Job brief
We are seeking a detail-oriented HR Operations Manager to join our human resources team and take ownership of the systems and processes that enable our workforce to thrive. In this role, you will lead the optimization of our HRIS infrastructure, manage end-to-end operational workflows, and ensure our company remains compliant with evolving labor regulations. You will partner with department heads and IT teams to refine our operational stack and build a scalable foundation for our growing organization. If you are a process-driven expert who thrives on improving organizational efficiency through data and automation, we want to hear from you.
Key highlights
- Configure and maintain HRIS platforms like Workday, ADP, or Rippling to ensure high data integrity and seamless system integrations.
- Direct the administration of payroll cycles, benefits enrollment, and compensation benchmarking to ensure accuracy and cost-effectiveness.
- Monitor federal, state, and local labor law compliance, including EEO reporting, FLSA classification, and FMLA/ADA leave administration.
- Translate raw HR metrics into executive-level dashboards that visualize turnover, headcount growth, and employee lifecycle trends.
What is a HR Operations Manager?
An HR Operations Manager is a strategic human resources professional dedicated to designing, implementing, and optimizing the operational framework that supports an organization's workforce. By leveraging HRIS platforms like Workday or BambooHR, an HR Operations Manager transforms raw employee data into actionable insights that drive organizational efficiency and compliance. They serve as the critical bridge between administrative HR execution and executive strategy, ensuring that core human resources processes scale effectively alongside business growth.
What does a HR Operations Manager do?
An HR Operations Manager oversees the daily health of the HR function by managing complex workflows in payroll, benefits administration, and multi-state compliance. They define and document standard operating procedures (SOPs) to ensure data integrity across the employee lifecycle, from initial onboarding through offboarding. Additionally, they collaborate with cross-functional leadership to audit internal policies, troubleshoot HR technology integrations, and analyze workforce metrics to identify opportunities for process automation and improved employee experience.
Key responsibilities
- Configure and maintain HRIS platforms like Workday, ADP, or Rippling to ensure high data integrity and seamless system integrations.
- Develop and audit standardized operating procedures for recruitment, onboarding, and performance management to reduce administrative friction.
- Direct the administration of payroll cycles, benefits enrollment, and compensation benchmarking to ensure accuracy and cost-effectiveness.
- Monitor federal, state, and local labor law compliance, including EEO reporting, FLSA classification, and FMLA/ADA leave administration.
- Translate raw HR metrics into executive-level dashboards that visualize turnover, headcount growth, and employee lifecycle trends.
- Partner with IT and security teams to manage sensitive employee data, enforcing strict access controls and GDPR/CCPA privacy standards.
- Resolve high-level escalated employee relations issues regarding payroll discrepancies, leave status, or policy interpretation.
- Lead continuous improvement projects to automate repetitive HR tasks, utilizing tools like Zapier or internal workflow automation suites.
Requirements and skills
- Bachelor's degree in Human Resources, Business Administration, or a related field required.
- 5+ years of experience in HR operations or HRIS management with a focus on scaling internal systems.
- Professional certification such as SHRM-CP, SHRM-SCP, or PHR preferred to demonstrate mastery of labor law.
- Advanced technical proficiency in HRIS platforms and Excel (VLOOKUP, pivot tables) for complex data reporting and analysis.
- Demonstrated expertise in interpreting and applying FLSA, EEOC, FMLA, and COBRA regulations across various jurisdictions.
- Ability to articulate complex technical HR process changes to both executive leadership and non-technical staff.
- Experience managing the technical aspects of open enrollment, payroll tax filings, and year-end audit preparation.
- Strong project management skills, specifically using tools like Asana, Trello, or Jira to track HR service delivery KPIs.
FAQs
What does a HR Operations Manager do?
An HR Operations Manager is responsible for the 'back-end' of human resources, focusing on the systems, data, and processes that keep an organization running. This includes managing HRIS technology, payroll and benefits administration, regulatory compliance, and documenting standard operating procedures. They ensure that all HR activities are accurate, efficient, and scalable as the company grows.
What skills are required for an HR Operations Manager?
Key skills include advanced proficiency in HRIS platforms (e.g., Workday, BambooHR), deep knowledge of labor law compliance, and data analytical abilities for workforce reporting. Candidates should also possess project management experience, high attention to detail for audits, and the ability to communicate technical requirements to stakeholders effectively. Holding certifications like the SHRM-SCP or PHR is highly valued in this role.
Who does an HR Operations Manager work with?
An HR Operations Manager works extensively across the organization, partnering with IT teams for system integrations, finance departments for payroll and compensation planning, and leadership for workforce data reporting. They also serve as a resource for general employees regarding policy clarification and benefit escalations. Their role is central, connecting administrative excellence with broader business strategy.
Why is an HR Operations Manager important for a company?
The HR Operations Manager is the backbone of a successful HR department, ensuring that the organization remains compliant and that employee data is handled accurately. By streamlining processes, they reduce administrative overhead, mitigate legal risks, and provide leadership with the insights needed to make informed talent decisions. Their work directly impacts the company’s ability to remain productive and legally protected.