Title: Director of People Operations, Compliance, & Comp

Location: 4822 N. Broadway Chicago, IL 60640

Schedule: Hybrid, Monday to Friday (8:30am-5:00pm)

Summary:

The Director, People Operations, Compliance & Compensation provides leadership and operational oversight across benefits, compensation, payroll, HRIS, and learning and development. This role ensures HR practices are efficient, legally compliant, data-driven, and aligned with organizational strategy. This role is responsible for the design, implementation, and administration of operational processes used to deliver HR programs and projects, driving excellence in service delivery and data integrity in all areas. The role partners closely with HR Business Partners and leadership to create a consistent and high-performing employee experience.

The role is responsible for developing scalable methodologies and tools to optimize HR operations and streamline core processes like onboarding, hiring, terminations, rewards, and timekeeping. In addition, the role Implements policies to ensure compliance with HR regulations, payroll, benefits administration including discrimination, pay equity, and data security initiatives and ensures that reporting and filings are accurate, timely, and compliant with regulatory requirements.

Why Join Us?

• Make a meaningful impact on the lives of individuals seeking education and career pathways.
• Collaborate with a diverse and passionate team dedicated to the mission and vision of our organization.
• Achieve your goals in a supportive environment that prioritizes your well-being and personal flexibility.

Our Benefits:

• Medical insurance. BCBS PPO, HMO, and HDHP with HSA Plan
• Dental insurance.
• Vision insurance.
• 401(k) 3% Employer Contribution.
• Commuter benefits.
• Professional Development Assistance.
• Disability insurance.
• Voluntary Benefits.
• Flexible Spending Account.
• Life/AD&D Insurance.
• Employee Assistance Program.
• Special Vendor Discounted Offerings on Travel, Amusement Parks,etc.

Essential Functions:

Duties & Responsibilities

People Operations

• Leads and manages the People Operations teams responsible for Benefits, Compensation, Payroll, HRIS, and Learning & Development.
• Ensures efficient, accurate, and service-oriented HR processes across the full employee lifecycle.
• Develops and maintains HR processes, SOPs, and service-level expectations to drive consistency and quality.
• Implements process improvements that enhance data accuracy, minimize manual work, and optimize employee and manager experiences.
• Ensures alignment across HR functions through strong communication, collaboration, and operational integration.

Benefits

• Oversees the design, implementation, administration, and evaluation of employee benefits programs including medical, dental, vision, life insurance, disability, 401 K, wellness initiatives, and voluntary benefits.
• Ensures benefits are competitive, cost-effective, compliant, and aligned with organizational philosophy and budget.
• Leads annual open enrollment, vendor management, benefits communication, and employee education.
• Partners with Benefits staff to troubleshoot escalated issues, resolve complex cases, and enhance benefit processes.
• Ensures compliance with ERISA, ACA, HIPAA, COBRA, FMLA, and other regulatory requirements.

Compensation

• Leads compensation program strategy including salary structures, market pricing, job leveling, pay equity analysis, and variable pay programs.
• Oversees annual compensation cycles including merit planning, market adjustments, and performance-based compensation.
• Works with Finance on workforce planning, forecasting, and compensation budgeting.
• Ensures job descriptions, classifications, and FLSA determinations are accurate, consistent, and aligned with industry benchmarks.
• Provides compensation consultation and guidance to HR Business Partners and organizational leaders.

Payroll

• Oversees payroll operations to ensure accurate, timely, and compliant payroll processing for all employees.
• Ensures payroll compliance with federal, state, and local regulations, wage and hour laws, and organizational policies.
• Collaborates with Finance to support payroll budgeting, audits, general ledger processes, and reconciliation activities.
• Works with HRIS and Payroll teams to ensure accurate data flow across systems, including HR/benefits/payroll integrations.
• Drives improvements to payroll processes, including automation, standardization, and accuracy.

