Senior Manager of HR Operations

POSITION SUMMARY The Senior Manager, HR Operations is responsible for leading the operational, technical, and compliance functions of the Human Resources department. This role oversees HR systems, operational processes, reporting, governance, compliance initiatives, and cross-functional HR projects to ensure efficient, scalable, and legally compliant people operations. The Senior Manager partners closely with HR leadership, Payroll, IT, Finance, and business stakeholders to improve employee experience, strengthen operational controls, and support organizational growth through process optimization and technology enablement. This position serves as a strategic and operational leader responsible for balancing day-to-day HR operations with long-term process improvement, systems governance, and compliance management. ESSENTIAL JOB FUNCTIONS Project Management & Operational Leadership • Lead and manage HR Operations projects from initiation through implementation, including system enhancements, process redesigns, integrations, compliance initiatives, and organizational programs. • Develop project plans, timelines, milestones, risk assessments, communication strategies, and implementation roadmaps. • Coordinate cross-functional stakeholders including HR, Payroll, IT, Finance, Security, Legal, and operational leadership teams. • Establish operational governance standards, approval workflows, and change management practices for HR initiatives. • Monitor project progress, identify operational risks, and implement corrective actions to maintain timelines and deliverables. • Facilitate meetings, working groups, and process reviews to support operational alignment and continuous improvement. • Develop and maintain operational documentation, dashboards, trackers, and status reporting tools. • Drive process standardization and scalability across HR operational functions and business units. • Support organizational readiness efforts related to system implementations, acquisitions, restructuring, or operational transitions. HRIS, Reporting, and Technical Systems Administration • Oversee administration, governance, and optimization of HR systems, including HRIS platforms, employee records systems, reporting tools, workflow automation, and integrated technologies. • Partner with HRIS and technical teams to design, configure, test, troubleshoot, and maintain HR system functionality and integrations. • Lead HR system enhancement initiatives, upgrades, implementations, and change control processes. • Ensure HR data integrity through audits, validation processes, reporting reviews, and established data governance standards. • Develop and maintain HR operational reports, dashboards, metrics, and analytics to support business and compliance needs. • Collaborate with Payroll, Finance, IT, and other stakeholders to ensure accurate data flow between systems. • Establish role-based security, access management controls, and operational governance standards for HR systems. • Evaluate operational impacts of proposed system or process changes and recommend scalable solutions. • Support user training, system documentation, troubleshooting efforts, and operational support activities. • Serve as a functional subject matter expert for HR operational systems and workflows. Policies, Processes, & Procedure Management • Develop, implement, maintain, and continuously improve HR policies, procedures, operational workflows, forms, templates, and process documentation. • Ensure HR operational processes are standardized, documented, scalable, and aligned with organizational objectives. • Conduct periodic reviews of policies and procedures to ensure accuracy, operational effectiveness, and legal compliance. • Partner with HR leadership and stakeholders to identify process gaps, inefficiencies, and opportunities for automation or improvement. • Maintain document control standards and version management practices for HR operational documentation. • Create and maintain operational knowledge base content, training materials, reference guides, and employee/manager resources. • Develop process maps, SOPs, workflows, and operational controls to support consistent execution across the organization. • Ensure operational procedures align with HR system capabilities and established governance practices. • Support internal communications related to policy updates, procedural changes, and operational initiatives. Compliance, Risk Management, & Audit Support • Ensure HR operations comply with applicable federal, state, local, and contractual employment laws and regulations. • Oversee HR compliance activities related to recordkeeping, reporting, audits, data retention, and operational controls. • Support compliance programs including, but not limited to, wage and hour compliance, affirmative action reporting, EEO reporting, leave administration support, government contracting requirements, and policy governance. • Partner with Legal, Compliance, Security, and leadership teams to address compliance risks and implement corrective actions when necessary. • Maintain operational readiness for internal and external audits, investigations, and compliance reviews. • Monitor legislative and regulatory changes impacting HR operations and recommend operational updates as needed. • Develop and implement controls to reduce operational risk and improve compliance consistency. • Conduct periodic audits of HR processes, system data, workflows, and documentation practices. • Ensure confidentiality and appropriate handling of sensitive employee and organizational information. • Support compliance-related training and awareness initiatives for HR staff, managers, and employees. Supervisory Responsibilities • Manage and develop HR Operations team members, including assigning work, setting priorities, providing coaching, and supporting professional development. • Establish performance expectations and accountability standards for operational functions and deliverables. • Foster a collaborative, customer-service-oriented, and continuous-improvement-focused team environment. Employee Lifecycle Management Onboarding • Guide new hires through the full onboarding lifecycle from offer acceptance through Day One, ensuring they feel welcomed, prepared, and set up for success. • Initiate, track, and complete all HR onboarding activities, ensuring required actions are handled accurately and in a way that supports a smooth and positive employee experience. • Coordinate onboarding workflows across HR, Payroll, IT, Security, Compliance, Benefits, and hiring managers to ensure every new hire has the tools and access needed for their position on their first day. • Hold all applicable departments accountable for new hire-related actions, ensuring action completion and first day readiness. • Ensure all pre-hire requirements are completed in compliance with applicable regulations. • Monitor onboarding progress and proactively resolve delays or issues, removing barriers that could impact the new hire’s readiness or experience. • Maintain accurate, complete, and audit-ready onboarding records. • Serve as the primary point of contact for new hires, providing clear guidance, responsive support, and a welcoming, people-centered onboarding experience. • Serve as the primary point of contact for hiring managers and cross-functional stakeholders, providing centralized oversight and governance of all onboarding activities to ensure consistency, accountability, and excellence. • Drive Day One readiness, ensuring system access, equipment, orientation, and required documentation are fully in place so new hires can begin work confidently and successfully. Offboarding • Coordinate administrative offboarding activities for separating employees, including preparation and delivery of separation documentation. • Notify appropriate internal stakeholders (Payroll, IT, Security, Benefits, and others as applicable) of employee separations to ensure timely pr