What Does An HR Operations Manager Do?

WHAT DOES AN HR OPERATIONS MANAGER DO?

Updated: Oct 09, 2025 - The Human Resources (HR) Operations Manager leads and executes the strategy for daily operations across HR teams, ensuring timely and accurate completion of tasks supporting Customer Service, Fulfillment Centers, and Corporate functions. This role oversees HRIS data integrity, manages seamless integration between Workday, ADP, and other systems, and ensures payroll and benefits transactions for the workforce are processed accurately. The manager also collaborates with cross-functional leaders, identifies process bottlenecks, and drives operational improvements while safeguarding data security and maintaining a high standard of service delivery.

A Review of Professional Skills and Functions for HR Operations Manager

1. HR Operations Manager Duties

Employee Experience: Drive an exceptional experience throughout the entire employee lifecycle from recruitment to termination
Data Communication: Ensure downstream systems and functions receive information in a timely manner
Benefits Administration: Manage and administer the US benefits program, oversee day-to-day activities associated with US benefits programs including maintaining a summary of all current programs, managing vendor relationships, reconciling payments with Finance, overseeing the open enrollment process, researching and implementing ongoing changes based on local legislation and business needs, and handling other arising activities
HRIS Management: Manage HRIS day-to-day operations including report generation, employee data audits, and implementation cycles
Data Flow: Ensure proper and timely data flow of employee data to external departments such as Finance, IT, and Internal Audit
Legal Compliance: Be responsible for ensuring the HR department is compliant with local laws and maintains proper records in accordance with local legal requirements
Data Auditing: Periodically perform audits of personnel data and recommend any corrective actions
HR Support: Provide first-level support to employees and managers for all HR programs including merit, bonus, goals, and performance
Policy Consulting: Act as a consultant to managers and staff regarding policies and procedures
Employee Relations: Provide support and input to management regarding employee relation issues from coaching to corrective action, proactively maintain a positive work environment through a fair and consistent resolution process
Investigation Conducting: Conduct thorough and objective investigations
Immigration Support: Liaise with outside immigration counsel and support employee immigration case application processes
Audit Support: Support all ongoing audit requirements including SOX compliance
Project Assistance: Assist with miscellaneous projects and requests

2. HR Operations Manager Details

Process Improvement: Work with HR leaders, process owners, and other stakeholders to maintain, engage, develop, review, and improve HR-related practices, striving for continuous improvement and operational efficiency
System Transformation: Lead the HR information system transformation initiative to ensure efficient project management and a smooth transition from the existing system to the new system through engagement with internal stakeholders and external vendors
Issue Resolution: Provide proactive issue identification, escalation, and high-level recommendations to resolve issues quickly
Process Adaptation: Adapt HR processes according to the needs of the situation while ensuring compliance with local regulations and BLK requirements
Team Collaboration: Partner with and develop an understanding of internal HR teams such as Platform and Infrastructure, Payroll, Rewards, Recruiting, Talent, and HR Business Partners
Function Interdependencies: Understand the interdependencies of various HR functions
Strategy Development: Craft strategies to build a strong function that follows all legal and statutory requirements, provides exceptional employee experience, and achieves operational excellence
Administration Design: Play an integral role in evolving the design and infrastructure that support thoughtful and effective HR administration

3. HR Operations Manager Responsibilities

Customer Service: Provide exceptional customer service to internal clients by efficiently and effectively answering their questions, providing accurate information, and offering sound advice while problem-solving with them
Performance Measurement: Establish quantitative and qualitative metrics, guidelines, and standards to evaluate the function’s efficiency and effectiveness
Process Documentation: Develop robust documentation and processes concerning HR operations and develop a proper controls framework
Team Scaling: Seek opportunities to scale and manage the scope of the team based on competencies and skills of team members
Process Understanding: Build a deep understanding of end-to-end processes and act as a competent backup for team members
Process Auditing: Conduct periodic audits and reconciliations of processes, build and follow proper controls to mitigate risk
Process Improvement: Continuously identify and drive process improvement and standardization opportunities to provide an exceptional employee experience, identify areas for automation, and reduce risk
Task Prioritization: Balance day-to-day responsibilities with key project work and professional development opportunities
Peer Collaboration: Connect with peers within the team and across regions to share best practices, ideas, and solutions
Team Development: Invest in building a high-performing team, understand their career aspirations, and identify development opportunities

