Director of HR Operations

Company Overview:

Nationwide Marketing Group supports thousands of independent dealers across appliances, furniture, bedding, electronics, and custom installation—helping them grow strong businesses without giving up what makes them unique.

With over 5,000 members and 14,000 storefronts, we’re the largest group of our kind, built to give independents the scale, tools, and support they need to compete and win.

For nearly 50 years, we’ve stayed focused on one thing: helping independents thrive on their own terms—through smarter marketing, better buying power, and real business know-how.

Learn more at nationwidegroup.org.

What We'll Do for You:

• Open PTO policy
• 9 paid holidays, plus 2 floating holidays you can use whenever
• Medical, dental, and vision insurance
• Paid parental leave up to 10 weeks
• Flexible Spending and Health Savings Accounts
• Company-paid life insurance, short-term disability, and long-term disability
• 401(k) with company match, available after 90 days of employment

Position Summary:

The Director of HR Operations is a critical leadership role responsible for ensuring HR compliance, managing benefits strategy and administration, and delivering operational HR initiatives that align with the organization’s strategic goals. This role will lead complex cross-functional projects — including the transition from a PEO to a TPA benefits model — and drive change management efforts to ensure smooth adoption and long-term success. While the primary focus is on operations and compliance, the role also provides collaborative support to employee relations and HR development efforts alongside the broader HR team.

Key Responsibilities:

• Compliance & Audits
  • Ensure companywide compliance with federal, state, and local employment laws and HR regulatory standards.
  • Lead the planning and execution of annual 401(k) plan audits, ensuring accurate documentation and timely filings.
  • Proactively manage risk through policy updates, training, and internal compliance reviews.
  • Partner with internal and external counsel as needed on employment compliance issues.

• Benefits Strategy, Administration & Transition
  • Lead the strategic transition of benefits administration from a PEO to an in-house Third-Party Administrator (TPA) model.
  • Oversee all benefits programs including health, dental, vision, life, disability, and retirement plans.
  • Manage relationships with brokers, vendors, and carriers, ensuring cost effective, compliant, and employee centric benefits solutions.
  • Ensure compliance with all benefits related regulations including ACA, ERISA, HIPAA, and COBRA.

• HR Operations, Project Management & Change Leadership
  • Manage and optimize HR operational workflows, documentation, and systems to drive efficiency and accuracy.
  • Serve as project lead for cross-functional HR initiatives, ensuring clear scope, milestones, and stakeholder communication.
  • Apply structured project management methodologies to ensure HR programs are delivered on time, within budget, and aligned with business objectives.
  • Drive change management strategies to support the successful rollout and adoption of new processes, tools, and policies.
  • Monitor key HR operational metrics and report performance to leadership.

• Collaborative Support: Employee Relations & Team Development
  • Provide consultative support to HR Business Partners on employee relations matters as needed.
  • Partner with other HR leaders to promote a culture of coaching, inclusion, and performance accountability.
  • Support knowledge sharing, mentorship, and process improvement within the HR team.

Qualifications:

• Bachelor’s degree in human resources, Business Administration, or a related field (Master’s degree or HR certification preferred).
• 7–10 years of progressive HR experience with demonstrated expertise in compliance, benefits, and HR operations.
• Experience leading major HR transitions or organizational change projects (e.g., PEO to TPA transition).
• Familiarity with change management principles, including stakeholder engagement, communication, and adoption planning.
• Strong knowledge of employment laws and benefits compliance.
• Excellent organizational, analytical, and interpersonal skills with the ability to influence across functions.

Physical Demands and Work Environment:

The physical demands and work environment characteristics described here are representatives of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. 

Physical demands: While performing duties of the job, incumbent is occasionally required to stand, walk, sit, climb or balance, kneel, crawl or crouch, use hands to finger, handle, or feed objects, tools, or controls; reach with hands and arms; talk and hear.  Employees must occasionally lift, push, pull or move up to 50 pounds.  Specific vision abilities required by the job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.