[Hiring] Director, Global HR Operations @Auction Technology Group

Role Description

We're looking for a Director of Global HR Operations to build and lead the operational infrastructure that enables our People function to work consistently, efficiently and at scale. This is not simply a role that keeps existing processes running. You'll be responsible for making them better, smarter and more efficient.

• Own the systems, processes, controls and operating rhythms behind the employee lifecycle, focusing on establishing consistent standards across our global workforce.
• Partner closely with People, Finance, Legal and IT to simplify how work gets done, strengthen compliance and controls, improve the quality of our people data, and reduce unnecessary manual work.
• Bring structure to areas that have historically relied too heavily on individual knowledge, workarounds or disconnected processes.
• The right person is both an operator and a builder, comfortable getting into the details when something needs fixing, but instinctively solving underlying problems.

Qualifications

• Significant experience in People/HR Operations, including leading an HR Operations, People Operations or shared-services function.
• Strong knowledge of US employment operations, payroll, benefits and compliance requirements.
• Experience operating within a global or multi-country organization and partnering effectively with regional People teams.
• Demonstrated experience improving HR systems, workflows, data quality and operational controls.
• Experience building processes rather than simply inheriting and administering them.
• Strong analytical judgment and the ability to turn operational data into clear priorities and decisions.
• Comfort working across People, Finance, Legal and IT and navigating areas where ownership is shared.
• Experience managing vendors and holding external partners accountable for outcomes.
• Strong project and change-management skills, with the ability to move multiple complex workstreams forward at once.
• Excellent judgment when handling sensitive employee information and confidential matters.

Requirements

• Own the operational infrastructure supporting the employee lifecycle, from onboarding through changes, leaves and offboarding.
• Establish clear, scalable processes and service standards across People Operations.
• Build consistent workflows, documentation, ownership and controls so critical processes do not depend on individual knowledge.
• Partner with People leaders globally to create greater consistency while accounting for local employment requirements.
• Ensure employee records, documentation and operational practices are accurate, timely and audit-ready.
• Continuously identify friction in the employee and manager experience and redesign processes to make them simpler and more effective.
• Own the effectiveness and governance of our core People systems with Info-Sec and IT, and how they connect across the employee lifecycle.
• Improve the quality, integrity and accessibility of people data, establishing clear ownership and controls for critical information.
• Identify opportunities to automate manual work and improve workflows across People Operations.
• Partner with IT and vendors on system enhancements, integrations and implementation priorities.
• Partner with Finance to build reliable reporting and operational dashboards that give People and business leaders visibility into workforce data and operational health.
• Provide People-side governance and oversight for global payroll and benefits administration, partnering closely with Finance, payroll providers, brokers and internal stakeholders.
• Lead the annual operational calendar for benefits, open enrollment, retirement plans, year-end activities and other recurring People programs.
• Establish clear controls, reconciliations and escalation processes across payroll and benefits administration.
• Manage key vendor relationships and hold partners accountable for service quality, accuracy and performance.
• Build and maintain a comprehensive People compliance calendar across recurring federal, state and organizational requirements.
• Partner with Legal and People leaders to translate employment requirements into practical, repeatable operating processes.
• Maintain strong documentation, audit trails and internal controls across employee lifecycle processes.
• Identify operational and compliance risks early and drive remediation through to completion.
• Support workforce audits, reporting requirements and other regulatory or governance activities as needed.
• Create processes that can withstand growth, organizational change and increased scrutiny without relying on heroics.
• Lead, develop and hold the People Operations team accountable for delivering accurate, responsive and high-quality support, with clear ownership, priorities and service standards.
• Build a culture of operational excellence and continuous improvement, developing team capability while creating the processes and discipline that enable the team to scale.
• Establish clear roles, responsibilities, service expectations and escalation paths across the People function.
• Develop and track meaningful operational measures including accuracy, timeliness, service levels, compliance and employee experience.
• Build an annual People Operations roadmap and prioritize improvements based on business impact, risk and team capacity.
• Lead process improvement initiatives across the broader People function.
• Create practical playbooks and manager resources that make People processes easier to understand and use.
• Bring a continuous-improvement mindset to the function, challenging processes that are unnecessarily complicated or no longer serve the business.

Benefits

• The pay range for this role is $175,000 to $195,000.
• Actual compensation packages are based on several factors unique to each candidate, including skill set, depth of experience, certifications, and specific work location.
• The total compensation package may also include annual performance bonus, stock, benefits and/or other applicable incentive compensation plans.