4. HR Operations Manager Job Summary

Roadmap Management: Oversee the creation and execution of the employment solutions roadmap, ensuring clearly aligned actions to business strategies and needs
International Analysis: Drive HR analysis and approval processes for new international location requests, working closely with other stakeholders on the International Expansion team
Conversion Management: Handle country conversions from contractor to EOR/entity or from EOR to entity
Entity Support: Serve as the HR point of contact in supporting the establishment of new global entities, in partnership with the International Expansion team
Provider Management: Oversee and maintain relationships with EOR and PEO providers, including the setup of new geographies
Onboarding Coordination: Establish onboarding processes and coordinate policies and benefits for all new international locations
Expansion Planning: Partner with the Operations team on international expansion planning
HR Compliance: Partner with local HR operations team members to ensure HR compliance in both new and existing international locations
Legal Collaboration: Partner with Legal and Tax teams on international employment and contractual requirements
Process Optimization: Identify process inefficiencies and inconsistencies and collaborate towards improved and more productive processes that enhance the employee experience and G\&A team workflows

5. Global HR Operations Manager Accountabilities

Team Leadership: Lead and prioritize the Human Resource Operations team’s workload by managing resource allocation and capacity planning, ensuring data integrity, and overseeing high-volume HR data entry and accuracy in both SuccessFactors and ADP
System Enhancement: Lead the design and enhancement of HR systems, in partnership with IT for execution, focusing on streamlined integration and usability
Tool Management: Manage all supporting tools including intranet sites, support sites, and process documentation
System Design: Collaborate actively with global HR team members and business leaders to design desired systems functionality
Project Management: Project manage the implementation of new functionality in SuccessFactors and all corresponding reporting
HRIS Maintenance: Maintain HRIS systems, add enhancements, and resolve problems
System Testing: Lead testing of upgrades, patches, and new applications to verify new and existing functionality
Project Planning: Lead the planning and execution of HR systems and HR operational projects, including but not limited to annual performance processes, engagement surveys, and open enrollment

6. Global HR Operations Manager Functions

Needs Assessment: Assess organizational needs and current HRIS systems, and make recommendations for improvements or new systems
Analytics Design: Partner with the HR team to design reporting, analytics, and dashboards to provide business intelligence needs in areas such as headcount, data changes, self-service usage, and employment trends
Audit Procedures: Establish audit procedures for updating, validating, and correcting employee records or related HR data
Process Documentation: Create documentation for processes and training materials for users
Regulatory Compliance: Ensure compliance with all regulations, policies, procedures, and guidelines impacting or governing the Human Resources function, including SOX compliance and GDPR protocols
System Security: Maintain system security and perform data integrity audits, provide end-user technical support and problem-solving, manage process flow documentation and change requests, research and resolve HR systems technical problems, and engage IT partners
Compliance Reporting: Manage compliance reporting for EEOC, CMS, 1095-C, and 1094-C
Payroll Coordination: Coordinate with payroll teams to ensure proper data integrity and transfer, and assist with reporting for data validation

7. HR Operations Manager Job Description

HR Operations: Ensure smooth HR operations relating to the employee lifecycle, from onboarding to offboarding processes, employee benefits, mobility, payroll, and leave administration
Legislative Compliance: Ensure compliance with Employment Act legislation changes, update policies, and fulfill manpower reporting requirements by the government
Payroll Processing: Deliver on-time, accurate, and compliant monthly and out-of-cycle payroll processing
Statutory Processing: Process monthly, quarterly, and annual statutory requirements
Audit Coordination: Liaise with internal and external auditors to facilitate a smooth and effective audit process
Benefits Review: Review staff benefits and propose recommendations
Contract Management: Track and initiate contract renewals for employee group insurance schemes and payroll vendors
Market Benchmarking: Work with the Global Compensation Team to participate in salary surveys and market benchmarking
System Improvement: Work closely with Global HRIS to drive improvements for an effective and efficient HR system
Mobility Support: Liaise and assist the Global Mobility team with work visa applications, relocation, and related matters
Finance Liaison: Liaise with Finance on headcount, leave accrual cost, and accounts payable matters

8. HR Operations Manager Overview

Project Management: Drive or support global and regional projects or initiatives for the HR organization, including but not limited to HRIS and payroll systems, process improvement, and risk and compliance
Customer Engagement: Proactively engage internal customers to build strong and collaborative business partnerships and relationships
Benefits Administration: Manage employee benefit programs as guided by the staff handbook and local policies
Insurance Management: Maintain all local employees’ insurance and workmen’s compensation plans
HR Administration: Deliver a wide range of HR administrative tasks including employee queries and requests, drafting letters and reports, maintaining personnel records, managing leave, and ensuring HRIS (People Space) data accuracy with support from HR Shared Services
Engagement Initiatives: Work closely with the Employee Engagement and Culture Lead to drive programs and initiatives at the local level
Initiative Implementation: Partner with regional and global HR teams to implement key HR initiatives, background check policies, performance management processes, promotions, salary reviews and STI, employee mobility programs, regional induction, learning and development, employee surveys and follow-up action plans, audits, and compliance
Mobility Support: Support mobility efforts, including research, proposals, and implementations, in collaboration with the Global Mobility team
Immigration Assistance: Assist with employees’ immigration matters, including visa applications and renewals
Facility Management: Lead and oversee the office facility and administration function

