Human Capital Director Jobs
Human Capital Director jobs are open across healthcare, financial services, technology, and government, at levels from senior manager to chief people officer, with specializations in workforce planning, organizational development, and talent strategy. Find a role that fits below and apply directly.
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Job Title: Human Capital Operations Specialist
Job Information:
Job Classification: Regular Full-Time, Exempt
Evaluation: Annual with regular intervals to check in on performance
Reporting/Supervisory Responsibility:
Reports To: Vice President of People & Culture
Supervisory Responsibility: None
Job Summary
The Human Capital Operations Specialist supports the day-to-day operations of the Human Capital Management team across Network Headquarters and the Hope Ignites network, with primary responsibility for benefits administration, employee and volunteer lifecycle processes, employment records, HCM systems, compliance tracking, and project coordination. Serving as a shared operational resource for the Vice President of People & Culture and Human Capital Manager, the Specialist provides responsive support to team members, affiliate leaders, employees, volunteers, and other stakeholders while helping ensure HCM processes are administered accurately, consistently, and in accordance with organizational policies and practices.
Education & Experience: Minimum Qualifications
- Bachelor’s degree in Human Resources, Human Capital Management, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
- Three to five years of experience in benefits administration, HCM operations, employee lifecycle administration, or a related human capital function preferred.
- Experience with onboarding/offboarding, employee records, benefits, background screening, compliance, or volunteer administration.
- Experience using HRIS/HCM and related technology platforms; ADP, Salesforce, Hopeforce, SharePoint, or similar systems preferred.
- Experience supporting a multi-location, networked, or nonprofit organization preferred.
Knowledge, Skills & Abilities
- Working knowledge of HCM practices, with the judgment to administer established processes and appropriately escalate complex or sensitive matters.
- Strong organizational, project-coordination, and attention-to-detail skills, with the ability to manage multiple priorities and maintain accurate records.
- Strong written, verbal, interpersonal, and customer-service skills with the ability to effectively support diverse internal and external stakeholders.
- Proficiency with Microsoft Office and related workplace applications, with the ability to learn HCM technology platforms and accurately prepare, review, and reconcile reports and data.
- Ability to maintain confidentiality, exercise sound judgment, and work independently and collaboratively across HCM, Finance, Technology Services, affiliate leadership, and other organizational partners.
- Ability to recognize and appropriately escalate operational, compliance, safeguarding, and employee-relations concerns.
Essential Functions, Duties and Responsibilities:
Employee Lifecycle and Employment Services
- Coordinate employee onboarding and offboarding processes across Network Headquarters and the network, including orientation, documentation, background screening, applicable system access, benefit information, and required notifications.
- Provide recruitment coordination and administrative support for Network Headquarters and affiliate hiring, including job postings, applicant workflows, candidate communications, interview scheduling, and related documentation.
- Assist with candidate screening and recruitment activities, as assigned, and support affiliates in navigating recruitment processes within Hopeforce and other designated systems.
- Coordinate the transition from candidate to new hire, including post-offer background screening, required documentation, and handoff to onboarding processes.
- Maintain complete and accurate electronic employee records, ensuring required documents and acknowledgments are processed and retained within established timelines.
- Process routine employee status changes and provide accurate, timely information to Finance and other internal partners.
- Provide guidance to affiliates on onboarding, offboarding, recordkeeping, and other employee lifecycle procedures, using reports and checklists to monitor completion and follow up on outstanding requirements.
- Support employment verifications, employee record requests, and other routine employment services.
- Assist with employee check-ins, exit interviews, and other employee experience activities, as assigned.
Benefits Administration Support
- Serve as an initial point of contact for team member and affiliate questions regarding benefits, enrollment, employment records, billing, and routine benefit processes.
- Coordinate benefit enrollments, qualifying life-event changes, terminations, billing updates, and related transactions, ensuring accurate records across applicable HCM, HRIS, benefit, and vendor systems.
- Support affiliate administrators and work with benefit providers and internal partners to resolve routine coverage, enrollment, billing, and eligibility matters.
- Conduct regular audits of benefit programs and prepare required reports, billing documentation, vouchers, and retirement contribution information for Finance and applicable vendors.
