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The Director, People Operations & Total Rewards is responsible for the strategic leadership and operational execution of People Operations, Total Rewards, HR compliance, and HR technology governance. This role oversees HR Operations and HRIS resources and serves as the primary leader responsible for ensuring scalable, compliant, and efficient people processes.

The Director partners closely with executive leadership to drive employee experience, operational effectiveness, cost management, and organizational capability. While possessing functional knowledge across compensation, benefits, compliance, and HR technology, this role is not expected to be the deepest technical expert in every area. Success is achieved through strong leadership, effective prioritization, process excellence, and the development of internal talent and external partnerships.

The Director, People Operations & Total Rewards provides leadership and oversight for the organization's people infrastructure, including HR Operations, compensation, benefits, compliance, and HRIS governance. This position is responsible for ensuring the efficient delivery of HR services, maintaining regulatory compliance, optimizing technology and processes, and developing scalable programs that support both employees and business objectives.

The role leads continuous improvement efforts, manages key vendor relationships, develops internal capabilities, and partners across the organization to deliver a high-quality employee experience. This leader balances strategic thinking with operational execution and is focused on building sustainable systems and reducing organizational dependency on individual expertise.


Functional Competencies:

People Operations Leadership

• HR service delivery
• Employee lifecycle management
• Process design and optimization
• Operational effectiveness
• Metrics and dashboard development
• Project and change management

Total Rewards

• Compensation philosophy and administration
• Salary structures and job architecture
• Market pricing and pay practices
• Incentive and bonus programs
• Benefits administration and vendor management
• Cost and utilization management

Compliance and Risk Management

• Employment laws and regulations
• Policy development and administration
• Audit preparedness
• Risk assessment and mitigation
• Leave and accommodation processes
• Regulatory reporting

HR Technology and Analytics

• HRIS governance
• Reporting and workforce analytics
• Data integrity and process controls
• Technology optimization
• Vendor management
• Continuous improvement

Financial and Business Acumen

• Budget management
• Workforce planning
• Cost-benefit analysis
• ROI evaluation
• Resource prioritization
• Strategic planning

Talent Development

• Coaching and development
• Succession planning
• Building organizational capability
• Cross-functional collaboration
• Team leadership

Core Competencies:

• Strategic Thinking

Anticipates future needs, aligns priorities with business objectives, and develops long-term solutions that support organizational growth.

• Business Acumen

Understands the relationship between people practices and business performance and makes decisions with both operational and financial impacts in mind.

• Leadership and Influence

Builds trust, develops talent, and influences stakeholders across all levels of the organization.

• Operational Excellence

Drives process improvement, simplification, accountability, and execution to deliver efficient and scalable outcomes.

• Change Leadership

Leads through ambiguity, embraces continuous improvement, and effectively manages organizational change.

• Collaboration

Develops strong partnerships and fosters teamwork across functions and with external partners.

• Problem Solving and Decision Making

Uses sound judgment, analytical thinking, and data to make effective decisions and resolve complex challenges.

• Customer Focus

Delivers responsive, high-quality service while balancing employee experience with business needs.

• Accountability

Takes ownership of outcomes, establishes clear expectations, and holds self and others responsible for results.

• Continuous Learning

Promotes innovation, develops internal capability, and encourages ongoing professional growth.

• Communication

Communicates clearly and effectively, tailoring messages appropriately to executives, leaders, employees, and external partners.

Behavioral Competencies:

• Collegiality: building strong relationships on company-wide, approachable, and helpful, ability to mentor and support team growth. 
• Initiative: readiness to lead or take action to achieve goals.
• Communicative: ability to relay issues, concepts, and ideas to others easily orally and in writing.
• Member-focused: going above and beyond to make our members feel seen, valued, and appreciated.
• Detail-oriented and thorough: managing and completing details of assignments without too much oversight.
• Flexible and responsive:  managing new demands, changes, and situations.
• Critical Thinking: effectively troubleshoot complex issues, problem solve and multi-task.
• Integrity & responsibility:  acting with a clear sense of ownership for actions, decisions and to keep information confidential when required.
• Collaborative: ability to represent your own interests while being fair to those representing other or competing ideas in search of a workable solution for all parties.

