HR Operations Director

JOB SUMMARY The HR Operations Director is accountable for the design, delivery, and continuous optimisation of the organisation’s core HR operational platform. The role ensures that all people processes, systems, and services operate with high efficiency, accuracy, and compliance while supporting a consistent and positive employee experience. Acting as the operational backbone of the HR function, the role translates people strategy into scalable operating models, reliable service delivery, and data‑driven insight that enables business performance and workforce sustainability. JOB RESPONSIBILITIES 1 HR OPERATING MODEL & SERVICE DELIVERY OWNERSHIP Own and continuously refine the end‑to‑end HR operating model, including shared services, in‑house operations, and outsourced activities. Ensure reliable delivery of employee lifecycle processes such as onboarding, offboarding, workforce administration, employee records management, and service desk operations, with clear accountability for quality, consistency, and turnaround times. HR SYSTEMS, DATA INTEGRITY & DIGITAL ENABLEMENT Act as the functional owner of the HR systems ecosystem, ensuring data accuracy, process integrity, and effective system utilisation. Lead ongoing system enhancements, integrations, and upgrades in partnership with IT and vendors, while enabling automation, standardisation, and improved access to workforce data and reporting. PAYROLL, BENEFITS & WORKFORCE ADMINISTRATION GOVERNANCE Provide governance and oversight of payroll, benefits administration, and workforce administration activities, whether delivered internally or through external providers. Ensure accuracy, timeliness, and control across all payroll cycles, benefits processes, and employee transactions, with strong coordination across HR, Finance, and third‑party providers. PEOPLE GOVERNANCE, COMPLIANCE & RISK CONTROL Ensure HR operations comply with applicable employment regulations, internal policies, and governance standards across all operating locations. Lead HR audits, policy governance reviews, and operational risk assessments, embedding controls that mitigate people‑related risk and protect the organisation from compliance failures. PROCESS EXCELLENCE & HR OPERATIONS TRANSFORMATION Drive continuous improvement across HR operations through process simplification, standardisation, and digitisation. Lead operational transformation initiatives that improve efficiency, reduce manual effort, enhance employee experience, and support scalability as the organisation grows or restructures. HR ANALYTICS, REPORTING & OPERATIONAL INSIGHT Establish and govern HR operational metrics, service level agreements, and dashboards to track performance, trends, and issues. Use workforce data and people analytics to provide actionable insight to HR leadership and the business, supporting informed decision‑making and operational prioritisation. HR OPERATIONS LEADERSHIP & CAPABILITY BUILDING Lead, develop, and hold accountable HR operations and shared services teams, building technical capability, service mindset, and operational discipline. Manage HR operations budgets, vendor relationships, and resource allocation to ensure cost‑effective delivery and sustained service quality. JOB RESPONSIBILITIES 2 ADDITIONAL RESPONSIBILITIES 3 JOB KNOWLEDGE & SKILLS HR OPERATIONS & SERVICE DELIVERY DESIGN Strong understanding of how to design, operate, and optimise end‑to‑end HR operations and shared services models that deliver consistent, high‑quality employee services at scale. HR SYSTEMS & PROCESS AUTOMATION Deep knowledge of HRIS platforms, system integrations, and process automation, with the ability to translate business requirements into efficient digital HR solutions. PAYROLL, BENEFITS & WORKFORCE ADMINISTRATION CONTROLS Solid expertise in payroll governance, benefits administration, and workforce data management, with an emphasis on accuracy, control, and risk mitigation. PEOPLE GOVERNANCE & COMPLIANCE FRAMEWORKS Comprehensive understanding of HR governance, policy management, and employment compliance requirements, and how to embed controls into HR operational processes. OPERATIONAL LEADERSHIP & CHANGE EXECUTION Proven capability to lead teams through operational change, drive continuous improvement, manage stakeholders, and maintain service continuity during transformation. JOB EXPERIENCE 10–15+ years of progressive Human Resources experience, with substantial responsibility for HR operations, shared services, or HR delivery models. Proven experience leading HR operational scale, transformation, or service delivery optimisation in complex, multi‑location or matrixed organisations. Demonstrated hands‑on ownership of HR systems, payroll governance, compliance controls, and workforce administration within a corporate environment. COMPETENCIES Agility AI Fluency Build High-Performing Teams Build Process and Systems Business Acumen L4 Data Driven L4 Digital Integration L4 Drive Cost Optimization HR Consulting L4 Leadership People Advocacy L4 Provide Direction Quality Resilience Speed of Execution EDUCATION Bachelor's Degree Master's degree in Human Resource or any related field