Senior Director, People Operations

Role Summary

The Senior Director, People Operations owns how People Operations runs at Spring Fertility: the strategy, the standards, and the results. You’ll lead the managers of Field People Operations and People Operations + Systems, and you’ll be accountable for making sure every employee, at every site, gets support that is consistent, compliant, and genuinely caring. You’ll report to the Chief People Officer and act as a true business partner to senior leaders, turning people strategy into practical solutions that work at scale. You’ll lead our enterprise talent and performance practices, including talent reviews, succession planning, performance expectations, and leadership development, so that we know where our talent stands and how to grow it. 

Your scope brings together People Business Partner support, employee relations, HR systems, benefits, leaves and accommodations, the employee lifecycle, and data integrity. Your job is to connect these into one experience that helps our people do their best work, because how we care for our team shapes how our team cares for patients. We’re looking for a leader who sets a high bar and holds it. You move easily between strategy and hands-on execution, you’ve led teams through change and come out stronger, and you develop managers into leaders. You earn trust quickly, you measure what matters, and you use data, systems, and feedback to keep getting better. You hold yourself and your team accountable for outcomes, not just activity. 

Some day-to-day responsibilities include:

Enterprise People Strategy + Leadership 

• Lead, coach, and develop the People Team managers, creating clear decision rights, accountability, leadership capacity, and a collaborative, high-performing culture. 

• Serve as a senior People advisor to the Chief People Officer, ELT, Operations, Clinical, Laboratory, and Shared Services leaders, using workforce insights to shape people strategy and operational priorities. 

• Own and execute the multi-year People Operations strategy, portfolio priorities, resource recommendations, operating model, and performance measures that support company growth, workforce readiness, scalability, and measurable business outcomes. 

• Set clear service standards, operating rhythms, escalation paths, documentation expectations, metrics, and follow-through across both functions to ensure consistent, compliant employee and manager support. 

• Build a cohesive, employee-centered People Operations model that strengthens trust, service orientation, and cross-functional collaboration while translating Spring Fertility’s values into clear leadership expectations, team practices, and everyday employee experiences. 

• Represent People Operations in enterprise planning, workforce decisions, organizational changes, budgeting, and resource allocation, translating workforce implications into clear recommendations and keeping stakeholders aligned on priorities, risks, decisions, ownership, timelines, and next steps. 

Talent, Performance + People Operations Delivery 

• Own enterprise talent and performance practices, including organizational design, workforce and succession planning, talent reviews, leadership development, retention, and related workforce decisions in partnership with the Chief People Officer and senior leaders. 

• Oversee complex employee relations, investigations, corrective action, accommodations, workforce realignment, and change management, ensuring sound judgment, confidentiality, fairness, and timely escalation. 

• Direct People Operations + Systems delivery across the employee lifecycle, including HRIS and data integrity, records and employment changes, benefits support, leave and accommodation workflows, reporting, shared inbox management, and cross-functional coordination.  

• Ensure Spring Fertility’s values are embedded in the processes, communications, decisions, and employee experiences that shape each stage of the employee lifecycle. 

• Advance service delivery through clear documentation, self-service resources, automation, AI, reporting, and stronger handoffs, using operational data and inquiry trends to address root causes and reduce manual work. 

Compliance, Risk Management + Employee Relations 

• Serve as the executive escalation point for the highest-risk employee relations matters, establish decision frameworks, and advise the Chief People Officer and ELT on organizational risk, workforce implications, and recommended action. 

• Establish and maintain governance for employee relations, performance documentation, leaves and accommodations, offboarding, employee records, employment changes, and escalations, ensuring compliance with federal, state, and local employment laws, wage and hour requirements, company policies, and documentation standards. 

• Partner with Legal, Compliance, and external employment counsel on complex workforce matters, crisis response, and sensitive employee issues, balancing empathy, accountability, business needs, fairness, and risk mitigation in decisions and policy application. 

• Monitor changes in employment requirements and workforce risk, translate implications into policies, controls, leader guidance, and operational practices, and ensure timely remediation of identified gaps. 

Operational Excellence + Continuous Improvement 

• Build scalable People Operations infrastructure, including dashboards, operating cadences, audit practices, and service-level expectations that strengthen governance, visibility, and consistent delivery. 

• Use workforce, engagement, and operational data to set performance targets and drive measurable improvements in retention, manager effectiveness, service quality, and operational outcomes. 

• Lead targeted, cross-functional initiatives that strengthen systems adoption, simplify recurring workflows, clarify ownership, improve handoffs, and increase operational efficiency. 

• Equip managers with practical tools, workforce insights, and coaching that improve day-to-day leadership, employee growth, collaboration, and team results. 

Education and Skills

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required; Master’s degree preferred. 

• 10+ years of progressive Human Resources, People Operations, HR Business Partner, or related People leadership experience required. 

• 3+ years of experience managing managers, leading a People Operations or HR Business Partner function, or overseeing multi-functional People Team operations required. 

• Experience supporting multi-site, multi-state, field-based, clinical, healthcare, laboratory, operations, or similarly complex employee populations strongly preferred. 

• Proven experience influencing senior leaders and translating workforce insights into practical people strategies, organizational plans, and business recommendations. 

• Strong working knowledge of employee relations, performance management, leaves and accommodations, wage and hour considerations, employment law compliance, governance standards, employee lifecycle processes, and HR documentation practices. 

• Experience leading HRIS, People systems, shared services, benefits administration support, employee data, operational reporting, process improvement, or People Operations infrastructure preferred. 

• Demonstrated ability to lead change initiatives, improve workflows, establish operating rhythms, and drive accountability across teams. 

• Strong judgment and experience navigating sensitive, confidential, high-risk, and crisis-related employee matters. 

• Excellent communication, coaching, stakeholder management, problem-solving, prioritization, and executive partnership skills. 

Employment Type

This is a full-time exempt position. It is a remote role with quarterly site travel required.

Compensation

The base salary range for this role is $175,000 - $225,000 annually. Salary is based on several factors including job related knowledge and skill set, depth of experience, certifications and/or degrees. 

*You must reside in and intend to work from one of the following states to be eligible for remote employment - AZ, CA, CO, CT, DE, FL, GA, IL, IN, MA, NJ, NV, NY, OR, PA, TX, VA, WA