{"id":2600819,"url":"https://alion.io/job/elders-sr-director-hr-operations","title":"Sr. Director, HR Operations","company":{"id":4416177,"name":"Elders","domain":"elders.org","url":"https://alion.io/company/elders-2","size_band":null,"is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Jobvite","truth_index":null},"role":"HR","role_family":"HR","seniority":"head","employment_type":null,"work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Oakland, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":127000,"max_usd":253000,"period":"year","method":"role_seniority_country_remote_cell","sample_n":1309},"experience_years_min":8,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[],"status":"live","first_seen_at":"2026-10-15T08:00:37Z","employer_posted_date":"2026-10-15","last_verified_at":"2026-10-27T19:34:23Z","board_verified":true,"closed_at":null,"days_open":12,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":12},"description":"Description\nSr. Director, HR operations\nThe Centerfor Elders'Independenceis a PACE (Program of All- Inclusive Care for the Elderly) organization that uses an interdisciplinaryteam approach tocare planning and care implementation for the purpose of providing high quality, affordable, integrated health care services to theelderly, including an Adult Day Health Center, and promoting autonomy, quality of life and the ability of individuals to live in their communities.\nThe Position: Under the direction of the Chief Human Resources Officer (CHRO), the Sr. Director, HR Operations provides strategic and operational leadership for CEI’s core human resources functions, includingtalent acquisition,compensation,benefits, HR Business Partners and HR systems and technology. The Sr. Director serves as a senior operating leader who removes barriers, coordinates across centers, and drives consistent, compliant execution of HR programs and services. This role establishes operational standards and workflows, HR goal attainment through performance management, leads a team of HR professionals, and partners with the CHRO to align HR service delivery with organizational strategy, regulatory requirements, and CEI’s mission.\nThe annual salary range for the Sr Director, HR Operations at Center for Elders’ Independence is $172,508to $276,013. Placement within the range is determined based on job-related factors such as relevant experience, skills, abilities, internal equity, and market data, consistent with CEI’s annual compensation review and established compensation practices.\nCOMPETENCIES:\n\nOrganizationalEffectiveness\nChange& Growth Mindset\nEffective Supervision & Coaching\nConflict Management\nProcess, Policy & Compliance\nDecisiveness & Problem Solving\nStrategic Focus\nData Driven Decision Making\nHealth Equity & Culturally Responsive\nEffective Communicator\nDUTIESANDRESPONSIBILITIES:\nHR Operations Leadership\nProvides overall leadership and oversight of CEI’s HR operations, including talent acquisition, benefits, compensations,and HR technology.\nCreates, establishes and maintains standardized HR policies, procedures, workflows, and service standards for consistent, compliant execution across all centers.\nBuildsand leads a high-performingteam of HR managers, business partners, and program staffthrough effective selection, clearperformance expectations, ongoing coaching, accountability, succession planning, and targeted professional development.\nServes as the primary point of day-to-day operational accountability, removing barriers and coordinating HR service delivery across centers and departments.\nPartners with the CHRO and executive team to translate HR strategy into operational plans, metrics, and measurable outcomes.\nEstablishes an enterprise approach to HR data-driven decision-making, ensuring leaders receive timely, accurate, and actionable workforce insights to guide planning, resource allocation, risk management, and continuous improvement.\nDefines, tracks, validates, and reports key HR metrics and service-level measures, including workforce levels, vacancies, hiring, turnover, retention, employee relations activity, compensation, benefits, compliance, HR service delivery, and progress toward HR goals.\nDevelops recurring dashboards and executive reports, analyzes trends and variances, identifies emerging workforce risks and opportunities, and recommends clear actions with accountable owners and measurable follow-through.\nManages HR operational budgets, vendors, and contracts to ensure cost-effective, high-quality service delivery.\nTalent Acquisition\nOversees TA Manager and recruiters.\nLeads an enterprise talent acquisition strategy aligned with CEI’s growth plans, workforce priorities, service delivery needs, and commitment to a diverse and culturally responsive workforce.\nPartners with center and functional leaders to forecast staffing needs, identify critical and hard-to-fill roles, develop recruiting plans, and maintain effective talent pipelines.\nEstablishes consistent, equitable, and compliant recruiting and selection practices, including intake, sourcing, screening, interviewing, candidate evaluation, offer approval, pre-employment requirements, and handoff to onboarding.\nStrengthens CEI’s employer brand and sourcing partnerships with schools, professional associations, workforce organizations, community partners, and other channels that expand access to qualified talent.\nEvaluates recruitment vendors, agencies, technology, and advertising investments; negotiates service expectations and reallocates resources based on performance, cost, and organizational need.\nCollaborates with HR Business Partners, compensation, operations, and learning leaders to address hiring barriers, improve retention, support internal mobility, and ensure a seamless transition from candidate to employee.\nHRBusiness Partnership & Employee Relations\nProvides direct oversight of HR Business Partners, establishing clear standards for responsiveness, sound judgment, proactive consultation, documentation, follow-through, and consistent service delivery across CEI.