People Operations Director

ABOUT US

Morgan Street Holdings is a privately owned enterprise with a diverse portfolio of operating companies, including HAVI Supply Chain, tms, Stanley and Continental. Our operating companies offer best-in-class sourcing and supply chain capabilities, brand-defining and marketing and promotion services, innovative consumer products, and dining and refreshment food solutions.

Morgan Street Holdings employs over 10,000 people and serves 300+ customers across the globe.

WHY WORK HERE?

At Morgan Street Holdings, we are proud to make moments that matter every day for our people and our customers. We do this through living our Morgan Street Holdings’ values:

• Do What’s Right
• Respect and Value All
• Think Big Together
• Elevate our Customers and People

Our commitment goes beyond the written word; we bring these values to life every day, lighting our path and shaping our decisions and actions with unwavering purpose. Join us in experiencing the true essence of Morgan Street Holdings where our values are not just written, but lived.

We support our people with competitive pay, benefits, and flexibility, and strongly emphasize a growth mindset for achieving personal and career growth while at Morgan Street Holdings.

WHAT YOU WILL BRING TO THE ORGANIZATION

The Head of Global HR Operations is a senior leader responsible for designing, scaling, and continuously improving HR operational excellence across a global organization. This role oversees end-to-end HR operations, ensuring consistent, compliant, and high-quality employee experiences worldwide while enabling growth through automation, data, and technology.

This leader is pragmatic, curious, and growth-minded—someone who balances strategic vision with hands-on execution, solves complex problems with clarity, and relentlessly improves how HR operates at scale.

WHY THIS ROLE MATTERS

Global HR Operations Leadership

• Lead and scale global HR operations across regions, ensuring consistency while respecting local requirements and cultural nuances
• Own core HR operational processes including employee lifecycle management, HR service delivery (standing up a tiered system of service), case management, policy administration, and data governance
• Partner closely with regional HR leaders to ensure seamless global-local execution
• Take end-to-end ownership of HR operational priorities and initiatives, proactively identifying what needs to be done and driving work forward

Process Excellence & Continuous Improvement

• Drive a culture of continuous improvement, using data, root-cause analysis, and employee feedback to simplify and optimize HR processes
• Identify operational inefficiencies and design pragmatic, scalable solutions
• Establish and track KPIs and SLAs to measure service quality, speed, and effectiveness

Automation & Technology Enablement

• Partner with HR technology with a strong focus on automation and self-service
• Leverage AI, workflow automation, and digital tools to improve accuracy, speed, and employee experience
• Ensure HR systems are integrated, scalable, and fit for future growth

Problem Solving & Execution

• Act as a hands-on problem solver for complex operational challenges, from global process gaps to urgent people issues
• Translate ambiguity into clear, actionable plans
• Balance speed and rigor, knowing when “good enough” is better than perfect

Governance, Risk & Compliance

• Ensure global HR operations comply with employment laws, data privacy regulations, and internal controls
• Partner with Legal, Finance, and Risk to manage compliance, audits, controls, and policy adherence

People Data & Analytics Leadership

• Own global people data strategy, governance, and operational reporting across HR systems
• Ensure data accuracy, consistency, and reliability across regions, enabling confident decision-making
• Lead the development of scalable people analytics dashboards and reporting for HR and business leaders
• Translate people data into actionable insights that improve workforce planning, operational efficiency, and employee experience
• Partner with Finance, IT, and Business leaders to align people data with business metrics
• Embed analytics into day-to-day HR operations, moving from reactive reporting to proactive insight

Team Leadership & Development

• Build, lead, and develop a high-performing global HR operations team
• Foster curiosity, accountability, and ownership within the team
• Create clear career paths and capabilities aligned to a modern, tech-enabled HR function

Qualifications & Experience

• 10+ years of progressive HR experience, with significant leadership experience in global HR operations
• Demonstrated success leading HR operations across multiple regions and complex regulatory environments
• Strong track record of process redesign, automation, and HR technology transformation
• Experience scaling HR operations in high-growth or transforming organizations preferred
• Demonstrated experience leading People Data, HR analytics, or workforce reporting at a global scale
• Experience leveraging analytics to drive operational decisions and continuous improvement

