Director, HR Operations and Administration

ABOUT ROCK FORCE

RockForce is the trusted team setting the stage for the greatest moments in live events. With a legacy built on the unification of nine industry leaders, we bring decades of expertise to seamlessly execute concerts, festivals, sporting events, live broadcasts, award shows, and corporate activations.

Through integrated event production, workforce solutions, innovative technologies, and payroll services, RockForce delivers precision, efficiency, and reliability at every scale.

Our people are the magic-united by passion and skill, we operate as one unstoppable force to ensure every event is executed with professionalism, care, and an unwavering commitment to safety and compliance.

Join us as we head into one of the most exciting eras in the live entertainment industry!

JOB DESCRIPTION

The Director of HR Operations and Administration is an operational leader responsible for building, scaling, and optimizing the infrastructure that powers the HR organization. This role owns the end-to-end employee lifecycle operations-including HR technology (HRIS), payroll, total rewards delivery, vendor management, and data governance. Positioned at the intersection of process efficiency, systems integration, and service delivery, the Director ensures seamless, compliant, and scalable HR processes that elevate the employee experience and support business growth.

Key Responsibilities and Focus Areas

HR Systems, Data & Analytics (HRIS)

• Oversee the strategic management and continuous improvement of the organization's HR Tech stack (e.g., HRIS/HCM, ATS, Onboarding, Benefits Administration tools).
• Maintain overall HR data integrity, establishing governance protocols, reporting standards, and system security controls.
• Build automated workflows and self-service capabilities to improve operational efficiency and user experience for both employees and managers.

Shared Services & Lifecycle Operations

• Establish and lead the HR Shared Services/Operations function to manage routine and complex inquiries, onboarding, offboarding, status changes, and employee records.
• Define and monitor HR Service Level Agreements (SLAs) and key performance indicators (KPIs) to ensure high-quality, timely support across the enterprise.
• Map and continually optimize operational processes to eliminate bottlenecks, reduce administrative burden, and ensure scalability.

Payroll, Benefits, & Vendor Administration

• Direct the operational execution of global or regional payroll processing, ensuring complete accuracy, timely execution, and compliance with tax/statutory requirements.
• Oversee the administrative execution of employee benefits, leave-of-absence programs, and open enrollment, in close partnership with Total Rewards strategy leads.
• Manage third-party HR vendors, brokers, and software providers, negotiating contracts, managing SLAs, and auditing performance.

Operational Compliance & Risk Management

• Ensure all HR operational activities adhere to global, national, and local labor laws, data privacy regulations (e.g., GDPR, CCPA), and reporting requirements (e.g., EEO-1, ACA).
• Conduct routine operational audits of personnel files, payroll records, and system permissions to ensure audit readiness.
• Manage workplace administrative functions, including HR facilities/office management integration where applicable.

Qualifications & Experience

• Education: Bachelor's degree in Human Resources, Business Administration, Information Systems, or a related field (Master's/MBA preferred).
• Experience: 8–12+ years of progressive HR experience, with at least 4–5 years leading HR operations, HRIS, or shared services teams.
• Technical Proficiency: Deep expertise with enterprise HCM platforms (e.g., Workday, SAP SuccessFactors, ADP, or BambooHR) and modern workflow automation tools.
• Certifications (Preferred): SPHR, SHRM-SCP, or PMP (Project Management Professional).

Key Competencies & Skills

• Process Engineering: Exceptional skills in process mapping, workflow optimization, and applying Lean/Six Sigma principles to HR delivery.
• Data Literacy & Reporting: Strong ability to translate operational metrics and workforce data into actionable business reports and dashboards.
• Vendor & Contract Management: Expert negotiation, vendor oversight, and SLA enforcement capabilities.
• Operational Precision: High attention to detail with an unyielding commitment to data accuracy, system security, and legal compliance.
• Cross-Functional Leadership: Ability to collaborate seamlessly with Finance, IT, Legal, and Business Operations to streamline cross-departmental workflows.

Location: Remote

WHY ROCKFORCE

We don't just staff events - we build careers. RockForce is committed to attracting, retaining, and developing the best talent in the business. Our crews benefit from:

• Competitive Wages
• Eligible employees may participate in comprehensive health, dental, and vision insurance plans, as well as a 401(k) plan, once qualification requirements are met.
• Opportunities for professional development and advancement

This commitment makes RockForce an employer of choice in the live event industry.

LET'S BUILD SOMETHING TOGETHER!

EQUAL EMPLOYMENT OPPORTUNITY

Rock Force strongly supports equal employment opportunity for all applicants regardless of age (40 and over), ancestry, color, religious creed (including religious dress and grooming practices), family and medical care leave or the denial of family and medical care leave, mental or physical disability (including HIV and AIDS), marital status, domestic partner status, medical condition (including cancer and genetic characteristics), genetic information, military and veteran status, political affiliation, national origin (including language use restrictions), citizenship, race, sex (including pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, and gender expression, sexual orientation, or any other basis protected by applicable federal, state or local law, rule, ordinance or regulation.

We also afford equal employment opportunities to qualified individuals with a disability. For this reason, Rock Force will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant consistent with its legal obligations to do so, including reasonable accommodations related to pregnancy in accordance with applicable local, state and / or federal law. As part of its commitment to make reasonable accommodations, Rock Force also wishes to participate in a timely, good faith, interactive process with a disabled applicant to determine effective reasonable accommodations, if any, which can be made in response to a request for accommodations. Applicants are invited to identify reasonable accommodations that can be made to assist them to perform the essential functions of the position they seek. Any applicant who requires an accommodation in order to perform the essential functions of the job should contact Human Resources to request the opportunity to participate in a timely interactive process. We will also provide reasonable religious accommodations on a case-by-case basis.

HIRING PRACTICES The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job. Rock Force reserves the right to change or modify the employee's job description whether orally or in writing, at any time during the employment relationship. Rock Force may require an employee to perform duties outside his/her normal description.

If the above description sounds like you and fits your background, please apply today!

Applicants for employment in the U.S. must possess work authorization which does not require sponsorship by the employer for a visa.