9. HR Operations Manager Details and Accountabilities

Program Enhancement: Assess and enhance health and wellness programs
Benefit Evaluation: Ensure benefit programs provide the best quality offerings for team members, balanced with cost-effectiveness
Compensation Management: Develop recommendations and manage communication of compensation changes in line with performance management processes
HRIS Leadership: Provide leadership and support for HRIS systems
Payroll Management: Manage routine payroll cycles in partnership with Finance and ADP
Program Enablement: Enable existing programs to ensure employees are fully aware of offerings and tools for their maximum benefit
Process Review: Review corporate processes and policies routinely to ensure alignment with business strategy and marketplace dynamics
Regulatory Compliance: Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices, and review policies and practices to maintain compliance
Policy Implementation: Ensure that changes to rules and regulations are carried out with HR systems, practices, and policies

10. HR Operations Manager Tasks

Training Delivery: Provide training and coaching to augment Workday utilization
Policy Monitoring: Stay abreast of changes in policy, laws, and trends, determine their impact on the community, and make recommendations
Information Security: Safeguard confidential information
Design Thinking: Embrace design thinking to discover new ways to simplify and scale work
Stakeholder Analysis: Solicit input from key stakeholders and analyze quantitative data to address gaps and drive continuous improvement
Product Optimization: Track the Workday product pipeline to optimize functionality and enhance efficiencies
Process Innovation: Identify automation and AI technology-led innovation opportunities to enhance processes
Team Leadership: Manage and provide team leadership
Service Accountability: Establish accountability, consistency, and ownership for optimum service delivery
Team Development: Provide guidance and support to develop individual team members
Cross-Functional Collaboration: Work across HR to understand and leverage insights to guide next-generation programs
Relationship Building: Strengthen and deepen relationships with key stakeholders
Culture Cultivation: Cultivate a culture through operational programming that values engagement, retention, coaching, and development

11. HR Operations Manager Roles

Process Scaling: Review and scale People Operations processes in EMEA
Global Process Development: Leverage and scale global People Operations processes, and develop new processes required for the EMEA region
Project Management: Project manage the scaling of existing knowledge and ticketing platforms, including partnership with IT Systems, Talent Generalists, Benefits, Legal, and Payroll, and introduce service level agreements, track volumes, and service delivery
Payroll Partnership: Build strong partnerships with Payroll to support the EMEA payroll automation project
IT Collaboration: Build strong partnerships with IT Systems
System Review: Complete a review of Workday usage and project manage process improvements
IT Partnership: Partner with IT on ad hoc projects such as managing the configuration of Workday for launches in new countries and rolling out projects such as benefits offerings and management of time tracking in Workday
Recruitment Coordination: Partner with the Recruitment team to ensure rigorous data entry and careful management of position IDs
Financial Coordination: Partner with the Financial Planning and Analysis team to ensure that people costs are consistently tracked and reported between Talent and Finance
Compliance Leadership: Lead EMEA compliance efforts, with experience working within a SOX compliance environment
Data Governance: Lead data governance and reporting efforts to ensure data integrity and accuracy across all systems
Insights Reporting: Build regular people insights reporting to be shared with EMEA leadership and used to drive the EMEA Talent strategy
Ad Hoc Management: Lead ad hoc project management, including People Operations onboarding following acquisitions

12. HR Operations Manager Additional Details

Issue Resolution: Identify customer impacting issues, develop and implement solutions, and drive process improvements to increase customer satisfaction rate
Process Improvement: Participate in cross-functional process improvement initiatives
Training Development: Assist in developing and implementing training programs to improve the quality and productivity of the team and stakeholders
Efficiency Enhancement: Drive process improvements to enhance operational efficiency
Resource Utilization: Understand and effectively utilize resources provided by internal systems, departments, policies, and procedures
Discrepancy Investigation: Investigate discrepancies, find and implement solutions
Business Case Management: Create business cases and manage enhancements
Data Presentation: Present high-quality data findings
Communication Development: Identify needs, create, and distribute standard communications
Content Management: Maintain departmental content across all channels
Manager Oversight: Provide manager oversight and develop and implement communication plans
Escalation Response: Respond to escalations by providing root cause analysis and recommendations
Remediation Planning: Develop remediation plans and drive them to resolution with minimal guidance from the manager
Continuous Improvement: Actively participate in and drive the continuous improvement culture through KAIZEN and LEAN projects
Barrier Elimination: Identify and eliminate barriers to accuracy, productivity, and quality
Team Leadership: Lead and develop Associates and Specialists, being responsible for the overall direction, performance management, coordination, and evaluation of the team, ensuring high service delivery and execution
Vendor Oversight: Oversee work performed by multiple vendors to whom HR or payroll processes have been outsourced, maintaining complete ownership and accountability
Query Response: Respond to queries from the team, internal business partners, candidates, and customers, including high-level leadership teams
Stakeholder Management: Manage key stakeholders both internally and externally, partnering with them for process enhancement

