Director of People Operations

The Director of People Operations at CivicActions is responsible for managing recruitment, onboarding, employee relations, benefits administration, and compliance, all while fostering a supportive workplace culture. This role involves developing talent acquisition strategies, implementing performance management frameworks, and ensuring operational efficiency across people operations.

Candidates for the Director of People Operations role at CivicActions should possess 10+ years of management experience in people operations, ideally with 3+ years in a professional services environment. Additionally, a Senior Certified Professional in Human Resources Management (SHRM-SCP) and experience in the government technology sector are essential qualifications.

CivicActions values employee development and provides an annual professional development stipend of $1,200, along with comprehensive growth plans and appreciation programs. The Director of People Operations will also actively implement performance management and learning programs aimed at maximizing individual and team potential.

The culture at CivicActions is centered on empowerment, transparency, and collaboration. The Director of People Operations will play a key role in fostering an inclusive environment where team members feel valued and supported in their roles, promoting a balanced and positive workplace.

Yes! CivicActions is a fully remote team within the United States. The Director of People Operations will work remotely and is expected to maintain a dedicated workspace with reliable internet access.

To attract top talent, I would develop a comprehensive talent acquisition strategy that includes leveraging social media, building relationships with universities, and optimizing our employee referral program. Implementing an engaging employer brand that highlights our mission, values, and benefits would also be key.

I believe in addressing conflicts proactively and empathetically. I would listen to all parties involved, seek to understand their perspectives, and collaborate to find a fair resolution. Open and honest communication is essential in these situations.

I have implemented various performance management systems that incorporate continuous feedback, goal setting, and professional development plans. My approach focuses on aligning individual objectives with company goals to drive performance and employee engagement.

I am well-versed in HR technologies such as Greenhouse for applicant tracking, CultureAmp for employee surveys, and various HRIS systems for managing personnel data. These tools enhance efficiency, streamline communication, and provide valuable insights into employee engagement and performance.

To foster collaboration in a remote setting, I would leverage collaboration tools like Slack and Zoom for communication and meetings. Regular team check-ins, virtual team-building activities, and creating shared project spaces on platforms like Confluence can also help strengthen team dynamics.

I start by assessing the skills gaps and interests of employees. Based on these findings, I would create tailored training programs, workshops, and mentorship opportunities to promote continuous learning and career advancement within the organization.

In my previous roles, I have managed compliance with various employment laws and regulations, overseen benefits administration processes, and ensured that our offerings meet employee needs. I always stay updated on changes in legislation to maintain compliance and optimize benefits packages.

I prioritize initiatives based on their impact on organizational goals, employee engagement, and operational efficiency. A data-driven approach helps identify which areas demand immediate attention while ensuring alignment with long-term strategic objectives.

Certainly! In a previous position, I identified inefficiencies in the onboarding process. By streamlining it with new software and incorporating automated follow-ups, we improved the new hire experience and reduced onboarding time by 30%, leading to enhanced retention rates.

My approach emphasizes creating inclusive hiring practices, implementing diversity training, and ensuring that our workplace culture celebrates varied backgrounds and perspectives. It’s essential to actively seek input from diverse voices and prioritize inclusion across all levels of the organization.