- Maintain and distribute current benefit information, forms, plan documents, communications, and resources.
- Coordinate annual open enrollment, including communications, system preparation, documentation, deadlines, team member support, and follow-up.
- Support employee wellness initiatives and related resources and communications.
- Support workers’ compensation administration and documentation, escalating matters requiring leadership, legal, or risk-management review.
Volunteer and Board Member Lifecycle Administration
- Serve as a primary HCM operational contact for volunteer and board member onboarding, screening, recordkeeping, and related processes across the network.
- Support affiliate personnel with volunteer applications, onboarding, documentation, and screening requirements, including Level 1, Level 2, episodic volunteers, and board members.
- Administer assigned background screening processes through Praesidium and other approved resources and track completion of required screenings, policy acknowledgments, orientation, training, and documentation.
- Maintain accurate volunteer and board member records in Hopeforce and other designated systems, reviewing submissions for completeness and following up on missing documentation, incomplete screenings, or record discrepancies.
- Prepare routine reports and support audits of volunteer and board member records, screening completion, onboarding status, and compliance requirements.
- Develop and maintain procedures, forms, checklists, and guidance to support consistent volunteer and board member administration across the network.
- Escalate policy interpretation, adverse screening findings, safeguarding concerns, compliance issues, and policy exceptions to the Human Capital Manager or Vice President of People & Culture, as appropriate.
HCM Systems, Data and Reporting
- Support the day-to-day administration and use of Hopeforce, Salesforce HCM, ADP, Praesidium, and other assigned HCM platforms.
- Maintain accurate HCM data, conduct routine system audits and reconciliations, and coordinate corrections or status updates as needed.
- Monitor assigned workflows, requests, notifications, help tickets, and system-generated reports, coordinating with Technology Services or other system owners as needed.
- Support user access requests and assist with testing forms, workflows, system enhancements, reports, and process automations.
- Prepare recurring and ad hoc HCM reports and identify data-quality issues, trends, or recurring process breakdowns that may require operational improvement.
Compliance Administration and Recordkeeping
- Maintain compliance calendars, tracking tools, and documentation for assigned employment, benefit, volunteer, screening, training, and record-retention requirements.
- Monitor completion requirements and follow up with appropriate stakeholders regarding missing, incomplete, or overdue documentation.
- Assist with internal audits and prepare documentation for benefit, employment, volunteer, or organizational reviews.
- Maintain HCM procedures, forms, templates, and resources and support the administrative implementation of approved policy and procedure updates.
- Protect confidential HCM information and escalate matters requiring legal interpretation, policy decisions, employee-relations guidance, safeguarding review, or risk assessment to the Human Capital Manager or Vice President of People & Culture.
HCM Team and Project Support
- Provide operational and project support to the Vice President of People & Culture and Human Capital Manager on assigned initiatives.
- Coordinate project timelines, action items, documentation, communications, training logistics, and follow-up for assigned HCM initiatives.
- Support the development and continuous improvement of HCM processes, resources, communications, training materials, and documentation.
- Identify opportunities to improve efficiency, consistency, customer service, and the employee and volunteer experience.
- Provide backup support for routine HCM activities during periods of increased workload or team member absence.
- Perform other related duties as assigned to support the effective operation of the Human Capital Management function.
- Other duties as assigned
Work Environment:
This is a professional position based in St. Louis, at the Network Headquarters of Hope Ignites. This is a hybrid-remote position. The position requires extensive contact with employees, volunteers, applicants, and the public.  Use of computers and phones are required to complete duties.
Physical Requirements:
This position requires regular use of a computer and other office technology and may involve extended periods of sitting, standing, and performing repetitive motions. The role requires the ability to communicate effectively, review and interpret written and electronic information, and perform routine physical activities associated with an office environment. Occasional lifting or moving of materials may be required.
This job description is designed for compliance with the American with Disabilities Act (ADA) and is not an exhaustive list of the duties performed for this job. Additional duties are performed by the individual holding this job and additional duties may be assigned. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this job.