13. HR Operations Manager Essential Functions

Workforce Planning: Partner with Administrative Directors and Directors in the development of workforce plans
Recruitment Consulting: Provide consulting and support regarding organizational and department recruitment and retention strategies
Strategy Development: Design and develop short- and long-term recruitment and retention strategies for areas with critical positions
Development Assessment: Assess and recommend management and employee development, training, and change efforts in partnership with Corporate Learning and Development
Diagnostic Intervention: Identify areas for diagnostic interventions and work with Corporate Learning and Development to design and implement appropriate strategies
Succession Planning: Assist with workforce and succession planning, including consideration of budget implications
Policy Interpretation: Work with line and staff management to provide policy interpretation related to complex employee relations issues
Employment Decisions: Make recommendations and decisions regarding employment decisions such as hiring, discipline, and termination of employment
Performance Facilitation: Facilitate and evaluate performance management and compensation processes for client groups
HR Liaison: Serve as an HR liaison for employees of the operating team or division
Personnel Supervision: Provide leadership and supervision for Human Resource assistive personnel

14. HR Operations Manager Role Purpose

Team Leadership: Lead a team of HR Operations staff in the execution of policies, systems, and processes supporting company employees
System Implementation: Identify, develop, implement, and evaluate key HR systems and process initiatives across multiple platforms and enterprise systems
Operational Excellence: Provide a supportive and engaging environment for operational excellence and employee development
Collaboration Building: Collaborate with other HR team members and business leaders to build an excellent HR Operations function that optimizes operational effectiveness and HR business support
Talent Development: Attract and make effective hiring decisions, develop talent on the team and for the greater organization, set goals and hold team members accountable, and coach team members to remove barriers and deliver results effectively and efficiently
Culture Cultivation: Use influence and coaching skills to cultivate a culture that reflects the organization’s values and principles
Feedback Integration: Seek feedback from stakeholders and business leaders on employee performance and development activities
Process Alignment: Align and continuously evolve HR Operations processes with Talent Management practices to ensure timely support and execution

15. HR Operations Manager General Responsibilities

Requirements Gathering: Gather stakeholder and end-user requirements by studying business functions, analyzing business systems requirements, constructing workflow charts and diagrams, and studying system capabilities
Process Collaboration: Collaborate with HR, IT, and business leaders to identify, develop, and implement process and system solutions
Service Delivery: Maintain high standards in service level agreements for HR Operations
Metrics Tracking: Track metrics for tickets and operational challenges to improve service delivery
Data Integrity: Maintain a high degree of focus on data integrity for more effective business intelligence, compliance, and process improvement
Lifecycle Management: Lead the team in managing employee lifecycle activities including onboarding, employee changes, employment verifications, workers’ compensation, leaves of absence, and processing of employee separations
Information Management: Maintain up-to-date company information on the HR intranet, self-service portals, HR and employee record-keeping, and policies, implement adequate processes and audits, and stay informed of employment legal updates to ensure compliance
Compliance Tracking: Establish a robust compliance tracking framework
Affirmative Action Compliance: Ensure EEOC and AAP Affirmative Action Program reporting and compliance

16. HR Operations Manager Key Accountabilities

Process Management: Ensure efficient processes are in place to manage day-to-day HR transactions associated with hiring, onboarding, employee changes, and offboarding
Records Management: Manage and monitor the timely and accurate electronic filing and retention of employee records
Continuous Improvement: Drive continuous improvement and leverage technology to increase speed, accuracy, and efficiency while maintaining a positive and compelling user experience
Process Partnership: Partner with HR Business Partners to drive process improvements, ensuring that established transaction processes meet the needs of business stakeholders and are easily activated
Budget Management: Establish systems, processes, and tools to enable monthly budget updates and accurate forecasts for the HR department
Invoice Processing: Ensure HR invoices are processed timely and accurately, and drive the reconciliation of budget updates to support accurate forecasting, long-range planning, and periodic budget submissions
Finance Collaboration: Partner with Finance to ensure accurate headcount and labor cost reporting
Labor Metrics Tracking: Be responsible for setting up systems, processes, and tools to accurately track and report on labor-related metrics such as headcount and costs
HRIS Maintenance: Establish systems and processes to ensure timely and accurate updates and maintenance of HRIS data in key systems, including but not limited to ADP, Cornerstone, and other HR systems
Data Auditing: Establish regular processes to audit HRIS data and benefit vendor payments
Reporting Development: Develop reporting and dashboards that deliver meaningful information to the HR team and key business stakeholders to effectively evaluate organizational key metrics

