are there remote mid level head of people operations jobs?
Yes, though availability varies by company size and sector. About 50% of mid level head of people operations openings are remote or hybrid as of June 2026, reflecting how much of this work centers on digital HR systems, virtual onboarding, and cross-location employee relations that do not require daily on-site presence.
How do I move up to a mid level head of people operations role?
The path from entry level into mid level head of people operations comes from accumulating ownership, not just task completion. Build depth in at least one area such as talent acquisition, employee relations, or HR operations, then demonstrate that you have led a project with measurable results. Consistent cross-functional exposure and experience advising managers on people decisions signal readiness for the mid level scope.
Which industries hire the most mid level head of people operationss?
Mid Level head of people operations roles concentrate in Technology & Software, Science & Research, and Construction & Real Estate, based on current listings on Migrate Mate as of June 2026. These sectors tend to drive hiring at this level because rapid headcount growth, complex workforce structures, or high employee turnover create sustained demand for experienced people operations professionals who can operate independently.