HRIS

• Oversees HRIS systems including configuration, optimization, reporting, integrations, and user support.
• Ensures data accuracy, security, and role-based access controls across HR and payroll systems.
• Develops dashboards and analytics to support strategic workforce decisions.
• Leads HR technology implementation, upgrades, vendor relationships, and training programs.

Learning and Development

• Oversees the design and management of learning and leadership development initiatives.
• Leads curriculum development, LMS oversight, training delivery, and learning analytics.
• Partners with leaders to identify skill gaps and create development pathways.
• Drives leadership development, onboarding programs, and organization-wide training initiatives.

Supervisory Responsibilities (if applicable):

Benefits, Payroll, HRIS, Learning & Development

Education and Experience:

• Bachelor’s Degree from an accredited institute of higher learning in human resources management, business administration, or related fields. Master’s degree preferred.
• Minimum ten (10) years of progressive Human Resources experience required.
• Minimum seven (7) years of HR management at the Director level or above required.
• Work experience in a nonprofit organization is a plus

Certifications/Licenses:

Human Resource Certification at SHRM PHR or SPHR level required. Lean or other process improvement certification, is a plus.

Knowledge/Skills/Abilities (K/S/A):

• Strong expertise in HRIS systems, payroll operations, benefits, and compensation programs.
• Strong understanding of employment law, payroll regulation, and HR best practices.
• Advanced analytical skills with the ability to translate data into actionable insights.
• Excellent communication, training, and relationship-building skills.
• High level of professionalism, confidentiality, and judgment.
• Strong project management and organizational skills.
• Ability to lead through change and drive cross-functional alignment.
• Skilled in process optimization, technology adoption, and systems thinking.
• Excellent communication skills. Strong networker, relationship builder and communicator with experience collaborating with diverse work teams and stakeholders.
• Demonstrated ability to handle confidential and sensitive information possessing skills to handle situations in a professional and diplomatic manner.
• A high degree of collaboration and emotional intelligence, self-motivation, and analytical ability.
• Proficiency in Microsoft Office, Internet Explorer, Outlook/Exchange; Windows operating systems; and other software routinely used by HHCS.
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.
• Strategic thought partnership and consultancy skills.

Work Arrangement:

This role is eligible for a “hybrid” or “remote” work arrangement. If hybrid, it is expected this person would be able to meet for “in person” meetings when needed or at the request of others. In-person meetings may be required on a regular basis (weekly, monthly, etc.). There may also be the availability to work from home when appropriate.

Work Environment:

• The noise level in the work environment is usually moderate.
• Each program site operates on a 24/7 basis, 365 days per year. To meet both the needs of our participants and contractual obligations, employees are required to be flexible in regards to scheduling and work location.
• Program sites are located throughout the Chicago area, including the North and South sides of Chicago, as well as the suburbs. Employees may be required to report to any one of our locations on a temporary or permanent basis.

Physical Demands:

• While performing the duties of this job, the employee is regularly required to talk and hear.
• The employee is regularly required to sit, stand and walk.
• The employee must be able to stoop, kneel and/or crawl.
• The employee is regularly required to use hands to key, handle, or feel and reach with hands and arms.
• The employee must occasionally lift and/or move up to 25 pounds.
• The employee must have unrestricted ability to provide physical restraint.
• Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.

Equal Opportunity Employer Statement

HHCS is an Equal Employment Opportunity employer. Employment decisions are based on merit, qualifications, and business needs. HHCS is committed to providing a work environment that is free from discrimination and harassment. Consistent with applicable federal, state, and local laws, HHCS prohibits discrimination or harassment against any employee or applicant on the basis of race, color, religion, creed, sex (including pregnancy, sexual orientation, and gender identity or expression), national origin, citizenship, age, disability, genetic information, marital status, veteran status, or any other characteristic protected by law. This policy applies to all employment practices, including recruitment, hiring, promotion, compensation, benefits, training, discipline, and termination. HHCS also provides reasonable accommodations for qualified individuals with disabilities and for sincerely held religious beliefs, as required by law.