17. HR Operations Manager Roles and Details

Payroll Coordination: Coordinate with Payroll and Accounting to ensure pay and other cross-functional processes are well established, ensure proper checks and balances, differentiation of duties, and compliance with standard audit and security protocols
Benefits Partnership: Partner with the Vice President of HR to support the annual review and renewal of benefit programs
Benefits Communication: Contribute to the development of benefit-related employee communications
Provider Relationship Management: Establish and maintain relationships with benefit brokers and service providers to enable rapid response to issues and questions
Leave Administration: Establish and administer leave of absence details, ensure clear and accurate communication with impacted employees, and coordinate details with the Payroll Department and related service providers
Inquiry Resolution: Respond to general benefit inquiries and facilitate resolution of issues with internal and external benefits resources
Compliance Management: Keep up to date on HR compliance requirements and implement updated or new internal compliance processes
Reporting Administration: Manage the development and submission of timely and accurate compliance reporting, actions, and record administration, including but not limited to EEO-1, VETS-100, 5500s, SPDs, I-9 records, and Sexual Harassment Prevention Training
Regulatory Monitoring: Monitor and update regulatory postings at all US-based Mezzetta office sites
Specialist Supervision: Supervise the HR Specialist to ensure efficient execution of HR Operations and Administration activities
Performance Coaching: Coach, develop, and provide actionable feedback to drive optimum performance and ongoing development

18. HR Operations Manager Responsibilities and Key Tasks

Team Leadership: Create and own the strategy and process for leading and directing day-to-day activities of the team
Task Management: Ensure all tasks are completed in a timely and accurate manner across all Chewy locations, including Customer Service, Fulfillment Centers, and Corporate
Data Flow Understanding: Understand the sources and flow of data through systems and processes
Data Integrity: Be responsible for ensuring data integrity between Workday, ADP, and other supporting HRIS systems
Audit Oversight: Ensure HRIS data integrity by creating and overseeing appropriate audits
Process Review: Review auditing processes to ensure that errors are caught quickly and effective solutions are implemented
Subject Matter Expertise: Act as the subject matter expert and administrative partner for HR and Total Rewards in supporting and processing pay and benefit transactions for a team member population of over nineteen thousand
Collaborative Leadership: Lead collaborative discussions with Accounting and Payroll leaders to ensure that HR activities supporting a weekly payroll process are completed in a timely and accurate manner while safeguarding company security and confidentiality
Process Streamlining: Review processes for issues, identify bottlenecks, and seek out and implement solutions to streamline HR data processing while understanding downstream impacts
Organizational Partnership: Partner across the organization to ensure collaborative solutions
Payroll Oversight: Oversee weekly payroll handoff and ensure speedy resolution to team member issues, understanding appropriate paths to remedy and ensuring long-term solutions
Workload Management: Review workload across the team, manage process by appropriate work distribution, and provide feedback to ensure team members understand their roles and receive timely and effective direction

19. HR Operations Manager Duties and Roles

SLA Management: Establish service level agreements for team activities, monitor them continuously, and provide feedback
Metrics Reporting: Establish team metrics to be shared organizationally to provide feedback and input on HR transactional processes
Data Preparation: Prepare reports, graphs, charts, and statistics in support of team-owned metrics, and share with applicable audiences to ensure compliance and understanding
Process Compliance: Ensure documented processes are followed throughout the organization and provide timely feedback to partners to ensure consistency and accountability
Control Management: Understand applicable controls and partner with internal audit to document, review, update, and audit defined controls to support SOX compliance
Audit Support: Partner with internal and external auditors to provide responses to support requests
Team Collaboration: Partner across the HR Operations team to eliminate duplication and ensure proper support and knowledge transfer
Activity Evaluation: Evaluate team activities and partner with leaders to successfully transfer or add HR data activities
Process Expertise: Act as the subject matter expert on process flows handled by the team and effectively articulate potential impacts on downstream partners
Documentation Implementation: Implement documentation including standard operating procedures, job aids, and communications materials to educate and train team members and partners
Partnership Development: Effectively partner with internal leaders and external vendors

20. HR Operations Manager Roles and Responsibilities

Culture Development: Develop an employee-oriented culture that emphasizes quality, continuous improvement, key employee retention and development, and high performance
Policy Administration: Develop and administer HR policies, procedures, and guidelines aligned with company strategic goals
Team Leadership: Lead and develop a highly effective HR operations team focused on payroll, employee data management, reporting, HR services supporting HR Business Partners and Heads of Department, and administrative support for training, compensation, and benefits
KPI Development: Develop HR KPIs through HR analytical tools to inform better people decisions
Mobility Specialization: Act as a specialist for all mobility-related questions in Singapore and the first contact for the global mobility team in Asia
Budget Execution: Execute timely and effective budgeting processes
Process Coordination: Ensure periodical exercises such as annual merit adjustments, bonus payouts, reporting, payroll, and training audits are well coordinated and completed
Grievance Resolution: Resolve employee grievances, conduct investigations, and counsel employees with supervisors
Legal Compliance: Ensure legal compliance with governmental labor laws and government reporting requirements
Content Maintenance: Ensure the HR intranet, organizational charts, EDM, and HR reports are up to date
Project Oversight: Oversee HR projects and ad-hoc assignments

