Director of People Strategy and Operations

Director of People Strategy & Operations

Solera Senior Living | People Team 

At Solera Senior Living, we believe that living well has no age limit—and that creating exceptional communities begins with exceptional team members. Guided by our People First philosophy, we are committed to building an environment where team members are supported, empowered, and equipped to thrive. 

As we continue to grow our portfolio of communities, the Director of People Strategy & Operations will play a critical role in strengthening the people systems, processes, and operational strategies that enable our teams to thrive. We are looking for an innovative, collaborative business partner who works closely with operations leaders to align people strategy with business priorities, support leaders, and help ensure an exceptional team member experience across our organization. 

Reporting to the Chief People Officer, the Director of People Strategy & Operations will build on the work already underway to strengthen Solera's talent, workforce, and people operations strategies. This leader will partner closely with operations and functional leaders to develop scalable HR practices, support organizational growth, and continue evolving HR as a strategic business partner. 

This is a full-time, exempt, fully remote position supporting Solera Senior Living's national portfolio. While the role is remote, heavy travel to Solera communities nationwide is an essential part of the position.

What you’ll deliver 

Strategic Business Partnership 

• Serve as the strategic HR business partner to operations leadership. This includes directly coaching leaders, setting and maintaining accountability standards for talent and culture outcomes, and helping them think through their toughest people challenges.  

• Act as a thought partner to the executive leadership team on how HR drives business results, not just supports them, using a mix of data, first-person insight, industry best practices and more. 

Enabling Infrastructure & Community HR Leadership 

• Set the standard and provide functional guidance for community HR resources, ensuring that local HR support is reliable and consistent, as well as an embodiment of People First. 

• Bring creative and innovative ideas to scale Solera’s people practices, utilizing new technology and approaches. 

• Ensure responsible AI use within the HR team to ensure adoption generates insights and creates capacity, and is also scaled, consistent and trustworthy.  

• Provide on-the-ground support for communities together with community HR resources. 

Talent Strategy & Leadership Development 

• Own the identification, development, and retention of top talent at all levels — building succession plans and high-potential pipelines across the community network so strong leaders are always in view, not found by accident. 

• Work with People and Operations leadership to build upon and scale leadership development and coaching frameworks for community and operations leaders, growing the next generation of senior living leadership from within. 

• Partner closely with L&D to design and deliver resources and tools for leaders to continue their leadership development, whether they are emerging, new or seasoned leaders. 

Engagement & Retention 

• Own Solera's engagement and retention strategy with a sharp focus on frontline team members — the heart of every community — while ensuring the same rigor extends to all team members. 

• Build and maintain the leading- and lagging-indicator framework that turns turnover, exit, and engagement data into real-time signals leaders can act on before people leave, not after.  

• Design and deliver engagement programs using a pilot to portfolio model, with local community leadership. 

Qualifications 

• 7+ years of progressive HR experience, with a strong track record in talent management, organizational development, or HR business partnering. 

• Demonstrated success building or scaling engagement, retention, or talent programs across a multi-site, decentralized organization — senior living, healthcare, hospitality, or retail preferred. 

• Proven ability to coach and hold senior leaders accountable, with the presence to influence EDs, VPs, and the CPO alike. 

• Strong people-analytics fluency — as an example, comfortable turning survey, turnover, and engagement data into insights that leaders can act on. 

• Comfortable building from the ground up in a fast-moving, growth-stage environment. 

• Bachelor's degree in HR, Organizational Development, Business, or related field, or equivalent experience; SHRM-CP/PHR a plus. 

What Great Looks Like at Solera 

• Delivers results that move the business — consistent, scaled, and achieved through others, not just personal effort. 

• Treats innovation as the standard, not the exception, and uses data and AI fluency to sharpen decisions and strengthen outcomes. 

• Leads with clear values and shows up the same way when no one is watching.  

• Communicates and influences with clarity, courage, and executive presence, and embraces new ways of working — evolving team, priorities, and leadership style as Solera grows. 

• Learns faster than the role requires and seeks out perspectives different from their own.  

• Brings real ambition and makes the people around them better.  

• Self-aware and emotionally grounded, with the agility to recognize when the playbook has changed and recalibrate without being told. 

All offers of employment are contingent upon the successful completion of a background check.

Solera Senior Living is an Equal Opportunity Employer. We are committed to providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other protected status under applicable law.