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Director People Operations Jobs in Tennessee (NOW HIRING)

National Pen

Human Resource Manager

Shelbyville, TN · On-site

This position reports directly to the Director, People Operations and dotted line to Talent Acquisition Manager. National Pen Co., LLC is an Equal Opportunity Employer. National Pen does not ...

pens.com

Human Resource Manager

Shelbyville, TN

This position reports directly to the Director, People Operations and dotted line to Talent Acquisition Manager. National Pen Co., LLC is an Equal Opportunity Employer. National Pen does not ...

SpaceX

Director, Datacenter Operations

Memphis, TN · On-site

... years of direct people leadership experience managing engineering and/or operations teams ... PREFERRED SKILLS AND EXPERIENCE: * Deep knowledge of electrical, mechanical, and power systems ...

Jobtailor

Director of Operations

Nashville, TN · On-site

$122.90 - $204.85/hr

Our organization requires extraordinary people to provide extraordinary care, so we are investing ... The Director, Operations is responsible for delivering safe, efficient and effective patient care ...

Option Care

Director of Operations

Nashville, TN · On-site

$122.90 - $204.85/hr

Our organization requires extraordinary people to provide extraordinary care, so we are investing ... Director, Operations is responsible for delivering safe, efficient and effective patient care ...

Option Care

Director of Operations

Nashville, TN · On-site

Our organization requires extraordinary people to provide extraordinary care, so we are investing ... The Director, Operations is responsible for delivering safe, efficient and effective patient care ...

SpaceX

Director, Datacenter Operations

Memphis, TN · On-site

... years of direct people leadership experience managing engineering and/or operations teams ... PREFERRED SKILLS AND EXPERIENCE: * Deep knowledge of electrical, mechanical, and power systems ...

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All JobsPeople Operations JobsDirector People Operations JobsDirector People Operations Jobs in Tennessee

Director People Operations information

See Tennessee salary details

$30.9K

$97.7K

$162.9K

How much do director people operations jobs pay per year?

As of Aug 27, 2026, the average yearly pay for director people operations in Tennessee is $97,732.00, according to ZipRecruiter salary data. Most workers in this role earn between $68,500.00 and $123,000.00 per year, depending on experience, location, and employer.

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 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 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 most commonly searched types of People Operations jobs in Tennessee?

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

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

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

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

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

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

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

Director People Operations jobs near you
Infographic showing various Director People Operations job openings in Tennessee as of August 2026, with employment types broken down into 77% Full Time, 19% Part Time, and 4% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $97,732 per year, or $47 per hour.

Director, People Operations (Total Rewards & HRIS)

Nashville, TN • On-site

Leave Your Mark
Marketing • 1 - 10 employees
Learn more about Leave Your Markexternal

Other

Posted 20 days ago

Job description

The Director of People Operations owns the infrastructure that makes employment with our client work: our HR systems, job structure, compensation and benefits, multi-state compliance, and the day-to-day service colleagues receive from the People function.

This is a build-and-consolidate role rather than a maintain role. You will inherit systems, processes, and practices that arrived through separate organizations, and your job is to turn them into one operating model — while continuing to absorb new acquisitions without disruption to a single paycheck or benefit. This role will report to the Chief People Officer.


What You Will Own:


  • HR systems and data. Own the HRIS as the single system of record. Lead consolidation of inherited systems, govern data quality, and build reporting that leaders actually use.
  • Payroll data and the Finance partnership. Payroll execution sits with Finance. This role owns everything that feeds it — accurate colleague records, timely status and pay changes, correct deductions and elections, and clean data at cutoff. You are accountable for the inputs; Finance is accountable for the run. Where errors reach colleagues, you jointly own the fix.
  • Job structure and architecture. Maintain the job architecture: job families, levels, titles, career paths, and FLSA classification. Champion the harmonization of four legacy structures into one framework, and maintain it as the organization grows and acquires. This is the foundation compensation, performance, and career progression all depend on.
  • Compensation and benefits. Own compensation administration and the full benefits program — annual open enrollment, carrier relationships and feeds, and leave administration. Benchmark against market, identify and cost inequities, and partner with Finance on affordability.
  • Multi-state compliance. Maintain employment compliance across every state we operate in — wage and hour, leave, I-9 and work authorization, required notices, recordkeeping, and audit readiness. Partner with Legal on anything that requires counsel.
  • Employee lifecycle operations. Onboarding through offboarding: the transactions, the systems access, the documentation, and the experience of each transition.
  • M&A people integration. Build and run the playbook that moves acquired colleagues onto out client’s systems, compensation structures, and benefits, coordinating with Finance on payroll transition. Engage during diligence, not after close.
  • HR service delivery. Define how colleagues get help, set response standards, measure whether we meet them, and fix the recurring causes rather than the recurring tickets.
  • Policy and documentation. Maintain the handbook and policy library across markets, and reconcile the legacy policies our acquisitions brought with them.


What you need:


  • Seven or more years in HR operations, with at least three leading the function or a major component of it.
  • Multi-site, multi-state experience — ideally in healthcare delivery, where clinical credentialing, licensure, and non-exempt workforce complexity are familiar rather than new.
  • Demonstrated ownership of an HRIS implementation, migration, or consolidation, not participation in someone else's.
  • Enough payroll literacy to be a credible partner to Finance — you will not run payroll, but you must understand how your data becomes someone's paycheck and be able to spot a problem before it does.
  • Compensation experience — survey benchmarking, pay practice harmonization, and demonstrated ownership of a job architecture build or rebuild. Experience with clinical compensation models is a strong advantage.
  • Practical multi-state employment compliance knowledge, and the judgment to know when to involve counsel.
  • Experience integrating acquired employee populations, ideally including situations that were messy.
  • Comfort with ambiguity, competing priorities, and a still-evolving organizational design.
  • Based in or willing to relocate to Nashville.

Apply