21. HR Operations Manager Duties

Operations Support: Support Group HR operations through effective management and delivery of HR operational functions
Workflow Planning: Plan, develop, and organize or administer all HR operations workflows and procedures
Activity Control: Plan, organize, and control the activities and actions of HR operations
Policy Maintenance: Maintain and update the company’s handbook, policies, forms, and procedures
Compensation Implementation: Implement and revise the organization’s compensation program
Workflow Digitalization: Identify bottlenecks in business requirements and work with Group IT to digitalize workflows
HRIS Management: Handle the HRIS system for HR operational workflows
SOP Development: Prepare, update, and develop standard operating procedures for HR operation activities and workflows
Record Maintenance: Maintain department records and reports
Reporting Support: Provide the business with reports that inform decision-making
Meeting Participation: Participate in overall group and entity meetings
External Insight: Provide insights on external influences such as labor office or SSB office updates, changing labor laws, and market staff salary rates
Process Improvement: Develop and implement improvements to operational processes that enhance efficiency

22. HR Operations Manager Details

Operations Leadership: Lead the performance of the company's HR Operations function and develop scalable processes in line with the company’s growth strategy
Benefits Management: Be responsible for all Emerus benefits programs from plan design to administration and customer service
Payroll Management: Manage the payroll, time, and attendance system and associated processes across Emerus
HRIS Oversight: Oversee HRIS for the organization, including maintenance and administration of the system from start to finish
Team Support: Understand and provide support to the entire HR team, market leaders, and all staff
Audit Coordination: Work closely with internal and outside auditors regarding completion of audit and compliance matters
Program Design: Design and implement cost-effective and legally compliant programs, policies, practices, and processes that effectively communicate and support the company’s strategic vision and business objectives
Process Development: Develop operational processes that increase efficiency and improve both employee engagement and client experience
Regulatory Compliance: Be responsible for compliance with federal and state regulations pertaining to all areas of the human resources function
Service Automation: Simplify and automate services and processes to maximize productivity and efficiency
Vendor Management: Manage vendors, brokers, consultants, plan administrators, and other partners to ensure the company receives quality expertise, guidance, data, recommendations, and services at an appropriate cost
Corporate Change Processing: Process corporate group changes such as company, location, home department, and pay group to ensure the corporate structure is accurately reflected in the system for proper pay and benefits assignments

23. HR Operations Manager Responsibilities

System Maintenance: Update and maintain digital and paper-based talent management systems, and prepare research and recommendations on systems and software to enhance organizational capacity, efficiency, and the employee experience
Staff Support: Monitor and provide support to staff related to timekeeping, clearances, benefits enrollment, performance appraisal, and personnel policies and procedures
Onboarding Implementation: Implement the employee onboarding process for new and returning staff in a way that is clear, customer-friendly, compliant, and thorough
Volunteer Coordination: Work closely with the Program Director to recruit and onboard volunteers, communicate paperwork to volunteers, and provide assistance as volunteers complete the background check and clearance process
Training Development: Develop training materials to convey organizational policies and practices to new and returning staff
Training Participation: Participate in planning and assisting with training for year-round and seasonal employees in Washington, DC and Jackson, WY
Program Documentation: Assist organizational leadership in maintaining and documenting a comprehensive staff-wide training program
Performance Appraisal Guidance: Guide employees through the seasonal performance appraisal process by conveying timelines, sending reminders, and collecting signed documents for personnel files
Timesheet Management: Ensure accurate and timely completion of employee timesheets and design an effective system for tracking employee time and allocations
Compliance Support: Support the Director of Administration in ensuring compliance with all local, state, and federal requirements, including OSHA, Fair Labor, FMLA, Parental Leave, and other employment regulations
Grant Adherence: Ensure adherence to grant requirements and internal policies, procedures, and practices
Policy Communication: Ensure the personnel handbook and other HR policies and practices are clearly communicated to employees and records of receipt are maintained

