Director, HR Operational Excellence and Compliance

- Relevant skills and experience will be listed so you know why those jobs are a match
* Lead North America-wide HR compliance governance across U.S. and Canadian support structures, with accountability for execution, risk visibility, and sustainable operating discipline;
* Oversee critical compliance domains including ERISA governance, regulatory body interactions, SOP and Internal Control System expectations, audit readiness, I-9 management, reasonable accommodations, HR investigations, immigration, talent mobility, and TA/onboarding compliance controls;
* Establish governance forums and decision frameworks that clarify accountability across HR, Talent Acquisition, Payroll, Benefits, Legal, Finance, Tax, Operations, Digital, and external partner interfaces;
* Strengthen preventive and detective controls across federal, state, provincial, and local requirements, ensuring that compliance work is documented, assigned, measurable, and resilient;
* Serve as a trusted advisor during internal and external audits and help establish consistent audit response frameworks;
* Identify control gaps, process fragmentation, ownership ambiguity, and single points of failure; drive sustainable remediation plans.
* Own delivery of priority initiatives while organizing the team, routines, escalation paths, documentation, and decision rights needed to support ongoing compliance enablement work at scale;
* Design a future-state resource model that blends core internal expertise, AI-enabled agents, workflow tools, shared services, external vendors, and outsourcing support where appropriate;
* Improve service quality and scalability through clear SLAs, intake standards, change control, governance routines, and vendor/partner accountability, including Ruveon-related change control expectations;
* Lead progressive evolution of Canadian support to ensure the North America model is integrated where appropriate while respecting country-specific compliance, employment, privacy, and operational differences;
* Strengthen documentation standards, knowledge management practices, and cross-training expectations across critical compliance processes;
* Partner with functional owners to transition selected operational activities into Payroll and Benefits where ownership more naturally aligns.
* Lead practical deployment of AI agents, automation, workflow technology, analytics, and knowledge tools to improve compliance execution, employee support, TA/onboarding experiences, and operational decision-making;
* Identify work that should remain internally owned versus work that can be supported through outsourced resources, managed services, vendors, or AI-enabled self-service models;
* Partner with HR Technology, Workday, Paradox, Ruveon, Payroll, Benefits, Legal, Digital, TA Operations, and Operational Excellence teams to design scalable, governed, and user-centered solutions;
* Apply emerging AI capabilities to improve process documentation, knowledge management, risk identification, employee support, and operational decision support;
* Promote responsible experimentation with AI and automation while maintaining appropriate governance, privacy, data quality, and compliance discipline;
* Build a culture of curiosity, continuous learning, and practical innovation around future-of-work capabilities.
* Partner closely with Payroll, Benefits, HR Business Partners, Legal, Finance, Tax, Internal Audit, and external vendors or advisors;
* Influence stakeholders across a complex matrix environment without relying solely on formal authority;
* Facilitate alignment across multiple functions involved in compliance-related activities and controls;
* Lead governance forums, stakeholder discussions, and executive-ready updates on compliance priorities,…