Director, People Operations (Total Rewards & HRIS)

Leave Your Mark; Nashville (TN); On-site; USD 140,000 - 210,000; Full time

Job summary

Leave Your Mark is seeking a Director of People Operations in Nashville to own the HR infrastructure, including HRIS, compensation, benefits, and multi-state compliance. This build-and-consolidate role unifies legacy systems into one operating model while absorbing acquisitions without disrupting payroll or benefits.

You will lead data accuracy, governance, and reporting used by leaders, and partner with Finance on payroll inputs and lifecycle processes from onboarding to offboarding.

Qualifications

• 7+ years in HR operations with leadership experience.
• Multi-site, multi-state healthcare delivery experience preferred.
• Proven HRIS implementation/consolidation ownership.
• Payroll data literacy and Finance partnership.
• Compensation benchmarking and job architecture ownership.
• Multi-state employment compliance knowledge and judgment to involve counsel.
• Experience integrating acquired employee populations.
• Willing to relocate to Nashville.

Responsibilities

• Own HRIS as the single system of record and consolidate inherited systems.
• Payroll data and Finance partnership; ensure accurate records and clean data at cutoff.
• Maintain and harmonize job architecture across the organization.
• Own compensation and benefits program administration.
• Maintain multi-state compliance and audit readiness.
• Oversee onboarding through offboarding and lifecycle operations.
• Lead M&A people integration playbook and diligence engagement.
• Define HR service delivery standards and drive continuous improvement.

Skills

HR operations

Payroll literacy

Compensation

HRIS consolidation

Multi-state compliance

M&A integration

Leadership

Ambiguity tolerance

Tools

HRIS

Payroll system

Job description

The Director of People Operations owns the infrastructure that makes employment with our client work: our HR systems, job structure, compensation and benefits, multi-state compliance, and the day-to-day service colleagues receive from the People function.

This is a build-and-consolidate role rather than a maintain role. You will inherit systems, processes, and practices that arrived through separate organizations, and your job is to turn them into one operating model - while continuing to absorb new acquisitions without disruption to a single paycheck or benefit. This role will report to the Chief People Officer.

What You Will Own:

• HR systems and data. Own the HRIS as the single system of record. Lead consolidation of inherited systems, govern data quality, and build reporting that leaders actually use.
• Payroll data and the Finance partnership. Payroll execution sits with Finance. This role owns everything that feeds it - accurate colleague records, timely status and pay changes, correct deductions and elections, and clean data at cutoff. You are accountable for the inputs; Finance is accountable for the run. Where errors reach colleagues, you jointly own the fix.
• Job structure and architecture. Maintain the job architecture: job families, levels, titles, career paths, and FLSA classification. Champion the harmonization of four legacy structures into one framework, and maintain it as the organization grows and acquires. This is the foundation compensation, performance, and career progression all depend on.
• Compensation and benefits. Own compensation administration and the full benefits program - annual open enrollment, carrier relationships and feeds, and leave administration. Benchmark against market, identify and cost inequities, and partner with Finance on affordability.
• Multi-state compliance. Maintain employment compliance across every state we operate in - wage and hour, leave, I-9 and work authorization, required notices, recordkeeping, and audit readiness. Partner with Legal on anything that requires counsel.
• Employee lifecycle operations. Onboarding through offboarding: the transactions, the systems access, the documentation, and the experience of each transition.
• M&A people integration. Build and run the playbook that moves acquired colleagues onto out client's systems, compensation structures, and benefits, coordinating with Finance on payroll transition. Engage during diligence, not after close.
• HR service delivery. Define how colleagues get help, set response standards, measure whether we meet them, and fix the recurring causes rather than the recurring tickets.
• Policy and documentation. Maintain the handbook and policy library across markets, and reconcile the legacy policies our acquisitions brought with them.

What you need:

• Seven or more years in HR operations, with at least three leading the function or a major component of it.
• Multi-site, multi-state experience - ideally in healthcare delivery, where clinical credentialing, licensure, and non-exempt workforce complexity are familiar rather than new.
• Demonstrated ownership of an HRIS implementation, migration, or consolidation, not participation in someone else's.
• Enough payroll literacy to be a credible partner to Finance - you will not run payroll, but you must understand how your data becomes someone's paycheck and be able to spot a problem before it does.
• Compensation experience - survey benchmarking, pay practice harmonization, and demonstrated ownership of a job architecture build or rebuild. Experience with clinical compensation models is a strong advantage.
• Practical multi-state employment compliance knowledge, and the judgment to know when to involve counsel.
• Experience integrating acquired employee populations, ideally including situations that were messy.
• Comfort with ambiguity, competing priorities, and a still-evolving organizational design.
• Based in or willing to relocate to Nashville.