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Director People Operations Jobs in Iowa (NOW HIRING)

Chick-fil-A

Director of Operations

Fort Dodge, IA · On-site

$18 - $22/hr

At Chick-fil-A, the Director of Operations role is more than just a job; it's an opportunity. In ... We are excited to develop people to pursue greatness in their life! Operations: * Lead and support ...

Chick-fil-A

Director of Operations

Fort Dodge, IA · On-site

$18 - $22/hr

At Chick-fil-A, the Director of Operations role is more than just a job; it's an opportunity. In ... We are excited to develop people to pursue greatness in their life! Operations: * Lead and support ...

Kemin

Finance Director - Operations

Des Moines, IA

Overview The Finance Director - Operations is a senior leadership role responsible for serving as ... people, pets, and the planet. We create solutions that strengthen health and wellbeing, provide ...

Kemin

Finance Director - Operations

Des Moines, IA

The Finance Director - Operations is a senior leadership role responsible for serving as the ... people, pets, and the planet. We create solutions that strengthen health and wellbeing, provide ...

Kemin

Finance Director - Operations

Des Moines, IA · On-site

Overview The Finance Director - Operations is a senior leadership role responsible for serving as ... people, pets, and the planet. We create solutions that strengthen health and wellbeing, provide ...

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Showing results 1-20

All JobsPeople Operations JobsDirector People Operations JobsDirector People Operations Jobs in Iowa

Director People Operations information

See Iowa salary details

$31.9K

$101.1K

$168.6K

How much do director people operations jobs pay per year?

As of Aug 14, 2026, the average yearly pay for director people operations in Iowa is $101,140.00, according to ZipRecruiter salary data. Most workers in this role earn between $70,900.00 and $127,300.00 per year, depending on experience, location, and employer.

What is the difference between Director People Operations vs HR Director?

AspectDirector People OperationsHR Director
Primary FocusStrategic HR initiatives, employee experience, organizational cultureAdministrative HR functions, compliance, policies
Work EnvironmentCollaborates with leadership on company-wide strategiesOversees HR department operations and compliance
Required CredentialsHR certifications, leadership experience, strategic planning skillsHR certifications, experience in HR management

The Director People Operations typically focuses on strategic initiatives, employee engagement, and shaping company culture, working closely with executive leadership. In contrast, the HR Director often handles administrative HR functions, compliance, and policy management. Both roles require HR certifications and leadership experience, but their scope and focus differ significantly.

What are the key skills and qualifications needed to thrive as a director of people operations, and why are they important?

To thrive as a Director of People Operations, you need a deep understanding of HR strategy, employment law, talent management, and organizational development, often backed by a bachelor's or master's degree in human resources or a related field. Familiarity with HRIS platforms, payroll systems, and certifications like SHRM-SCP or SPHR is typically required. Exceptional leadership, communication, and change management skills help drive employee engagement and foster a positive workplace culture. These skills are crucial for aligning people strategies with business objectives and ensuring effective workforce management.

What does a director of people operations do?

A Director of People Operations oversees an organization's human resources functions, focusing on creating a positive workplace culture and aligning people strategies with business goals. They manage employee relations, talent acquisition, performance management, benefits, and compliance, while also driving initiatives to improve employee engagement and retention. This role is strategic and often involves collaborating with leadership to ensure the organization's people practices support overall success.

How does a director of people operations typically collaborate with other department heads to drive organizational success?

A Director of People Operations regularly partners with leaders across departments to align HR strategies with business objectives. This collaboration often includes co-developing workforce planning initiatives, supporting leadership development, and addressing team-specific needs such as talent acquisition or retention. By serving as a strategic advisor, the Director ensures that people-related policies and programs support both employee satisfaction and organizational goals. Open communication and ongoing cross-functional meetings are key to maintaining alignment and fostering a cohesive workplace culture.

What are the most commonly searched types of People Operations jobs in Iowa?

The most popular types of People Operations jobs in Iowa are:

What are popular job titles related to Director People Operations jobs in Iowa?

For Director People Operations jobs in Iowa, the most frequently searched job titles are:

What job categories do people searching Director People Operations jobs in Iowa look for?

The top searched job categories for Director People Operations jobs in Iowa are:

What cities in Iowa are hiring for Director People Operations jobs?

Cities in Iowa with the most Director People Operations job openings:

Director People Operations jobs near you
Infographic showing various Director People Operations job openings in Iowa as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 21% Part Time, and 2% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $101,140 per year, or $48.6 per hour.