Pay: $68,000.00 - $72,000.00 per year
Benefits:
- 401(k)
- Dental insurance
- Employee assistance program
- Flexible spending account
- Health insurance
- Life insurance
- Paid time off
- Parental leave
- Vision insurance
Education:
- Bachelor's (Required)
Experience:
- Human resources: 3 years (Required)
Work Location: Hybrid remote in St. Louis, MO 63110
Job Title: Human Capital Operations Specialist
Job Information:
Job Classification: Regular Full-Time, Exempt
Evaluation: Annual with regular intervals to check in on performance
Reporting/Supervisory Responsibility:
Reports To: Vice President of People & Culture
Supervisory Responsibility: None
Job Summary
The Human Capital Operations Specialist supports the day-to-day operations of the Human Capital Management team across Network Headquarters and the Hope Ignites network, with primary responsibility for benefits administration, employee and volunteer lifecycle processes, employment records, HCM systems, compliance tracking, and project coordination. Serving as a shared operational resource for the Vice President of People & Culture and Human Capital Manager, the Specialist provides responsive support to team members, affiliate leaders, employees, volunteers, and other stakeholders while helping ensure HCM processes are administered accurately, consistently, and in accordance with organizational policies and practices.
Education & Experience: Minimum Qualifications
- Bachelor’s degree in Human Resources, Human Capital Management, Business Administration, or a related field, or an equivalent combination of education and relevant experience.
- Three to five years of experience in benefits administration, HCM operations, employee lifecycle administration, or a related human capital function preferred.
- Experience with onboarding/offboarding, employee records, benefits, background screening, compliance, or volunteer administration.
- Experience using HRIS/HCM and related technology platforms; ADP, Salesforce, Hopeforce, SharePoint, or similar systems preferred.
- Experience supporting a multi-location, networked, or nonprofit organization preferred.
Knowledge, Skills & Abilities
- Working knowledge of HCM practices, with the judgment to administer established processes and appropriately escalate complex or sensitive matters.
- Strong organizational, project-coordination, and attention-to-detail skills, with the ability to manage multiple priorities and maintain accurate records.
- Strong written, verbal, interpersonal, and customer-service skills with the ability to effectively support diverse internal and external stakeholders.
- Proficiency with Microsoft Office and related workplace applications, with the ability to learn HCM technology platforms and accurately prepare, review, and reconcile reports and data.
- Ability to maintain confidentiality, exercise sound judgment, and work independently and collaboratively across HCM, Finance, Technology Services, affiliate leadership, and other organizational partners.
- Ability to recognize and appropriately escalate operational, compliance, safeguarding, and employee-relations concerns.
Essential Functions, Duties and Responsibilities:
Employee Lifecycle and Employment Services
- Coordinate employee onboarding and offboarding processes across Network Headquarters and the network, including orientation, documentation, background screening, applicable system access, benefit information, and required notifications.
- Provide recruitment coordination and administrative support for Network Headquarters and affiliate hiring, including job postings, applicant workflows, candidate communications, interview scheduling, and related documentation.
- Assist with candidate screening and recruitment activities, as assigned, and support affiliates in navigating recruitment processes within Hopeforce and other designated systems.
- Coordinate the transition from candidate to new hire, including post-offer background screening, required documentation, and handoff to onboarding processes.
- Maintain complete and accurate electronic employee records, ensuring required documents and acknowledgments are processed and retained within established timelines.
- Process routine employee status changes and provide accurate, timely information to Finance and other internal partners.
- Provide guidance to affiliates on onboarding, offboarding, recordkeeping, and other employee lifecycle procedures, using reports and checklists to monitor completion and follow up on outstanding requirements.
- Support employment verifications, employee record requests, and other routine employment services.
- Assist with employee check-ins, exit interviews, and other employee experience activities, as assigned.
Benefits Administration Support
- Serve as an initial point of contact for team member and affiliate questions regarding benefits, enrollment, employment records, billing, and routine benefit processes.
- Coordinate benefit enrollments, qualifying life-event changes, terminations, billing updates, and related transactions, ensuring accurate records across applicable HCM, HRIS, benefit, and vendor systems.
- Support affiliate administrators and work with benefit providers and internal partners to resolve routine coverage, enrollment, billing, and eligibility matters.
