HR OPERATIONS DIRECTOR - 77584

Executive Service

This position is primarily remote with some in-office requirements.

Who we are and what we do:

HR Business Solutions serves as a strategic and operational HR partner to agency leadership and internal HR stakeholders. The division helps translate organizational priorities into people-related strategies, programs, and services that support workforce effectiveness, compliance, employee experience, and leadership decision-making. Customers for this role include agency and commission senior leaders, HR Business Partners, managers, employees, and internal HR program partners. The working relationship is consultative and collaborative: HR Business Partners identify agency needs and strategic priorities, while the HR Operations Director ensures the related program work, workflows, tools, and service delivery practices are coordinated and executed effectively.

How you make a difference in this role:

The HR Operations Director makes a difference by creating the structure, standards, and accountability needed for reliable HR service delivery. This role helps reduce risk, improve documentation and audit readiness, strengthen service consistency, and create clearer processes for agency senior leaders and employees. By using data, stakeholder feedback, and continuous improvement practices, the position helps the division identify trends, solve root-cause issues, and improve the quality and timeliness of HR support. The role also contributes to organizational goals by helping HR programs move from reactive support to proactive service delivery. Through strong partnership with HR Business Partners and agency senior leaders, the HR Operations Director ensures HR solutions are not only strategically aligned but also operationally realistic, measurable, and sustainable. The HR Business Solutions Division supports agencies, boards, and commissions, by providing consultative HR partnership and operational support across core people programs. The division works closely with agency senior leaders to understand workforce needs, strengthen leader and employee support, and deliver HR solutions that are practical, compliant, and aligned with enterprise priorities. This role is responsible for strengthening the operational foundation that enables HR Business Solutions to deliver consistent service across program areas. The HR Operations Director helps ensure that HR work is organized, measurable, well-documented, and scalable across the division.

Job Overview:

The HR Operations Director leads the design, implementation, and continuous improvement of operational processes used to deliver HR programs and services across the HR Business Solutions Division within the Department of Human Resources. This role ensures consistent, proactive, scalable, and compliant delivery of HR services while partnering closely with HR Business Partners and agency senior leaders to align solutions with organizational priorities. The position requires strong operational judgment, people leadership, process improvement capability, and the ability to translate strategic HR priorities into practical execution. A typical day may include reviewing service delivery metrics, meeting with HR Business Partners to understand agency priorities, coordinating program work across HR operational areas, resolving workflow or compliance concerns, coaching managers, and identifying opportunities to improve tools, templates, and processes. The role may also involve preparing reports or dashboards, reviewing documentation standards, supporting change management for new HR processes, and participating in planning discussions with senior agency leaders. This position requires regular collaboration with HR leaders, agency stakeholders, HR Business Partners, and program partners. Work is expected to involve a mix of strategic planning, operational problem-solving, people leadership, process design, and execution of priority initiatives.

Key Responsibilities:

• Directs the design, implementation, administration, and continuous improvement of HR operational processes and program delivery methods.

• Establishes scalable tools, templates, workflows, service standards, and governance practices to support consistent HR service delivery.

• Builds an effective operating cadence for intake, prioritization, execution, measurement, and follow-up.

• Partners with HR Business Partners to translate agency and senior leader needs into operational plans and coordinated execution.

• Provides strategic leadership and operational oversight for core HR program areas, ensuring talent management, employee relations, and HR transaction services are delivered consistently, efficiently, and in alignment with organizational priorities.

• Leads HR metrics, analytics, dashboards, and reporting to monitor service performance, identify trends, and recommend improvements.

• Drives process optimization using root-cause analysis, stakeholder feedback, results measurement, and continuous improvement practices.

• Coaches, develops, and supports managers and team members to build capacity, accountability, and consistent practices across HR operations.

Minimum Qualifications:

• 8+ years of progressive HR experience, including 3+ years of people leadership/management experience.

Preferred Qualifications

• Experience supporting public sector, multi-stakeholder, or highly regulated environments.

• Advanced proficiency with HR analytics, reporting, and process automation.

• Demonstrated experience improving HR processes and delivering HR programs at scale (e.g., talent/performance, employee experience, employee relations, and operations).

Pursuant to the State of Tennessee's Workplace Discrimination and Harassment policy, the State is firmly committed to the principle of fair and equal employment opportunities for its citizens and strives to protect the rights and opportunities of all people to seek, obtain, and hold employment without being subjected to illegal discrimination and harassment in the workplace. It is the State's policy to provide an environment free of discrimination and harassment of an individual because of that person's race, color, national origin, age (40 and over), sex, pregnancy, religion, creed, disability, veteran's status or any other category protected by state and/or federal civil rights laws.