Senior Manager HR Operations

Role Overview

The ideal candidate for this role will possess both strong analytical and people skills to allow him/her/them to be able to balance the people and business needs of the organization. This role blends strategic design and continuous improvement of HR operations with hands-on delivery, serving as a trusted advisor and collaborative partner to leaders and employees while partnering closely with the Director, People Strategy, other People Strategy functions, and senior leadership stakeholders.

HR Operations, Policies, and Compliance

• Own day-to-day HR operations for the U.S. employee population across the employee lifecycle (onboarding, internal moves, offboarding), ensuring a consistent, high-quality employee experience.
• Design, maintain, and enhance HR policies and employee handbook content in conjunction with other offices, ensuring compliance with federal, state, and local employment laws and alignment with global frameworks.
• Monitor employment law trends and HR best practices; proactively recommend and implement updates to policies, processes, and documentation, including change management and communication.
• Lead HR audits and own the integrity, consistency, and security of people data across HR systems and records, in partnership with other corporate functions.
• Proactively manage legal and compliance risk by ensuring consistent policy application, robust documentation, and timely escalation of sensitive or high-risk issues.
• Oversee and, when needed, conduct investigations, partnering with the Director, People Strategy, and Legal to ensure fair, thorough, and timely resolution.
• Own and deliver HR training content and frameworks for employees
• Identify opportunities to streamline and automate workflows across functions and lead related improvement projects.
• Coordinate closely with other People Strategy functions and lead projects as needed.

Employee Relations, Engagement & Wellbeing

• Serve as a trusted advisor and coach to staff and managers on HR-related issues, providing pragmatic, risk-aware guidance and elevating matters as appropriate.
• Oversee employee relations cases across the lifecycle (conduct, probation, sickness/absence, accommodations, leaves, policy concerns), ensuring consistent handling and manager capability building.
• Own employee leaves and accommodations, including FMLA, medical leave, parental leave, and other time-off programs, from design of process through employee education, implementation, and documentation.
• Partner with leaders and the broader People Strategy team to shape and support engagement, recognition, and wellbeing initiatives.

People Data, Analytics & Dashboards

• Serve as the senior owner for people data quality, governance, and reporting, ensuring accurate and actionable data for decision-making.
• Design and maintain People dashboards and reports that provide insight into key workforce metrics (headcount, absence, attrition, tenure, and other trends).
• Take an analytical, metrics-driven approach to problem solving, translating data into compelling narratives and recommendations that inform people decisions.
• Partner with Finance, Talent Acquisition, and business leaders to ensure alignment on people data used for budgeting, forecasting, and strategic planning.

Benefits, Compensation & Global People Programs

• Own U.S. benefits from an HR perspective, including strategy input, plan design discussions, day-to-day administration, vendor relationships, renewals, local benchmarking, and employee communications.
• Lead or support compensation work as appropriate, including data integrity for job and salary structures, annual salary review and bonus cycles, market pricing projects, and pay-related change workflows.
• Lead U.S. immigration and work authorization activity in partnership with external counsel, and internal stakeholders.

Qualifications

• Bachelor’s degree required; advanced degree or HR certification (e.g., PHR, SHRM-CP/-SCP) preferred.
• Approximately 7+ years of progressive HR experience, including substantial time in HR operations, HR generalist, or HR business partner roles; experience in professional services or consulting preferred.
• Deep working knowledge of U.S. employment law and HR compliance; experience supporting multi-state and/or global populations is a strong plus.
• Demonstrated experience owning benefits, leave and accommodations, HR policy design/maintenance, employee relations, and investigations.
• Experience managing U.S. immigration and work authorization processes in partnership with external counsel.
• Proven ability to design, manage, and continuously improve HR processes, with strong attention to detail, documentation, and follow-through.
• Comfort working with HR technology and reporting tools, with a track record of building dashboards and using data to influence decisions.
• Excellent interpersonal, communication, and coaching skills, with the ability to influence and build trust at senior levels while remaining approachable to employees at all levels.
• Highly organized and detail-driven, with strong technological fluency and the ability to leverage digital tools and data-driven solutions to streamline operations, enhance accuracy, and innovate HR processes.