Senior Director of People Operations

POSITION SUMMARY: The Sr Director of People Operations leads the day-to-day execution of the People Ops function while serving as a strategic partner to business leaders across the organization. This role owns full-cycle HR operations: from compliance and employee relations to talent management, leave administration, and systems oversight. The Director bridges the gap between tactical execution and organizational strategy, ensuring every people process runs cleanly, compliantly, and in alignment with the company's mission & values. This individual is a trusted resource for both team members and leadership, bringing deep HR expertise, strong judgment in complex situations, and the ability to build scalable people systems that support a fast-moving, growth-oriented organizationSUCCESS LOOKS LIKEServing as a go-to resource for leadership on employee relations, performance management, and compliance matters Managing leave programs (FMLA, ADA, non-FMLA, parental) with accuracy, consistency, and proper documentation Leading the People Ops team with clarity, developing advisor-level talent while keeping operations running at a high standard Owning the employee lifecycle from onboarding through offboarding, with clear processes and no gapsOBJECTIVESOwn full-cycle HR operations including employee relations, performance management, documentation, and compliance across all operations Administer and manage FMLA, ADA accommodations, non-FMLA leave, and parental leave programs in accordance with federal and applicable state law, ensuring proper certification, tracking, and communication throughout each leave event Lead workplace investigations with consistency and legal soundness, documenting findings and recommending appropriate outcomes in partnership with leadership and legal counsel as warranted Manage and continuously improve the progressive discipline process, including coaching leadership through written warnings, PIPs, and terminations in compliance with HR best practices Serve as the primary point of escalation for employee relations matters, distinguishing between policy issues, performance issues, and legal risk, and routing appropriately Ensure HR policies and the employee handbook remain current, compliant, and clearly communicated; lead the rollout of policy updates to leadership and the broader team Oversee HR systems and maintain data integrity across employee files, benefits enrollments, and workflow automation Partner with leadership on compensation decisions, promotions, and workforce planning, bringing data and compliance context to every conversation Lead and develop the People Ops team, providing direction, accountability, and growth opportunities to build a high-functioning department Drive the onboarding and offboarding process end-to-end, ensuring a consistent, compliant, and values-aligned experience at every transition Manage the Talent Acquisition team and ensure hiring practices, offer letters, background check processes, and I-9 compliance meet all legal requirements Lead internal HR training and communications for managers on topics including documentation, leave management, accommodation processes, and performance tools Maintain complete confidentiality across all HR matters regardless of seniority or circumstanceCOMPETENCIESDeep working knowledge of federal and state employment law, including FMLA, ADA, FLSA, Title VII, IRCA, and applicable state-specific requirements Demonstrated experience managing complex employee relations matters from intake through resolution, including investigations and legally sensitive separations Ability to advise and coach leadership with credibility and calm authority, particularly on sensitive or high-stakes HR decisions Strong understanding of HR systems and the ability to leverage system capabilities to streamline and audit HR workflows Proficiency in benefits administration, including leave coordination, plan compliance, and working with third-party administrators and brokers Skilled at balancing competing priorities: holding firm on compliance and process while remaining approachable and solutions-oriented with team members and leaders Experience building and delivering HR training for managers and team members on topics ranging from performance management to leave administration Sound judgment in situations that carry legal or reputational risk, with an instinct to involve the right stakeholders at the right time Robust knowledge of our policies, concepts, and culture, and the ability to connect them to HR practices in a practical way High attention to detail in documentation, file audits, and compliance tracking, with a low tolerance for gapsEDUCATION AND EXPERIENCE5+ years of progressive HR experience, with at least 2 years in a senior individual contributor or people manager role Bachelor's degree in Human Resources, Business Administration, or a related fieldPHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred Hands-on experience administering FMLA and ADA accommodation processes required Prior experience with setting up a HRIS strongly preferredPHYSICAL REQUIREMENTSProlonged periods sitting at a desk and working on a computer Must be on-site at our Scottsdale, AZ office; this is not a remote role