24. HR Operations Manager Job Summary

Survey Analysis: Support the Administrative Director in gathering, analyzing, and responding to employee survey and retention data, and other pathways for staff feedback
DEIJ Support: Support the organization in working towards and upholding its DEIJ commitments and values through continuous activities and improvement, including administration of the bi-annual cultural audit
System Improvement: Identify recurring challenges to work that need new or revised systems and work collaboratively with the staff team to analyze problems and design solutions
Workstation Preparation: Prepare employee workstations and respond to employee needs related to a safe and comfortable work environment
Office Oversight: Oversee office norms and needs, including cleaning, maintenance, and vendors
Asset Management: Acquire new, fix broken, or dispose of and recycle unwanted furniture or office goods
Building Liaison: Liaise with building management staff to address maintenance, building security and access, and building usage policies
IT Procurement: Price and purchase computers and software for employees, carry out setup, and assist staff in troubleshooting issues
Equipment Management: Ensure return of issued equipment at the end of employment, maintain inventory of equipment, and manage equipment donations
Technology Support: Support the Administrative Director in maintaining technology infrastructure, including cloud-based files and information systems
Workflow Optimization: Create ease of workflow and information integrity across systems
Vehicle Management: Manage DC vehicle maintenance, registration, insurance, and City Kids’ vehicle procedures
Payment Tracking: Track payment of tolls, parking, or moving violations
Driving Program Oversight: Oversee EZ pass, Zipcar memberships, parking, and other driving-related concerns

25. HR Operations Manager Accountabilities

Service Accountability: Be accountable for the service performance, operational efficiency, and effectiveness of the local HR Shared Services team, processes, and systems in the East region
Service Delivery: Ensure that regional HR Operations services, HR administration, and payroll are delivered in terms of timeliness, quality, budget, and compliance
Payroll Management: Manage the operational aspects of local payroll, core HR processes, and administrative processes within the region, and manage the performance of a team of HR Operations specialists
Process Implementation: Implement global HR processes throughout the region and ensure compliance with global and local policies
Authority Coordination: Ensure coordination with the authorities and compliance
Payroll Execution: Run monthly payroll with due regard to legal, tariff, tax, and social insurance regulations for employees in Poland and coordinate outsourced payroll activities
Insurance Administration: Act as the first point of contact locally for insurance and pensions and cooperate with the local HR Site Lead and Holding to propose the best solutions for the company in terms of pension and insurances in line with people strategy
Team Leadership: Engage and lead the local HR Shared Services Center Team, act as a role model for team members, coach and develop them, identify talent, and ensure the team has the correct skills to deliver a high-quality service, meet objectives, and reach their maximum potential

26. HR Operations Manager Functions

Onboarding Management: Manage onboarding and offboarding of employees and consultants
Review Process Management: Manage the annual review process
Hiring Coordination: Support coordination of hiring efforts with various teams via recruiters and LinkedIn
Utilization Reporting: Report on staff utilization via timesheet data and enforce compliance
Vendor Management: Manage key vendor relations with support from the Office Manager and Operations Associate, including IT, telecoms, building management, data providers, legal teams, and recruiters
Contract Administration: Negotiate and maintain contracts and renewals of third-party vendors
Internal Communication: Drive internal communications throughout the organization to create a one-firm culture
Due Diligence Support: Support the IR team with due diligence questions relating to the firm's operations, business continuity planning and testing, and cybersecurity assessments
Policy Setup: Set up and manage international HR policies, processes, and operations manual
Policy Cascading: Cascade international HR operations policies and processes with overseas HR
Knowledge Base Development: Build an HR knowledge base and continuously optimize service standards and delivery processes
Standardization: Establish unified operating standards and service level agreements
Portal Utilization: Work closely with the ticket portal, using ticket portal data to empower HR modules and improve employee experience
Compliance Review: Conduct periodic internal reviews or audits to ensure compliance procedures are followed
Project Facilitation: Facilitate HR operation-related projects to ensure legal compliance and customer satisfaction

27. HR Operations Manager Job Description

Process Optimization: Be responsible for streamlining HR operations processes and operation specifications, regularly reviewing and optimizing to ensure they run effectively and efficiently
Transaction Efficiency: Support the improvement of HR transaction efficiency and the effectiveness of HR processes that align with the SSC support model
Compensation Coordination: Work closely with corporate compensation and benefits functions and local HR teams to formulate, implement, promote, and monitor compensation and benefits guidelines and procedures
Payroll Management: Be responsible for the payroll center, ensuring monthly payroll is processed accurately and timely
HRIS Support: Support global teams and the China HR team on HRIS system enhancement, application, and implementation in China, including daily troubleshooting, upgrade and patch testing, issue analysis for integration with other systems, and requirements collection and analysis on system functionality
Data Analysis: Carry out data analysis and provide corresponding reports to support HR strategy and professional services
Team Collaboration: Cooperate closely with all HR teams to ensure effective communication
Employment Relations: Manage employment relations in the business and lead processes such as disciplinaries and grievances
Compliance Management: Manage the setup and continued compliance of HR software, databases, policies, and procedures
Engagement Measurement: Measure employee engagement and suggest recommendations
Service Improvement: Continually look for opportunities to improve HR service provision
Well-being Monitoring: Monitor and find ways to improve employee well-being

