Spring Health is actively seeking a Director, People Operations & Intelligence to join our team. Reporting to the Vice President, Total Rewards & People Operations, the Director will lead the systems, processes, services, and workforce insights that allow Spring Health’s People function to operate reliably and scale intelligently. This is a full-time, hybrid position, working 2-3 days per week in our New York City headquarters. Occasional travel may ber required for company or team events/meetings. 

What you’ll do:

• Lead the strategy, execution, and continuous improvement of core employee lifecycle operations, including onboarding, offboarding, and critical workforce changes.
• Enhance and scale our People service-delivery model across self-service, employee support, systems, and specialist escalation paths.
• Refine process ownership, service-level agreements, and operational controls to eliminate manual interventions and single-point dependencies.
• Own the strategy, roadmap, administration, and continuous improvement of the HRIS and broader People technology ecosystem.
• Develop a practical AI strategy for People Operations focused on increasing employee self-service, automating workflows, and driving operational efficiency.
• Partner with IT, Security, Legal, and Compliance to ensure People technology and AI solutions adhere to privacy and governance standards.
• Build advanced People intelligence capabilities to deliver actionable workforce insights across headcount, attrition, mobility, organizational health, and labor costs.
• Establish clear definitions, data governance, and scalable reporting tools that enable senior leaders to make data-informed workforce decisions.
• Lead, coach, and develop a multidisciplinary team across People Operations and HR.
• Partner with our Director, AI Enablement & Advancement to create an infrastructure for the team to build agent and automate work by safely connecting to and accessing data from our existing tech stack. 

What success looks like in this role:

• High accuracy, reliability, and timeliness across all core employee lifecycle processes and system workflows.
• Successful implementation of new HRIS in 2027.
• Established enterprise data definitions, governance standards, and optimized HRIS data quality.
• Successful development and implementation of high-impact AI and automation solutions across People processes.
• Delivery of reliable, recurring workforce insights and reporting tools that directly inform executive decision-making.
• Measurable reduction in manual touchpoints, operational friction, and key-person dependencies across the team.

What you'll bring:

• 10+ years of progressive leadership experience across People Operations, HR Technology, Workforce Analytics, or HR Shared Services.
• Demonstrated track record of stabilizing core HR operations while simultaneously scaling a modernized operating model.
• Deep knowledge of employee lifecycle workflows, operational controls, data governance, and enterprise HRIS systems.
• Proven experience developing and executing enterprise-wide HR technology, automation, and workforce analytics strategies.
• Practical experience applying AI, automation, or low-code tools to eliminate manual work and improve service delivery.
• Strong systems-thinking skills with the ability to connect process design, technology, compliance, and user experience.
• Excellent executive communication skills with a track record of driving cross-functional alignment across Finance, Legal, IT, and Business Leadership.
• Proven ability to build, empower, and retain high-performing, autonomous teams.
• Experience with Paylocity or comparable enterprise HRIS platforms (preferred).
• Experience leading major HRIS implementations, system migrations, or complex organizational transformations (preferred).
• Background supporting rapid growth within a complex, distributed, or regulated environment (preferred).

The target base salary range for this position is $173,110 - $219,098 and is part of a competitive total rewards package including equity and benefits. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually using Radford Global Compensation Database at minimum to ensure competitive and fair pay. 

Benefits provided by Spring Health:

Note: We have even more benefits than listed here and below, your recruiter will provide more in-depth information as you continue in the interview process. Benefits are subject to individual plan requirements and eligibility criteria.

• Health, Dental, Vision benefits start on your first day at Spring. You and your dependents also receive access to One Medical accounts HSA and FSA plans are also available, with Spring contributing up to $1K for HSAs, depending on your plan type.
• Employer sponsored 401(k) match of up to 2% for retirement planning
• A yearly allotment of no cost visits to the Spring Health network of therapists, coaches, and medication management providers for you and your dependents.
• We offer competitive paid time off policies including vacation, sick leave and company holidays.
• At 6 months tenure with Spring, we offer parental leave of 18 weeks for birthing parents and 16 weeks for non-birthing parents.
• Access to Noom, a weight management program—based in psychology, that’s tailored to your unique needs and goals. 
• Access to fertility care support through Carrot, in addition to $4,000 reimbursement for related fertility expenses.
• Access to Wellhub,  which connects employees to the best options for fitness, mindfulness, nutrition, and sleep in one subscription
• Access to BrightHorizons, which provides sponsored child care, back-up care, and elder care
• Up to $1,000 Professional Development Reimbursement a year.
• $200 per year donation matching to support your favorite causes.