Skills & Attributes

• Pragmatic and solutions-oriented: Focused on what works, not just what’s ideal
• Curious and growth-minded: Constantly learning, experimenting, and improving
• Continuous improvement focused: Naturally sees opportunities to simplify and optimize
• Strong problem solver: Comfortable navigating ambiguity and complexity
• Tech-forward: Passionate about automation, data, and modern HR platforms
• Executive communicator: Able to influence senior leaders with clarity and credibility

Why This Role Matters

This role is central to enabling a world-class employee experience and supporting global growth. The Head of Global HR Operations ensures HR is not just efficient, but scalable, future-ready, and deeply aligned with the needs of the business.

Operational Excellence

• Standardized and documented core HR operational processes across all regions, with clear global ownership and local execution models
• Measurable improvements in HR service delivery (e.g., reduced cycle times, increased first-contact resolution, improved SLA attainment)
• Improved data accuracy and consistency across HR systems globally

Automation & Technology Enablement

• Successful implementation or optimization of key HR technologies (e.g., HRIS, case management, workflow automation, employee self-service)
• Reduction in manual HR transactions through automation and digitization
• Increased employee and manager adoption of self-service tools, reflected in usage metrics and satisfaction scores

Employee & Stakeholder Experience

• Improved employee experience scores related to HR services (e.g., ease of use, responsiveness, clarity of processes)
• Positive feedback from business leaders on HR operational effectiveness and reliability
• Clear escalation paths and issue resolution models in place and working effectively

Continuous Improvement & Scalability

• Establishment of a continuous improvement framework (KPIs, dashboards, regular review cadences) used consistently by the HR operations team
• Demonstrated ability to scale HR operations to support business growth, acquisitions, or geographic expansion without degradation of service quality
• Tangible simplification of policies, processes, or tools that reduces complexity for employees and managers

Governance, Risk & Compliance

• Strong audit outcomes with no material findings related to HR operations, data privacy, or controls
• Consistent global compliance practices in place, with improved visibility and risk management 

Team & Leadership Impact

• High engagement and retention within the HR operations team
• Clear operating model, roles, and career paths established for the global HR operations function
• Trusted advisor status with the CHRO and senior HR leadership, evidenced by inclusion in strategic decision-making

People Data & Analytics Impact

• Established a clear global people data governance model, including ownership, standards, and quality controls
• Significant improvement in people data accuracy, completeness, and timeliness across regions
• Delivery of standardized, trusted people analytics dashboards used regularly by HR and senior leaders
• Reduced manual reporting and ad hoc data requests through automation and self-service analytics
• Clear linkage between people data insights and operational or workforce decisions (e.g., attrition trends, capacity planning, process bottlenecks)

Decision Enablement & Insight

• HR and business leaders report increased confidence in people data used for decision-making
• Proactive identification of workforce risks and opportunities through analytics rather than reactive reporting
• Analytics embedded into regular business and HR operating rhythms (e.g., QBRs, talent reviews, planning cycles)

Starting salary between $170,000-$185,000

TOTAL REWARDS

Our total rewards philosophy integrates programs for compensation, benefits, recognition, learning and development, corporate culture, corporate citizenship and work-life balance. While individual program components may differ by country, some things remain constant:

• Our commitment to rewarding results
• Opportunities to work with talented and driven individuals at every level of our company who respect each other, treat each other fairly and hold one another accountable for our customers’—and our company’s—success

There's more ...

Generous medical, dental, vision and other great benefits

Paid parental and medical leave programs

401(k) with a company match component and profit sharing

15 days of paid time off plus company holidays

Hybrid work model

Tuition reimbursement and student loan repayment assistance

Inclusive employee resource groups

EQUAL OPPORTUNITY EMPLOYER

We are an equal opportunity employer, and we value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

RECRUITING AGENCIES

MSH does not accept agency resumes submitted by third-party vendors unless a valid agreement has been signed and the tms Talent Acquisition Team has granted authorization for submissions for a specified position. Please do not submit or forward resumes to our site, tms employees, or any other company location. MSH is not responsible for any fees related to unsolicited resumes.