Sr. Director, HR Operations & Integrations in Plantation, Florida at Pediatric Associates

The Sr. Director, HR Operations & Integration is responsible for leading enterprise HR Operations, HR Technology, Workforce Administration, Shared Services, Compliance Administration, Employee Lifecycle Operations, and mergers and acquisitions (M&A) integration activities across Pediatric Associates Family of Companies.

This leader develops and executes the operational strategy, infrastructure, systems, and processes that support the employee lifecycle from pre-hire through separation. The role is accountable for HR service delivery, workforce data integrity, onboarding, offboarding, HR case management, immigration administration, compliance support, HR technology optimization, employee records management, and acquisition integration activities.

The Sr. Director serves as the operational backbone of the People function, ensuring scalable, compliant, technology-enabled HR operations that support organizational growth, workforce expansion, operational excellence, and successful integration of acquired organizations.

ESSENTIAL DUTIES AND RESPONSIBILITIES

This list may not include all of the duties that may be assigned.

• Lead enterprise HR Operations and Shared Services, including employee onboarding and offboarding, employee records administration, employment documentation, HR case management, employee lifecycle administration, and service delivery.

• Establish and maintain workforce data governance, audit controls, documentation standards, records management practices, and operational compliance processes.

• Oversee immigration administration and sponsorship support, unemployment claims administration, regulatory postings, employment notices, and other workforce compliance activities.

• Provide strategic oversight for Human Capital Management (HCM) optimization and governance, HR Connect case management, Applicant Tracking System administration, benefits system support and integration, data integrations, system audits, technology enhancements, upgrades, and reporting support.

• Develop and maintain the HR technology roadmap and ensure systems, workflows, and data standards support scalable employee and manager service delivery.

• Lead people-related operational integrations for acquisitions, mergers, and business expansions, including HR due diligence support, workforce transition planning, employee data conversion and migration, new organization onboarding, and policy harmonization.

• Lead M&A change management execution, communication and adoption planning, integration governance, and project management in partnership with Legal, Finance, Information Technology, Operations, and business leaders.

• Establish enterprise HR operational standards, standard operating procedures, service-level agreements, operational key performance indicators, controls, and operating rhythms.

• Drive automation, workflow optimization, process simplification, and scalable service delivery models that improve the employee and manager experience.

• Lead operational readiness, deployment, and adoption for Dayforce and future People technologies.

• Build, lead, coach, and develop a multi-functional team across the United States and Mexico spanning HR Operations, HR Technology, onboarding, and M&A integration and change management.

• Lead departmental organizational design, workforce planning, recruiting, performance management, succession planning, employee development, engagement, and budget management.

• May perform other duties as assigned.

SUPERVISORY RESPONSIBILITIES

Directly and indirectly leads approximately 10 team members across the United States and Mexico, including HR Operations, HR Technology, onboarding, and M&A integration and change management professionals. The team may include a Manager, HR Operations; HR Operations Lead; HR Operations Specialists and Coordinators; Onboarding Coordinators; Program Manager, HR M&A & Change Management; benefits and leave program support; and Senior HRIS Analysts.

QUALIFICATIONS

EDUCATION: Bachelor’s degree in human resources, business administration, organizational development, or a related field required. Master’s degree preferred. Commensurate experience may substitute for education.

EXPERIENCE: Minimum of ten (10) years of progressive Human Resources experience, including leadership responsibility for enterprise HR Operations, Shared Services, HR technology, process transformation, and geographically dispersed teams. Experience supporting mergers, acquisitions,