Director, US People Operations

Position Summary

Reporting to the Vice President, Global Human Resources, the Director, US People Operations is KIND’s senior HR business partner and advisor for the US employee population, and the escalation point for employee relations, US labor and employment law compliance, and union matters. This role also leads the day-to-day operations of the US HR team — spanning HRIS, benefits and leave administration, payroll, and performance management.

This a headquarters position based remotely from any location in the U.S.

Team Leadership & People Management:

• Leads, mentors, and develops the US People Operations team, including Senior HR Operations Specialists, HR Specialists, and HR Coordinators, fostering a high-performance, collaborative, and service-oriented culture.

Strategic Partnership:

• Builds strong relationships with leaders and staff, acting as trusted advisor and thought partner on all people matters.
• Proactively identifies and addresses HR needs across US business units, aligning global HR initiatives with regional goals and people priorities.
• Contributes to the development and implementation of US HR strategies and initiatives in partnership with the Chief People Officer, VP, Global Human Resources, and the rest of the HR leadership team.
• Works with business leaders to bring the people lens to business planning discussions.

Employee Relations:

• Acts as senior advisor to managers and staff on employee relations and HR matters across the US.
• Serves as the primary escalation point for day-to-day ER and HR issues.
• Leads compliance with US federal, state, and local labor and employment law, including EEO, ADA, FMLA, DOL requirements, OSHA, and applicable state-specific mandates.
• Leads compliance audits, regulatory reporting, and policy updates to keep KIND current with evolving employment legislation across all US jurisdictions in which KIND operates.
• Manages union relations and matters on behalf of KIND, serving as the primary point of contact for union-related communications, negotiations, and grievance processes.
• Provides leadership in advising and coaching managers around employee matters, counseling employees, and facilitating forums for communication and conflict resolution to promote engagement, satisfaction, and retention.
• Leads investigation, mediation, and resolution of employee relations matters, escalating to the Vice President, Global Human Resources as appropriate.

Oversight of US HR Operations:

• Leads end-to-end US benefits governance, compliance, and vendor management—overseeing annual renewals, open enrollment, plan design reviews, employee communications, and regulatory plan documentation (medical, dental, vision, life, disability, and retirement plans).
• Ensures compliance with FMLA, PDL, CFRA, ADA, and other applicable federal and state leave laws.
• Oversees core employee lifecycle processes—from onboarding and status changes through offboarding—ensuring operational efficiency, data accuracy, and standard operating procedure (SOP) compliance.
• Directs US payroll data workflows and HRIS data integrity, partnering closely with Finance and internal teams to ensure accurate, timely processing and resolution of payroll/benefits escalations.
• Develops, analyzes, and presents key HR metrics and dashboards (headcount, turnover, leave utilization, and ER trends) to inform leadership strategy and workforce planning.
• Maintains and evolves US HR policies, SOPs, and the Employee Handbook, ensuring alignment with cultural values and legal compliance.
• Supports US compensation administration and departmental budget management in partnership with HR leadership.

• Undergraduate degree required; graduate degree in human resources, organizational psychology, or a related field preferred, or equivalent experience.
• Must be fluent in English.
• Minimum of 8 years of progressive experience in HR Operations, to include benefits administration, and employee relations.
• Demonstrated expertise in employee relations, including conducting complex investigations, advising managers on performance management and disciplinary matters.
• Experience in a nonprofit or mission-driven organization is highly preferable, though not essential.
• Minimum of 3 years of experience in a supervisory role.
• Strong knowledge of U.S. employment law and HR best practices.
• Direct experience managing union relationships, union negotiations, and union grievance processes preferred, though not essential.
• Excellent communication, interpersonal, and problem-solving skills.
• Ability to work independently and as part of a team.
• Ability to manage multiple projects in a deadline-oriented environment with a keen orientation for details, and work both independently as well as contributing member of a team.
• Excellent organizational and communication skills; strong cross cultural and interpersonal skills; ability to build rapport with staff at all levels.
• Enjoys collaboration and thrives in a fast-paced team- and matrix-oriented working environment.
• Data-driven decision-maker who uses analytics and data to guide strategic decisions that align with goals, objectives, and initiatives.
• Working knowledge of Microsoft Office Suite (such as Teams, Excel, etc.).
• Committed to practicing and supporting wellbeing and a work-home life balance.
• Experience working and communicating in a remote environment preferred but not required.
• Ability to occasionally travel as needed.