\nPositions HR Business Partners as trusted advisors to leaders, ensuring they understand operational priorities, anticipate workforce needs, and translate business changes into timely people strategies and actions.\nLeads employer and employee relations strategy, promoting fair, respectful, timely, and consistent resolution of workplace concerns while strengthening accountability and confidence in HR.\nEnsures organizational structure changes-including growth, restructuring, leadership transitions, job redesign, redeployment, and reductions-are planned and implemented with appropriate workforce analysis, change management, communication, and legal review.\nEstablishes a disciplined framework for identifying, assessing, escalating, and mitigating employment risk, including employee complaints, performance concerns, policy violations, accommodation matters, wage-and-hour issues, retaliation exposure, and potential litigation.\nPartners with Legal and Compliance on sensitive employment matters and ensures required reporting, preservation of records, and implementation of recommended risk controls.\nMonitors employee relations data and trends-including complaints, investigations, corrective actions, grievances, leaves, accommodations,and separations-to identify systemic issues and recommend preventive action.\nEnsures HR Business Partners maintain visible, effective relationships with assigned leaders and employee groups and provide timely support during operational disruptions, staffing changes, and other workforce-related events.\nPromotes consistent application of policies and employment practices across centers while allowing sound judgment based on operational circumstances and individual facts.\nTotal Rewards, HRIS & Compliance\nProvides strategic oversight of employee benefits and total rewards programs, ensuring they remain competitive, financially responsible, compliant, clearly communicated, and aligned with CEI’s workforce and retention priorities.\nLeads CEI’scompensation strategy and governance, usingmarket data and internal equity analysis to maintain competitive pay structures and guideannual salaryreviews, merit increases, and performance-basedincentives.\nDirects the HRIS function, including data integrity, reporting, people analytics, and system optimization to support decision-making.\nEnsures compliance with federal, state, and local employment regulations, PACE requirements, and CEI policies; maintains audit-ready documentation.\nDevelops and monitors HR operational metrics and dashboards, identifying trends and driving continuous improvement.\nHR Technology\nPartners with Information Technology to Develop and execute an enterprise HR technology roadmapin collaboration with CEI technology leadersaligned with CEI’s people strategy, operational priorities, compliance obligations, growth, and employee experience.\nIn partnership with the CHRO, identifiesand deploys AI technologies to enhance employeeexperience, and optimize HR processes and systems.\nLeads process redesign, workflow automation, and self-service improvements that reduce manual work, strengthen controls, improve response times, and create consistentemployee and manager experience.\nExpands workforce reporting and people analytics capabilities, translating reliable data into dashboards and decision support for workforce planning, talent acquisition, retention, compliance, and operational performance.\nDirects technology selection, implementation, vendor performance, contract requirements, system utilization, and return-on-investment reviews; recommends consolidation, enhancement, or replacement when appropriate.\nQUALIFICATIONS:\nEducation\nBachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field required.\nMaster’s degree in Human Resources, Business Administration, or a related field required, or comparable experience.\nSHRM-SCP, SPHR, or equivalent senior HR certification strongly preferred.\nBackground\n8-10+ years of progressive human resources experience, including 3-5 years in a senior HR operations or HR leadership role.\nExperience leading multiple HR functions (benefits, HRIS, talent acquisition, compliance) in a complex, multi-site organization required.\nHealthcare, PACE, managed care, or other regulated environment experience strongly preferred.\nDemonstrated success leading teams, managing change, and driving process improvement and operational consistency.\nComprehensive working knowledge of employment law, HR compliance, and HR systems and analytics.\nDemonstrated commitment to health equity, culturally responsive practice, and supporting a diverse workforce. Excellent communication, coaching, and collaboration skills.\nThe above jobdescription isintended tocommunicate thegeneral function of thementioned position and bynomeans shall be considered an exhaustive or complete outline of the specific tasks and functions that will be required.CEI reserves the right to change job descriptions,site assignments, and or work hours as required by the needs of theprogram.Allemployees are expected toperform their duties within their ability as required by the job and/or as requested by management.\nSUPERVISED BY:CHRO\nDirect Supervision Responsibilities: 6Direct / 3Indirect\nAugust20261\nCenter for Elders’ Independence is a PACE (Program of All- Inclusive Care for the Elderly) organization that uses an interdisciplinary team approach to care planning and care implementation for the purpose of providing high quality, affordable, integrated health care services to the elderly, including an Adult Day Health Center, and promoting autonomy, quality of life and the ability of individuals to live in their communities. Unlike other healthcare plans, CEI is not a \"fee-for-service\" plan. It is a “capitation” healthcare plan. CEI is paid a set amount for each person enrolled in our program, whether or not that individual seeks care. 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