We are the leading provider of professional services to the middle market globally, our purpose is to instill confidence in a world of change, empowering our clients and people to realize their full potential. Our exceptional people are the key to our unrivaled, culture and talent experience and our ability to be compelling to our clients. You’ll find an environment that inspires and empowers you to thrive both personally and professionally. There’s no one like you and that’s why there’s nowhere like RSM.

The Talent Operations Director – Infrastructure & Operational Excellence will provide strategic oversight and leadership for global infrastructure initiatives within Talent Operations. This role is critical to unifying and scaling infrastructure efforts across the enterprise, driving operational excellence, and enabling strategic projects that enhance service delivery and compliance. The director also leads a team of talent professionals who transform concepts and policies designed in the Centers of Expertise and/or by the Talent Partner Leads into well-executed programming.

This role drives service focused operational excellence by leveraging workflows and technologies that centralize administrative and repeatable tasks, optimizing performance and efficiency across the Talent functions. The Director ensures high quality through robust audit processes, promotes continuous improvement, and fosters knowledge transfer to stakeholders across the organization. The Director will maintain an understanding of industry trends and best practices and use innovative solutions to implement appropriate changes.

Responsibilities:

• Lead and manage a team of people managers/supervisors overseeing day-to-day execution of centralized, repeatable talent processes for the assigned focus area.
• Set strategic priorities and roadmaps to guide operational execution and continuous improvement.
• Design, implement, and optimize global business processes, leveraging technology to drive efficiency and consistency.
• Maintain a culture of operational excellence, identifying and addressing inefficiencies, and centralizing processes where possible.
• Collaborate closely with Centers of Excellence (COEs) and other stakeholders to ensure alignment, facilitate knowledge transfer, and delineate clear delegation of work.
• Oversee documentation and training of business processes to drive knowledge transfer and support stakeholders.
• Formulate and communicate project plans for new talent programming and operational process rollouts, including training, documentation, and change management.
• Ensure infrastructure and team structure can scale and adjust to business needs, with appropriate budget oversight and accountability.
• Act as a point of escalation for complex problems and ensure high-quality, client-focused service delivery.
• Track and report on operating results to ensure progress toward strategic, operational, and compliance goals.
• Proactively collaborate with the HRIS team to ensure systematic business processes are designed to optimize global operational excellence while being scalable for future growth.
• Foster a culture of curiosity and experimentation, encouraging the team to explore new technologies, methodologies, and approaches to improve talent operations.
• Identify, assess, and implement emerging technologies—including AI and automation—to streamline workflows, enhance service delivery, and enable scalable solutions across the organization.
• The Director will specially oversee Global Infrastructure Teams which include: Talent Knowledge Management, Talent Policy & Compliance, and Talent Vendor Management
• Provide strategic project leadership for cross functional initiatives across Talent Operations
• Lead and execute enablement and service experience projects, such as global automation strategies in partnership with Talent Tech and risk frameworks.
• Drive knowledge and compliance initiatives, ensuring alignment with organizational standards and operational resilience.
• Serve as a thought partner to monitor KPIs and trends across all of Talent Operations in real time

Minimum Requirements

• 8-10 years of progressive Human Resources, Talent, Compliance or relevant experience with at least 4 years in an advanced role
• Supervisory experience for a strategic team of professionals. Prior experience coaching and developing a high performing team required.

Preferred Requirements

• Bachelor’s degree in Human Resources, Business, or a related field.
• Demonstrated leadership and interpersonal abilities with a proven capacity to motivate and influence others.
• Excellent consultative skills and effective communication across diverse stakeholder groups.
• Strong strategic orientation, analytical competency, and critical thinking skills.
• Proven leadership capabilities, including the ability to lead, influence, and motivate team members.
• Ability to transform curiosity into actionable insights and innovative solutions that drive business outcomes.
• Track record of working independently, managing multiple priorities concurrently, and showing initiative in unfamiliar or ambiguous situations.
• Exceptional interpersonal and written communication skills.
• Commitment to continuous learning demonstrated by engagement with emerging technologies.
• Advanced computer proficiency, with enthusiasm for adopting new systems, tools, and technologies.
• Proficiency with Microsoft Office Suite.
• Superior organizational skills with a focus on solution delivery.
• Capacity to perform effectively under pressure and meet established goals within high-volume, fast-paced environments.
• Solid business acumen.

At RSM, we offer a competitive benefits and compensation package for all our people. We offer flexibility in your schedule, empowering you to balance life’s demands, while also maintaining your ability to serve clients. Learn more about our total rewards at https://rsmus.com/careers/working-at-rsm/benefits.

All applicants will receive consideration for employment as RSM does not tolerate discrimination and/or harassment based on race; color; creed; sincerely held religious beliefs, practices or observances; sex (including pregnancy or disabilities related to nursing); gender; sexual orientation; HIV Status; national origin; ancestry; familial or marital status; age; physical or mental disability; citizenship; political affiliation; medical condition (including family and medical leave); domestic violence victim status; past, current or prospective service in the US uniformed service; US Military/Veteran status; pre-disposing genetic characteristics or any other characteristic protected under applicable federal, state or local law.

Accommodation for applicants with disabilities is available upon request in connection with the recruitment process and/or employment/partnership. RSM is committed to providing equal opportunity and reasonable accommodation for people with disabilities. If you require a reasonable accommodation to complete an application, interview, or otherwise participate in the recruiting process, please call us at 800-274-3978 or send us an email at careers@rsmus.com.

RSM does not intend to hire entry level candidates who will require sponsorship now OR in the future (i.e. F-1 visa holders). If you are a recent U.S. college / university graduate possessing 1-2 years of progressive and relevant work experience in a same or similar role to the one for which you are applying, excluding internships, you may be eligible for hire as an experienced associate.

RSM will consider for employment qualified applicants with arrest or conviction records in accordance with the requirements of applicable law, including but not limited to, the California Fair Chance Act, the Los Angeles Fair Chance Initiative for Hiring Ordinance, the Los Angeles County Fair Chance Ordinance for Employers, and the San Francisco Fair Chance Ordinance. For additional information regarding RSM’s background check process, including information about job duties that necessitate the use of one or more types of background checks, click here.

At RSM, an employee’s pay at any point in their career is intended to reflect their experiences, performance, and skills for their current role. The salary range (or starting rate for interns and associates) for this role represents numerous factors considered in the hiring decisions including, but not limited to, education, skills, work experience, certifications, location, etc. As such, pay for the successful candidate(s) could fall anywhere within the stated range.