Senior Director, People Operations

Description

General Purpose

The People Operations Leader is a strategic and hands-on leader responsible for managing all aspects of the Firm’s people function. This role oversees the design, implementation, and evaluation of people strategies, policies, and programs that support the Firm’s growth, culture, and compliance. Partnering closely with leadership across departments, the People Operations Leader plays a critical role in shaping the employee experience, driving organizational performance, and ensuring that all people practices align with the Firm’s strategic direction.

Essential and Supervisory Duties & Responsibilities

Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

• Adheres to the highest degree of professional standards and strict client confidentiality.
• Anticipates and addresses client concerns. Escalates and resolves most problems as they arise.
• Maintains a current knowledge of industry practices and ensures best practices are always considered.
• Develops long-term relationships and networks both internally and externally.
• Continuous effort toward professional development, including continuing education, attending training seminars and networking events.
• Practices regular and predictable attendance. Communicates when that attendance will be disrupted in a reasonable time.
• Performs other duties as assigned.

Leadership and Strategic Planning

• Act as a strategic advisor to executive leadership on organizational development, talent planning, and culture initiatives.
• Lead and develop the People Operations team, fostering collaboration, innovation, and continuous improvement.
• Align people initiatives with the Firm’s business goals, values, and long-term strategy.
• Define and track key people metrics to assess program effectiveness and support data-driven decision-making.

Talent Management & Development

• Oversee full-cycle talent acquisition, onboarding, and retention programs to attract, engage, and grow top talent.
• Identify training needs and implement learning and development strategies in collaboration with department leaders.
• Lead succession planning and career development frameworks to build internal mobility and future leadership capacity.

Learning and Development

• Collaborate closely with Learning & Development (L&D) staff to identify training needs and develop effective learning programs across all levels of the organization.
• Support the design and implementation of onboarding, compliance training, professional development, leadership development, and skills-based learning initiatives.
• Monitor the effectiveness of L&D efforts and ensure alignment with performance management and organizational goals.
• Promote a continuous learning culture and champion employee growth as a strategic priority.

Performance Management

• Design and manage performance management processes, including annual review cycles, continuous feedback systems, and goal setting.
• Partner with managers on employee coaching, performance concerns, and performance improvement plans (PIPs).
• Promote a high-performance culture through consistent and transparent performance practices.

Total Rewards Oversight

• Oversee the Compensation and Benefits Manager in administering competitive and equitable compensation, benefits, and incentive programs.
• Ensure total rewards programs are market-aligned, cost-effective, and support employee engagement and retention.
• Support annual salary reviews, bonus cycles, and benefit renewals in coordination with the Compensation and Benefits Manager, Finance and leadership.

Employee Experience & Engagement

• Foster a people-first culture grounded in respect, inclusion, and collaboration.
• Oversee employee engagement strategies, feedback mechanisms, and cultural initiatives.
• Support employee relations with fairness, consistency, and compliance with internal policy and external law.

Policy, Compliance & Risk

• Develop and maintain people policies and employee handbooks, ensuring compliance with federal, state, and local employment regulations.
• Provide oversight for compliance reporting and audit preparation (e.g., EEO-1, ACA, 401(k)).
• Mitigate HR-related risk through policy enforcement, employee education, and clear documentation practices.

Operations & Systems

• Lead optimization and management of HRIS and people systems for accuracy, accessibility, and integration.
• Partner with Payroll, IT, and Finance to ensure streamlined people operations and data-driven insights.
• Improve operational efficiency through updated processes, tools, and service delivery models.

Supervisory Duties (if any)

• Directly manage the Compensation and Benefits Manager and People Operations Coordinator.
• Oversee the L&D Consultant and provide guidance to the L&D Coordinator as necessary.
• Provide guidance, coaching, and professional development to team members.
• Lead performance evaluations and support career growth within the People Operations team.
• Employees are held accountable for all duties of this job.

Job Qualifications

Knowledge, Skills, and Abilities:

• Ability to follow all Richey May policies, procedures, standards, specifications, and guidelines.
• Ability to actively participate in and attend employee meetings.
• Ability to promote, work, and act in a manner consistent with the mission of Richey May.
• Ability to communicate and collaborate with team members to ensure superior results and team success.
• Deep understanding of performance management, employee relations, and compliance.
• Multi-state experience preferred.
• Experience leading people operations in a collaborative, cross-functional environment.
• Excellent communication, leadership, and problem-solving skills.
• Proficiency with HRIS systems and data reporting tools.
• Excellent verbal and written communication skills.
• Demonstrates leadership and mentoring capabilities.
• Demonstrates proactive career development.

Education or Formal Training:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field (Master’s preferred).

Experience:

• 8+ years of progressive experience in HR/People Operations, with at least 3 years in a leadership role.
• Industry specific experience strongly preferred, but not required.

Additional Requirements/Licenses/Certifications:

• PHR, SPHR, SHRM-CP, SHRM-SCP, or similar certification highly preferred.
• Candidates must pass a criminal background check.

Benefits

RM Advisory is proud to offer 27 days of paid time off and 10 paid holidays for this role to make sure you have a life outside of the office. We offer more paid time off as you progress in your career with us. Our robust benefits package includes full or partial employer-paid employee medical, employer health savings account contribution, employer-paid life insurance, employer-paid short- and long-term disability, paid parental leave, and a 401 (k) match. Other voluntary benefits include accident, hospital indemnity, critical illness, health flexible spending account, dependent care flexible spending account, vision, dental, and medical for dependents. We also offer certification bonuses, continuing professional education, and education reimbursement. Our wellness programs also include an employee assistance program, paid bereavement leave,e and our Mental Health First Aid team, employees trained to support mental wellness throughout the firm.

Salary Range: $140,000 - $200,000 + Bonus

This salary band is based on position level but final compensation is determined by experience, location, and other relevant factors, so actual salary may vary.

RM Advisory LLC is an Equal Opportunity Employer. All qualified candidates will receive consideration for employment without regard to race, color, religion (including religious dress and grooming), national origin and ancestry, physical and mental disability, medical condition, genetic information, sex/gender, age, marital status, pregnancy, sexual orientation, gender identity/gender expression, citizenship status, military or veteran status, employment status, or any other characteristic protected by applicable federal, state, and local laws.

RM Advisory LLC offers reasonable accommodations in the hiring and employment process for individuals with disabilities. If you need assistance in the application or hiring process to accommodate a disability, you may request an accommodation at any time.

Application Deadline: Applications for this role will be accepted for a minimum of twenty calendar days. We encourage you to apply promptly, as the posting may close earlier if we receive a strong pool of candidates.

Richey May operates in an alternative practice structure where Richey May & Co., LLC is an independent CPA firm that provides our audit and attest services, while RM Advisory LLC provides tax, advisory and other non-attest services.