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Open nowPosted 7 days ago

Director of Human Resources Operations - San Diego Zoo Wildlife Alliance

San Diego Zoo Wildlife Alliance7 open roles

Where
2920 Zoo Dr, San Diego, CA 92101, USA
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Your applicationOpen nowDirector of Human Resources Operations - San Diego Zoo Wildlife AllianceSan Diego Zoo Wildlife Alliance · 2920 Zoo Dr, San Diego, CA 92101, USA

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on San Diego Zoo Wildlife Alliance's own form.

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The clock on this job

Early applications get read.

12.7% of postings close within 7 days. Measured by our own scanner across the market. San Diego Zoo Wildlife Alliance postings stay open a median of 13 days.

Share of postings closed within
  1. 2.2%1 day
  2. 4.5%3 days
  3. 12.7%7 days
  4. 20.4%14 days
  5. 35.6%30 days
  6. 58.7%60 days
This job: posted 7 days ago

San Diego Zoo Wildlife Alliance median: 13 days open

The posting

HOW YOU WILL IMPACT OUR MISSIONThe Director of Human Resources Operations provides strategic and operational leadership for the HR functions that support more than 3,000 team members across San Diego Zoo Wildlife Alliance, including HRIS, Recruiting, Total Rewards, and Work & Family Programs. Reporting to the Chief Human Resources Officer, this role leads a team of more than 15 professionals and strengthens the team member experience by building effective, consistent, compliant, and service-oriented processes. The Director partners across all levels of the organization to translate complex HR, systems, compensation, benefits, and employment requirements into clear guidance and practical solutions, while developing people, improving processes, and supporting organizational goals.WHAT YOU WILL DO

Leads, coaches, and develops a team of more than 15 HR professionals across HRIS, Recruiting, Total Rewards, and Work & Family Programs. Establishes clear expectations, builds leadership capability, supports accountability and collaboration, and creates an environment where team members can deliver high-quality service and continue to grow. Oversees HRIS center of excellence and provides strategic and operational oversight of HR systems and data, including the HRIS platform, data integrity, reporting, system configuration, and process workflows. Partners with HR and cross-functional stakeholders to optimize system capabilities, improve the user experience, and support reliable, timely, and accurate people data; Dayforce experience is preferred. Oversees Talent center of excellence and recruiting operations and its practices to support organization-wide workforce needs. Partners with hiring leaders to establish effective, consistent, and timely recruiting processes, strengthen candidate and hiring-manager experiences, use data to monitor outcomes, and continuously improve sourcing, selection, and hiring practices. Oversees Total Rewards center of excellence including but not limited to leading compensation program and processes, compensation administration, market analysis, job structures, pay practices, and annual compensation planning. Partners with the CHRO, Finance, HR Business Partners, and leaders to apply guidelines consistently, explain complex compensation concepts clearly, and support equitable, informed, and fiscally responsible decisions. Also oversees benefits administration, partners with vendors, internal stakeholders, and appropriate advisors to resolve issues and improve service. Oversees Work & Family Programs center of excellence including but not limited to related team member support, including leave administration and workers’ compensation processes. Ensures processes are accurate, responsive, well-coordinated, and compliant; experience with leaves and/or workers’ compensation is strongly preferred. Maintains awareness of evolving federal, state, and local employment requirements, labor laws, regulations, and HR best practices. Works with the CHRO, Legal, and other partners to assess operational impacts, update procedures and guidance, support compliance, and ensure HR practices are implemented consistently across the organization, including in a complex and diverse workforce. Uses metrics, feedback, and operational analysis to identify trends, risks, service gaps, and opportunities for process improvement. Develops and standardizes practical workflows, documentation, controls, and communication that simplify complex topics for team members and leaders, strengthen operational effectiveness, and support organizational priorities.

WHAT WE ARE LOOKING FORJOB EXPERIENCE

Requires 8 or more years of progressively responsible experience in human resources, including experience in multiple HR disciplines such as HRIS, talent, compensation, benefits, or HR operations. Demonstrated experience leading and developing teams, managing complex processes, and partnering with stakeholders across an organization. Experience in a large, complex, multi-site, union and non-union, or nonprofit environment is valued.

EDUCATION AND CERTIFICATIONS

Bachelor’s Degree In Human Resources, Business Administration, or a related field required. Master’s Degree n Human Resources, Business Administration, or a related field preferred. SHRM-CP or SHRM-SCP, PHR or SPHR preferred.

SKILLS AND KNOWLEDGE

Strong people leadership, coaching, and talent-development skills, including the ability to set expectations, develop managers and team members, provide feedback, and build an accountable, collaborative team. Demonstrated process-improvement mindset with the ability to assess workflows, identify root causes, simplify processes, establish standards, and lead sustainable operational improvements. Working knowledge across core HR operations, including HRIS and people data, recruiting, compensation, benefits administration, and applicable employment practices; Dayforce experience preferred. Knowledge of evolving federal, state, and local employment laws and regulations, with strong attention to detail and the ability to identify compliance risks and partner with Legal and other subject-matter experts as appropriate. Ability to analyze HR data, identify trends and risks, develop useful metrics, and translate findings into practical recommendations and measurable improvements. Ability to partner effectively with team members and leaders at all levels, build trust across diverse stakeholder groups, and navigate sensitive or complex issues with sound judgment and discretion. Strong project management, prioritization, and organizational skills, including the ability to manage competing priorities, meet deadlines, and lead cross-functional initiatives. Demonstrated ability to lead change, influence without relying solely on authority, and implement new processes and systems in a thoughtful, service-oriented manner. Proficiency with Microsoft Office and HR technology, reporting, and data tools; ability to learn and evaluate systems and tools that improve operational effectiveness. Excellent written, verbal, interpersonal, and presentation skills, with the ability to communicate with tact, clarity, and diplomacy. Commitment to confidentiality, accuracy, team member service, and practices that support SDZWA’s mission, values, and culture of belonging.

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