Director of People Experience

Van Meter Inc

Cedar Rapids, IA • On-site

Full-time

Posted 26 days ago

Van Meter rating

9.2

Company rating: 9.2 out of 10

Based on 12 frontline employees who took The Breakroom Quiz

17th of 417 rated retail wholesalers

Job description

Job Type
Full-time
Description
What Success Looks Like
About the RoleWhat You'll Lead
Reports to: Chief People Officer
At Van Meter, we believe our people are our differentiator. We've built a company where employee-owners are empowered to do their best work, leaders are expected to build their best teams, and our values fuel our success. As we continue seeing rapid growth, we're looking for a strategic people leader who can help us scale our talent, leadership capability, and organizational strength while preserving the culture that has made Van Meter a nationally recognized top workplace.
This is an opportunity for someone who loves building talent strategies, improving organizational capability, and shaping the future workforce-but who is equally energized by developing leaders, coaching teams, and strengthening a people-first culture.
As the Director of People Experience, you will serve as a key member of the People leadership team, responsible for driving the strategies that ensure Van Meter has the talent, leadership capability, and organizational readiness required for continued growth. You'll lead our HR Business Partner and Recruiting teams while partnering closely with executive leadership, Learning & Development, and People Operations to align talent strategy with business priorities.
This role is ideal for a leader who can think several years ahead while remaining grounded enough to build trust, coach leaders, and be a champion of the culture that already exists. Success requires both strategic vision and humility-someone who will challenge the organization to get better while respecting the values and relationships that have fueled Van Meter's success.
Areas of responsibility include:
  • Organizational talent strategy and workforce planning
  • Recruiting strategy and pipeline development
  • HR Business Partner leadership and leader enablement
  • Succession planning and organizational capability
  • Leadership development and growth
  • Performance management and talent accountability
  • Organizational effectiveness and culture initiatives

You will help Van Meter:
  • Build stronger talent pipelines and organizational readiness for future growth.
  • Increase leadership capability and consistency across the organization.
  • Develop deeper internal bench strength for critical roles.
  • Strengthen performance management and career development practices while preserving meaningful, employee-owner focused conversations.
  • Scale our business without losing the culture that makes Van Meter unique.

Requirements
We're seeking a leader who brings significant experience in talent strategy, workforce planning, recruiting, succession planning, performance management, leadership development, and organizational effectiveness. You have successfully partnered with senior leaders to translate business strategy into talent strategy and have helped organizations build sustainable capability for growth.
You are:
  • Strategic enough to think long-term and connect talent decisions to business outcomes.
  • Pragmatic enough to turn ideas into scalable processes and measurable results.
  • Confident enough to influence executive leaders and challenge assumptions.
  • Humble enough to listen, learn, and build on what's already working.
  • Passionate about helping leaders build great teams and helping people reach their full potential.

Qualifications
  • Bachelor's degree in human resources, Business, Organizational Development, or a related field required; master's degree or advanced certification (e.g., SPHR, SHRM-SCP) strongly preferred
  • 10-15+ years of progressive experience in talent management, HR leadership, or a related discipline, including experience in a mid-to-large, multi-site organization ($500M-$2B+ revenue or equivalent complexity)
  • Proven experience designing and leading enterprise-level talent strategies, including talent acquisition, workforce planning, succession planning, performance management, and leadership development
  • Demonstrated ability to scale an organization quickly through talent, building both internal bench strength and external talent pipelines to meet aggressive growth objectives
  • Strong experience leading both HR Business Partner and Recruiting functions, with a track record of elevating teams from execution-focused to strategic, consultative partners
  • Deep expertise in organizational capability building, including leadership development, high-potential identification, and succession planning processes that are proactive, consistent, and aligned to business priorities
  • Proven ability to partner with executive leadership to translate business strategy into workforce and talent plans, including identifying capability gaps and prioritizing investments
  • Strong understanding of organizational design, team effectiveness, and change management, with experience supporting growth, transformation, or evolving business models
  • Demonstrated ability to leverage data, analytics, and market insights to drive talent decisions, assess organizational health, and improve outcomes across hiring, retention, and development
  • Demonstrated ability to build and sustain a talent strategy that enables leaders to Build Their Best Teams, ensuring we have the right employee-owners in the right roles to support both our near-term execution and long-term growth

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