Director, People Operations

<p style="text-align:left"><u><b>Job Summary</b></u></p>Woods Hole Oceanographic Institution (WHOI) is seeking a Director of People Operations to lead and optimize the compliance, transactional, and operational functions of HR while advancing key People Ops initiatives and programs. <br><br>WHOI is a leading nonprofit research institution dedicated to advancing impactful ocean science. More than 1,000 tenured scientists, engineers, technical specialists, marine crew staff, and administrative staff work together across WHOI’s campus in Woods Hole, Massachusetts to support our mission of driving ocean science research, discovery, and education. <br><br>Reporting to the Chief People Officer, this critical leadership role ensures HR services are delivered with consistency, efficiency, and regulatory alignment, while supporting organizational goals. As a key member of the People Operations Leadership Team (POLT), the Director partners with functional leaders to translate strategy into scalable practices, drive systems optimization, and champion process improvements that enhance the overall employee experience. <br><br>This role is hybrid. It does require a weekly presence in Woods Hole, but the specific on-site schedule will be determined in coordination with the successful candidate and allows for flexibility.<p style="text-align:inherit"></p><p style="text-align:inherit"></p><p style="text-align:left"><u><b>Job Description</b></u></p><p><b><u>Essential Duties and Functions</u></b></p><ul><li><p>Serve as the operational and strategic partner to People Ops Leadership Team functional leaders, supporting the planning, execution, and optimization of HR programs and initiatives.  </p></li><li><p>Champion continuous improvement, strong customer service, and operational excellence across People programs, by identifying and implementing process improvements, automation opportunities, and SOPs.</p></li><li><p>Partner closely with Payroll, Legal, Finance, and IT on cross-functional initiatives and issue resolution.</p></li><li><p>Act as a steward of the institution’s People Operations policies and procedures. Ensure HR operational processes meet internal standards and external regulatory requirements (e.g., FLSA, FMLA, EEO, I-9, ACA).</p></li><li><p>Support the Director of Employee Experience in resolving complex employee relations issues, providing guidance to managers and employees to ensure fair, consistent, and legally compliant outcomes.</p></li><li><p>Collaborate with People Ops leadership to leverage workforce analytics, dashboards, and HR metrics to inform decision-making, track performance, and drive data-driven improvements.</p></li><li><p>Bring deep expertise in benefits administration to partner with the Director of Total Rewards, acting as a thought partner and providing hands-on support to ensure seamless delivery of health, retirement, and wellness programs.</p></li><li><p>Champion a culture of continuous improvement, strong customer service, and operational excellence across all People Operations functions.</p></li></ul><p></p><p><b><u>Required Skills & Experience</u></b></p><ul><li><p>BS/BA degree in Human Resources, Business Administration, or related field</p></li><li><p>10+ years of progressive HR experience, with significant expertise in HR operations, compliance, and transactional processes.</p></li><li><p>Broad knowledge of core HR functions, including Compensation & Benefits, Talent Management, Employee Relations, and operational best practices.</p></li><li><p>Advanced proficiency in benefits administration and employee relations, with a proven ability to resolve complex issues.</p></li><li><p>Experience leading or partnering on HRIS/HCM initiatives; Workday experience strongly preferred.</p></li><li><p>Track record of driving process improvements and implementing scalable, efficient systems.</p></li><li><p>Strong analytical, organizational, and problem-solving skills.</p></li><li><p>Exceptional communication and collaboration skills, with the ability to influence across all levels.</p></li></ul><p></p><p><u><b>Preferred Skills & Experience</b></u></p><ul><li><p>Master’s degree in Business or HR</p></li><li><p>SHRM-SCP, SHRM-CP, SPHR, and/or PHR</p></li><li><p>Experience in higher education strongly preferred</p></li><li><p>Experience in nonprofit, higher education, science, engineering, and/or technology industry</p></li><li><p>Experience with Workday HRIS</p></li></ul><p></p><p><b><u>Additional Job Requirements</u></b></p><p>Salary Range: $ $165,597 – $217,286</p><p><b>The salary range provided for this position reflects the expected minimum and maximum base pay for new hires. </b>Actual compensation will be determined based on factors such as relevant skills, experience, and qualifications, as well as internal equity and market conditions. In addition to base salary, eligible employees also receive a comprehensive benefits package.</p><p></p><p><b>WHOI accepts applications on a rolling basis</b> - applications will be reviewed as they are received, and we encourage you to submit your application as soon as possible to ensure full consideration. While we will continue to review applications until the position is filled, and early applicants may have an advantage in the selection process.</p><p></p><p style="text-align:inherit"></p><p style="text-align:left"><u><b>Additional Job Requirements</b></u></p><p style="text-align:inherit"></p><p style="text-align:left"><b>WHOI accepts applications on a rolling basis</b><span> - applications will be reviewed as they are received, and we encourage you to submit your application as soon as possible to ensure full consideration. While we will continue to review applications until the position is filled, and early applicants may have an advantage in the selection process.</span></p><p style="text-align:inherit"></p><p style="text-align:left"><u><span><span><b>EEO Statement</b></span></span></u></p><p style="text-align:left"><span><span>Woods Hole Oceanographic Institution (WHOI) provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. </span></span></p><p style="text-align:inherit"></p><p></p><p>It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.</p><p></p>

Back to blog

Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...