- Conduct regular audits of benefit programs and prepare required reports, billing documentation, vouchers, and retirement contribution information for Finance and applicable vendors.
- Maintain and distribute current benefit information, forms, plan documents, communications, and resources.
- Coordinate annual open enrollment, including communications, system preparation, documentation, deadlines, team member support, and follow-up.
- Support employee wellness initiatives and related resources and communications.
- Support workers’ compensation administration and documentation, escalating matters requiring leadership, legal, or risk-management review.
Volunteer and Board Member Lifecycle Administration
- Serve as a primary HCM operational contact for volunteer and board member onboarding, screening, recordkeeping, and related processes across the network.
- Support affiliate personnel with volunteer applications, onboarding, documentation, and screening requirements, including Level 1, Level 2, episodic volunteers, and board members.
- Administer assigned background screening processes through Praesidium and other approved resources and track completion of required screenings, policy acknowledgments, orientation, training, and documentation.
- Maintain accurate volunteer and board member records in Hopeforce and other designated systems, reviewing submissions for completeness and following up on missing documentation, incomplete screenings, or record discrepancies.
- Prepare routine reports and support audits of volunteer and board member records, screening completion, onboarding status, and compliance requirements.
- Develop and maintain procedures, forms, checklists, and guidance to support consistent volunteer and board member administration across the network.
- Escalate policy interpretation, adverse screening findings, safeguarding concerns, compliance issues, and policy exceptions to the Human Capital Manager or Vice President of People & Culture, as appropriate.
HCM Systems, Data and Reporting
- Support the day-to-day administration and use of Hopeforce, Salesforce HCM, ADP, Praesidium, and other assigned HCM platforms.
- Maintain accurate HCM data, conduct routine system audits and reconciliations, and coordinate corrections or status updates as needed.
- Monitor assigned workflows, requests, notifications, help tickets, and system-generated reports, coordinating with Technology Services or other system owners as needed.
- Support user access requests and assist with testing forms, workflows, system enhancements, reports, and process automations.
- Prepare recurring and ad hoc HCM reports and identify data-quality issues, trends, or recurring process breakdowns that may require operational improvement.
Compliance Administration and Recordkeeping
- Maintain compliance calendars, tracking tools, and documentation for assigned employment, benefit, volunteer, screening, training, and record-retention requirements.
- Monitor completion requirements and follow up with appropriate stakeholders regarding missing, incomplete, or overdue documentation.
- Assist with internal audits and prepare documentation for benefit, employment, volunteer, or organizational reviews.
- Maintain HCM procedures, forms, templates, and resources and support the administrative implementation of approved policy and procedure updates.
- Protect confidential HCM information and escalate matters requiring legal interpretation, policy decisions, employee-relations guidance, safeguarding review, or risk assessment to the Human Capital Manager or Vice President of People & Culture.
HCM Team and Project Support
- Provide operational and project support to the Vice President of People & Culture and Human Capital Manager on assigned initiatives.
- Coordinate project timelines, action items, documentation, communications, training logistics, and follow-up for assigned HCM initiatives.
- Support the development and continuous improvement of HCM processes, resources, communications, training materials, and documentation.
- Identify opportunities to improve efficiency, consistency, customer service, and the employee and volunteer experience.
- Provide backup support for routine HCM activities during periods of increased workload or team member absence.
- Perform other related duties as assigned to support the effective operation of the Human Capital Management function.
- Other duties as assigned
Work Environment:
This is a professional position based in St. Louis, at the Network Headquarters of Hope Ignites. This is a hybrid-remote position. The position requires extensive contact with employees, volunteers, applicants, and the public.  Use of computers and phones are required to complete duties.
Physical Requirements:
This position requires regular use of a computer and other office technology and may involve extended periods of sitting, standing, and performing repetitive motions. The role requires the ability to communicate effectively, review and interpret written and electronic information, and perform routine physical activities associated with an office environment. Occasional lifting or moving of materials may be required.
This job description is designed for compliance with the American with Disabilities Act (ADA) and is not an exhaustive list of the duties performed for this job. Additional duties are performed by the individual holding this job and additional duties may be assigned. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions of this job.
