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Description

The Human Resources (HR) Operations Manager plays a pivotal leadership role in driving the seamless and efficient functioning of the HR department. This professional ensures effective service delivery, optimizes HR processes, and develops strategies that align with the organization’s broader objectives. Reporting to the Director of Human Resources, the HR Operations Manager works closely with other HR leaders and teams to implement policies, ensure legal compliance, and minimize organizational risks.

Key Responsibilities

+ Oversee HR Operations: Supervise all HR operational activities, including employee data management, HRIS (Human Resource Information System) administration, compliance, policy implementation, and overall service delivery.

+ HR Systems Optimization: Evaluate, implement, and maintain HR systems to ensure functionality and integration. Stay informed about the latest HR technology trends and recommend enhancements to improve efficiency.

+ Policy Development & Compliance: Create, update, and enforce HR policies, procedures, and guidelines to ensure alignment with employment laws and industry best practices. Conduct regular reviews to ensure compliance with regulatory changes.

+ Data Management & Integrity: Maintain accurate, secure, and confidential employee records, including payroll, benefits documentation, and performance evaluations. Implement and uphold data security protocols.

+ Legal Compliance: Ensure adherence to local, state, and federal employment laws. Regularly conduct audits and implement corrective measures to mitigate potential legal or operational risks.

+ HR Program Administration: Oversee programs such as employee onboarding, performance management, benefits, leave management, offboarding, and recognition. Assess program effectiveness and introduce improvements when applicable.

+ Workforce Reporting & Analytics: Develop and analyze HR metrics to identify key trends. Use data insights to make evidence-based recommendations to optimize HR strategies.

+ Process Improvement: Continuously assess HR workflows, identify opportunities to streamline operations, and implement automation where feasible to improve accuracy and enhance the employee experience.

+ Employee Support & Engagement: Act as a resource for employees, providing guidance on policies, benefits, systems, and payroll inquiries. Foster a culture of service excellence within the HR team.

+ Vendor & Service Provider Relations: Manage relationships with external vendors (e.g., payroll or benefits providers), ensuring alignment with service agreements and organizational expectations.

+ Compensation Management: Oversee compensation planning, conducting market surveys, preparing pay budgets, and recommending adjustments to maintain market competitiveness.

+ Employee Benefits Oversight: Design and maintain employee benefits programs, conduct needs assessments, evaluate vendor proposals, and communicate benefits effectively through education initiatives.

+ Team Leadership: Assign tasks, monitor team performance, and mentor staff to enhance productivity. Provide feedback, counsel team members on challenges, and foster their professional growth.

+ Communication Expertise: Encourage transparent communication across the HR team and organization by developing timely, clear, and strategically crafted messaging for policies and initiatives.

Requirements

Desired Qualifications

+ Skills & Certifications: Expertise in HR analytics, HRIS systems (e.g., Workday, ADP), and professional certifications like SHRM-CP, HRIP, or PHR are highly preferred.

+ Industry Knowledge: Familiarity with HR trends, particularly in industries such as healthcare, education, financial services, professional services, and nonprofit organizations.

+ Leadership & Strategy: Strong capability to lead HR operations and align them with organizational goals, ensuring both efficiency and compliance.

Data insights on HR trends:

+ Key Operational Focus Areas: HR administration (46%), compensation and benefits (40%), training and development (38%), and operations (36%) are currently the top areas driving demand for HR operational expertise.

+ Emerging Talent Strategies: Managers increasingly utilize approaches such as upskilling employees (56%), reskilling staff (50%), and hiring skilled contract talent (40%) to address workforce gaps.

If you're looking to embrace a career that combines leadership, strategic planning, and operational excellence in human resources, this role offers a dynamic platform for growth.

TalentMatch®

•Robert Half is the world’s first and largest specialized talent solutions firm that connects highly qualified job seekers to opportunities at great companies. We offer contract, temporary and permanent placement solutions for finance and accounting, technology, marketing and creative, legal, and administrative and customer support roles.

Robert Half works to put you in the best position to succeed. We provide access to top jobs, competitive compensation and benefits, and free online training. Stay on top of every opportunity - whenever you choose - even on the go. Download the Robert Half app (https://www.roberthalf.com/us/en/mobile-app) and get 1-tap apply, notifications of AI-matched jobs, and much more.

Robert Half will consider for employment qualified applicants with arrest or conviction records in accordance with the Los Angeles County Fair Chance Ordinance for Employers and the California Fair Chance Act. All applicants applying for U.S. job openings must be legally authorized to work in the United States. Benefits are available to contract/temporary professionals, including medical, vision, dental, and life and disability insurance. Hired contract/temporary professionals are also eligible to enroll in our company 401(k) plan. Visit roberthalf.gobenefits.net for more information.

• 2025 Robert Half. An Equal Opportunity Employer. M/F/Disability/Veterans. By clicking “Apply Now,” you’re agreeing to Robert Half’s Terms of Use (https://www.roberthalf.com/us/en/terms) .