Director of HR Operations Salt Lake City, UT Job Type Full-time Description The Director of HR Operations is responsible for leading the execution, governance, and continuous optimization of core HR operational functions across the organization, with a primary focus on total compensation and rewards strategy, payroll integrity, HR governance, and HR technology. This role ensures that foundational HR processes are standardized, data-driven, and aligned with Wheeler's operational needs. A critical priority of this role is to design and manage market-competitive, internally equitable, and financially disciplined total rewards programs that enable Wheeler to attract, retain, and motivate talent while aligning labor cost structures with business performance. Reporting to the Vice President of People, this role oversees critical HR infrastructure and service delivery in a multi-location, unionized environment, driving accuracy, compliance, and operational excellence across all employee touchpoints. **Duties & Responsibilities:** **Strategic Leadership & Operational Alignment** + Partner with the VP of People to translate people strategy into scalable HR operational systems and processes + Align HR operations (payroll, compensation, systems, policies) with business objectives and workforce needs + Provide insights on labor costs, compensation trends, and operational risks to support decision-making + Serve as a key advisor on HR infrastructure, ensuring systems and processes enable business performance + Anticipate operational and regulatory changes and position HR operations to respond proactively **Total Rewards (Compensation & Benefits)** + Own the design and governance of Wheeler's total rewards philosophy, ensuring alignment with business strategy, labor market dynamics, and financial objectives + Develop and maintain compensation architectures, including job structures, pay bands, grading frameworks, and geographic differentials + Ensure internal equity and external competitiveness through market benchmarking, job evaluation methodologies, and periodic pay analysis + Lead all compensation planning processes, including: + Annual merit and adjustment cycles + Incentive and bonus program design (aligned with GOST and business performance) + Off-cycle adjustments, promotions, and market corrections + Architect and manage variable pay and incentive programs that: + Reinforce key operational metrics (e.g., PSQDC, productivity, safety) + Align employee behavior with company performance and profitability + Scale across union and non-union environments + Partner with Finance to manage total labor cost structure, including: + Compensation modeling and scenario analysis + Headcount cost planning and forecasting inputs + Cost-of-labor insights to support pricing, bidding, and operational decisions + Oversee and optimize benefits strategy, including: + Medical, retirement, and wellness programs + Cost-sharing strategies and plan design + Vendor negotiations and performance management + Establish strong governance and controls around compensation decisions, including: + Approval frameworks and escalation paths + Pay transparency considerations + Compliance with regulatory and union requirements + Lead development of total rewards analytics and dashboards, including: + Compensation competitiveness indices + Pay equity analysis + Benefits utilization and ROI + Labor cost trends vs. productivity **Payroll Operations** + Ensure seamless integration between compensation strategy and payroll execution, maintaining alignment between approved pay structures and actual pay outcomes + Implement rigorous controls to ensure compensation accuracy at scale, including incentive payouts, union provisions, and complex pay scenarios + Partner with Total Rewards to ensure all changes (merit, incentives, adjustments) are accurately executed and auditable **Policies, Procedures & Compliance (Governance)** + Develop, implement, and maintain standardized HR policies, procedures, and workflows across the organization + Ensure consistency and compliance with federal, state, local, and collective bargaining agreements + Lead HR compliance audits, documentation standards, and risk mitigation efforts + Establish clear governance models for HR decisions, approvals, and escalations + Maintain and regularly update employee handbooks, policy manuals, and procedural documentation **HR Technology & Data (HRIS)** + Lead the strategy, implementation, and optimization of HR systems (HRIS, payroll, benefits platforms) + Champion digital HR solutions that improve efficiency, scalability, and employee experience + Develop an integrated Total Rewards data environment across HRIS, payroll, and benefits platforms + Ensure data integrity, system integration, and reporting accuracy across HR platforms + Develop dashboards and reporting capabilities to provide actionable workforce and operational insights +