Descripción de la oferta
General Purpose
The Senior Manager, HR Operations, reporting to the Vice President of HR Operations and Payroll, is responsible for building and leading a scalable HR operations function supporting the post-onboarding employee lifecycle. This role owns employee data integrity, workforce administration, and lifecycle transactions following onboarding completion. In close partnership with the HR Onboarding Operations team—which is responsible for employee setup through onboarding completion and start-date readiness—this role ensures clear ownership across the post-onboarding employee lifecycle, including defined handoffs, exception management, escalation protocols, and aligned execution. The Senior Manager collaborates with the Onboarding Operations leader to establish handoff standards to ensure lifecycle transactions, employee data corrections, supervisory org alignment, payroll-impacting changes, and other post-onboarding issues are routed, resolved, and measured consistently. Through strong partnership with HR teams, facility leadership, and cross-functional stakeholders, this role strengthens audit readiness and delivers a consistent, high-quality experience for employees and managers.
General Purpose
The Senior Manager, HR Operations, reporting to the Vice President of HR Operations and Payroll, is responsible for building and leading a scalable HR operations function supporting the post-onboarding employee lifecycle. This role owns employee data integrity, workforce administration, and lifecycle transactions following onboarding completion. In close partnership with the HR Onboarding Operations team—which is responsible for employee setup through onboarding completion and start-date readiness—this role ensures clear ownership across the post-onboarding employee lifecycle, including defined handoffs, exception management, escalation protocols, and aligned execution. The Senior Manager collaborates with the Onboarding Operations leader to establish handoff standards to ensure lifecycle transactions, employee data corrections, supervisory org alignment, payroll-impacting changes, and other post-onboarding issues are routed, resolved, and measured consistently. Through strong partnership with HR teams, facility leadership, and cross-functional stakeholders, this role strengthens audit readiness and delivers a consistent, high-quality experience for employees and managers.
The ideal candidate is a people-first leader who is both strategic and hands-on — a builder who can identify operational gaps, roll up their sleeves to improve HRIS data and processes, and empower teams to deliver through clear structure, training, and accountability.
KEY OUTCOME (0–12 MONTHS)
Accurate and well-governed post-onboarding workforce data
Consistent, scalable HR operations and transaction processes
Stronger controls, streamlined processes, improved audit readiness, and enhanced compliance support
Improved service delivery for employees, managers, and HR partners
Actionable reporting and insights that support better decisions
Core Responsibilities
Data Governance & Workforce Data Integrity
Directly manage and review post-onboarding employee data transactions, including personal data updates, job profile corrections, and supervisory org alignment, to ensure complete and accurate records.
Work directly with systems analysts to identify recurring data issues, validate audit results, and implement automated audits, exception reports, and scheduled data quality checks in Workday.
Maintain contingent worker data in Workday, including worker type classifications, assignment tracking, and contract end dates, and resolve discrepancies as they arise.
Oversee hands-on HRIS data conversion, validation, and process standup activities for acquisitions and newly onboarded facilities, including review of loaded data and issue resolution.
Implement and enforce data governance standards, including field usage guidelines, business process definitions, and data entry protocols through partnership and training with teams.
Insights & Analytics
Develop and maintain HR operational dashboards and workforce analytics that deliver actionable insights to HR teams, Finance, and operations.
Fulfill recurring and ad hoc data requests, building reusable report templates and translating workforce data into business-ready formats.
Support employee policy and survey administration, including distribution, response tracking, and results summaries to inform stakeholder action planning.
HR Operations Design & Transaction Excellence
Design, document, and actively support end-to-end HR operational processes across the employee lifecycle — job changes, promotions, separations, and organizational changes — with clear ownership, controls, and service expectations.
Create and deliver HRIS training, standard operating procedures, and job aids, while coaching users and business partners on accurate transaction entry and consistent process execution.
Oversee operational efforts related to time away from work processes, including leave tracking, return-to-work support, and coordination with payroll and benefits.
Manage license and certification data maintenance, audit integrations for completeness, and resolve errors that affect downstream use by other teams.
Support unemployment claim management while providing training and ongoing guidance to HRLs to ensure timely, accurate claim resolution. Monitor performance metrics to promote low experience rates and minimize unemployment costs.
Manage verification of employment issues, new hire reporting and EEO reporting transactions and submissions required by applicable states.
Establish and maintain transaction management standards, perform quality reviews, and step in to resolve exceptions and escalated data issues when needed.
HR Compliance Partnership & Audit Support
Lead HCM audit activities hands-on, including scoping, data preparation, sample pulls, issue follow-up, and coordination of supporting documentation for internal and external audits.
Coordinate with Legal and Compliance to ensure alignment with employment laws, data privacy regulations, and record retention standards.
Support remediation planning when audit findings identify exceptions, including root cause analysis and corrective action tracking.
Prepare and run ad hoc reports,
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