Minimum Qualifications:

• Bachelor’s degree in Human Resources, Business, or related field.
• 7+ years of progressive HR experience.
• 3+ years of leadership experience.
• As this role is a remote role, you are required to maintain internet service that allows you to complete your essential job duties without issue. Rates of 50 Mbps download and 10 Mbps upload while hardwired and not on a VPN are sufficient.

Preferred Qualifications:

• Experience in healthcare, insurance, or highly regulated industries.
• Experience with Workday or other enterprise HRIS platforms.
• Exposure to compensation and benefits programs.
• Experience supporting compliance initiatives.
• SHRM-SCP, SPHR, CEBS, or similar certifications.
• Lean, Six Sigma, or process improvement experience.

At Avēsis, we strive to design equitable, and competitive compensation programs. Base pay within the range is ultimately determined by a candidate's skills, expertise, or experience. In the United States, we have three geographic pay zones. For this role, our current pay ranges for new hires in each zone are:

Zone A: $110,000.00-$200,400.00
Zone B: $119,400.00-$218,450.00
Zone C: $128,500.00-$235,000.00

FLSA Status: Salary/Exempt

This role may also be eligible for benefits, bonuses, and commission.

Please visit Avesis Pay Zones for more information on which locations are included in each of our geographic pay zones. However, please confirm the zone for your specific location with your recruiter.

We Offer

• Meaningful and challenging work opportunities to accelerate innovation in a secure and compliant way.
• Competitive compensation package.
• Excellent medical, dental, supplemental health, life and vision coverage for you and your dependents with no wait period.
• Life and disability insurance.
• A great 401(k) with company match.
• Tuition assistance, paid parental leave and backup family care.
• Dynamic, modern work environments that promote collaboration and creativity to develop and empower talent.
• Flexible time off, dress code, and work location policies to balance your work and life in the ways that suit you best.
• Employee Resource Groups that advocate for inclusion and diversity in all that we do.
• Social responsibility in all aspects of our work. We volunteer within our local communities, create educational alliances with colleges, drive a variety of initiatives in sustainability.

How To Stay Safe

Avēsis is aware of fraudulent activity by individuals falsely representing themselves as Avēsis recruiters. In some instances, these individuals may even contact applicants with a job offer letter, ask applicants to make purchases (i.e., a laptop or gift cards) from a designated vendor, have applicants fill out W-2 forms, or ask that applicants ship or send packages of goods to the company.

Avēsis would never make such requests to applicants at any time throughout our job application process. We also would never ask applicants for personal information, such as passport numbers, bank account numbers, or social security numbers, during our process. Our recruitment process takes place by phone and via trusted business communication platform (i.e., Zoom, Webex, Microsoft Teams, etc.). Any emails from Avēsis recruiters will come from a verified email address ending in @ Avēsiscom.

We urge all applicants to exercise caution. If something feels off about your interactions, we encourage you to suspend or cease communications. If you are unsure of the legitimacy of a communication you have received, please reach out to ITsupport@Avesis.com.

To learn more about protecting yourself from fraudulent activity, please refer to this article link (https://consumer.ftc.gov/articles/how-avoid-scam). If you believe you were a victim of fraudulent activity, please contact your local authorities or file a complaint (Link: https://reportfraud.ftc.gov/#/) with the Federal Trade Commission. Avēsis is not responsible for any claims, losses, damages, or expenses resulting from unaffiliated individuals of the company or their fraudulent activity.

Equal Employment Opportunity

At Avēsis, We See You.  We celebrate differences and are building a culture of inclusivity and diversity. We are proud to be an Equal Employment Opportunity employer that considers all qualified applicants and does not discriminate against any person based on ancestry, age, citizenship, color, creed, disability, familial status, gender, gender expression, gender identity, marital status, military or veteran status, national origin, race, religion, sexual orientation, or any other characteristic.  At Avēsis, we believe that, to operate at the peak of excellence, our workforce needs to represent a rich mixture of diverse people, all focused on providing a world-class experience for our clients.  We focus on recruiting, training and retaining those individuals that share similar goals.  Come Dare to be Different at Avēsis, where We See You!