Pay: $68,000.00 - $72,000.00 per year
Benefits:
- 401(k)
- Dental insurance
- Employee assistance program
- Flexible spending account
- Health insurance
- Life insurance
- Paid time off
- Parental leave
- Vision insurance
Education:
- Bachelor's (Required)
Experience:
- Human resources: 3 years (Required)
Work Location: Hybrid remote in St. Louis, MO 63110
Human Capital Director Jobs by Experience Level
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Find Human Capital Director JobsHuman Capital Director Job Market
Who's Hiring
What Employers Look For
The qualifications that appear most often in human capital director jobs.
- 10 or more years of progressive HR leadership experience across multiple HR functions
- Bachelor's degree in human resources, business administration, or a related field
- Demonstrated experience leading workforce planning, succession planning, and organizational design
- SHRM-SCP or SPHR certification strongly preferred or required
- Experience implementing or managing enterprise HRIS platforms and applicant tracking systems
- Proven ability to partner with executive leadership on people strategy and culture initiatives
Tips for Your Human Capital Director Job Search
Quantify workforce impact on your resume
Human capital directors are hired to move metrics. Replace vague bullet points with outcomes: headcount managed, retention rate changes, time-to-fill improvements, or cost savings from HR program redesigns. Numbers make your resume stand out in a competitive senior field.
Align your resume to the reporting line
Some human capital director roles report to the CFO, others to the CEO or COO. Read the job posting carefully and mirror the language of that reporting structure in your resume summary to signal strategic alignment from the first line.
Apply early to roles that fit
Migrate Mate lists human capital director openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Target postings by organizational lifecycle stage
A startup scaling from 50 to 500 employees wants a different human capital director than a Fortune 500 managing restructuring. Filter your search by company size and growth stage, then tailor your cover letter to the specific challenge they're hiring to solve.
Prepare a workforce strategy case for interviews
Expect at least one panel interview where you're asked to present your approach to a talent challenge. Prepare a concise example that shows diagnosis, strategy, execution, and measurable outcome from a previous role rather than a generic framework.
Negotiate scope before negotiating anything else
Before discussing compensation, clarify the role's budget authority, headcount, and decision-making latitude. A human capital director with restricted authority to hire or restructure can't deliver the results the offer implies, so scope alignment protects your future performance reviews.
Human Capital Director Jobs: Frequently Asked Questions
Which companies are hiring the most human capital directors?
The companies hiring the most human capital directors right now include Alvarez & Marsal, Deloitte, and CBIZ, with the largest share of openings in Virginia, New York, and District of Columbia, based on current listings on Migrate Mate as of November 2026. Healthcare systems, federal contractors, and large financial institutions consistently post the highest volume of these roles.
How many human capital director jobs are remote?
About 75% of human capital director openings are fully remote or hybrid as of November 2026, with remote arrangements most common in talent strategy, organizational development, and HR technology implementation roles. Positions tied to onsite workforce operations, manufacturing environments, or executive leadership teams are more likely to require in-person presence.
How do you become a human capital director?
Most human capital directors build their path by progressing through generalist or specialist HR roles, taking on increasing scope across recruiting, compensation, employee relations, and HR operations. Earning a senior HR certification like the SHRM-SCP or SPHR strengthens your candidacy. Demonstrating cross-functional leadership, ideally managing an HR team, is typically the final step employers look for before hiring at the director level.
Can you get a human capital director job without direct director experience?
Yes, candidates who have led HR functions as a senior manager or HR business partner at a large organization often move into director roles, especially at mid-size companies looking to build out their people function. The most effective approach is to document the full scope of your decision-making authority, budget ownership, and executive partnerships rather than relying on your title alone to signal readiness.
What does the human capital director interview process look like?
The process typically includes an initial screen with a talent acquisition partner, followed by competency-based interviews with the CHRO or CFO, and then a panel with peer department heads. Finalists are often asked to present a strategic plan or respond to a workforce scenario. Reference checks at the director level are thorough and frequently include former direct reports, not only supervisors.
Where can I find and apply to human capital director jobs?
You can find and apply to human capital director jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your experience and apply directly to each listing from the page.
See All 66 Human Capital Director Jobs
Find roles that match your experience and apply in just a few clicks.
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