28. HR Operations Manager Overview

Solution Delivery: Identify and drive end-to-end solutions, including business processes and technology solutions, that meet business needs and compliance obligations
Project Management: Manage projects of varying scope, develop and maintain project plans, identify resource needs, and manage project schedules to meet timelines and deliverables
Stakeholder Relationship: Develop relationships with key stakeholders to assimilate information and provide consultation and subject matter expertise
Culture Development: Use influence and coaching skills to foster a culture that reflects the values and principles of the organization
Data Analysis: Seek and analyze data to identify best practices and trends and to recommend solutions
Operations Leadership: Manage, lead, and unify the operational aspects of PPL’s Human Resources team in a professional, effective, and efficient manner
Capability Building: Build upon current team strengths and capabilities by challenging, supporting, and offering alternative ways of working to provide excellent service levels to all customers
Team Support: Support the team to achieve departmental objectives and company goals
HR Team Management: Manage the wider HR Team, including Employee Relations, Compensation and Benefits, Systems, Processes, and Training functions
Leadership Collaboration: Work predominantly with the Deputy People Officer, Senior Managers, and Heads of Departments on the full range of HR services
Continuous Improvement: Consult, collaborate, and demonstrate foresight and ability to develop team members and services, ensuring continuous improvement to support the wider business

29. HR Operations Manager Details and Accountabilities

Team Supervision: Supervise the HR Operations team and direct their efforts on process improvement, technological evolution, and planning for organic growth and acquisitions
Process Support: Work closely with the HRIS team to mitigate obstacles and build out processes in support of programs
Culture Development: Support the bank’s culture and influence the organization by developing others to support mission, vision, and values
Employee Relations: Serve as a thought partner and facilitator to resolve employee relations and performance management concerns
Engagement Management: Review and engage with employees regarding engagement responses and activities
Investigation Conducting: Conduct complex, detailed investigations regarding ethical matters and collaborate with legal counsel on investigations and resolutions
Team Leadership: Lead and develop a team responsible for hiring, coaching, performance management, and training
Recruiting Management: Manage end-to-end recruiting for the global team, including sourcing candidates, screening, pipeline maintenance, and engaging talent from consultants to leadership positions
ATS Maintenance: Maintain the ATS system, collect feedback, and calibrate the process
Interview Coordination: Plan interviews, make offers, and negotiate with input from hiring managers
External Partnership: Create partnerships with external recruiting firms or contractors for urgent requirements

30. HR Operations Manager Tasks

Operations Delivery: Manage the team to deliver HR operations services related to employee lifecycle and payroll activities, ensuring high-quality service delivery and day-to-day relationship management
Assignment Support: Manage short-term and long-term assignees and permanent transfers throughout the relocation and assignment lifecycle
Mobility Contact: Act as the main point of contact in mobility situations for business leaders, transferees, local HR, payroll teams, talent teams, and global mobility vendors
Headcount Reporting: Prepare quarterly headcount budgeting reports
Payroll Management: Oversee monthly payroll operations and benefit administration
Data Management: Manage onboarding and offboarding data accuracy in the HR system, including tax clearance
HRIS Projects: Lead and manage HR operations and project manage the implementation of HR information systems
System Launch: Lead and project manage systems implementation, including data cleansing, review, trial testing, and user training
GDPR Compliance: Ensure all HR-related systems comply with GDPR and UK regulations
Provider Review: Manage the annual review of payroll providers
Finance Support: Work with Finance to compile and review monthly reports
Tax Knowledge: Ensure up-to-date knowledge of current tax, payroll, and benefits

31. HR Operations Manager Roles

Meeting Management: Maintain a management routine of regular meetings with team members to review workload, motivate, and encourage
One-to-One Support: Ensure individual one-to-one meetings occur and team development needs are considered, actioned, and documented
Issue Escalation: Attend and initiate meetings with the group and external service partners, escalate issues, document process changes, and communicate with the HR Operations team
Stakeholder Relations: Maintain relationships with key stakeholders responsible for resourcing freelancers and agency temps
Onboarding Coordination: Maintain processes to ensure the smooth onboarding and offboarding of freelancers in compliance with agency requirements
Service Delivery: Ensure consistent and efficient delivery of HR services, including employee relations and CoE programs, in compliance with country-specific laws and regulations
HR Administration: Support the administration of compensation, benefits, employee relations, payroll, time and attendance, recruiting, and learning and development
Orientation Delivery: Contribute to the employee experience by conducting new hire orientation
Policy Support: Support the implementation of HR policies and procedures

32. HR Operations Manager Additional Details

Data Management: Provide HR data and systems management and advise the team on system solutions
Faculty Onboarding: Onboard new faculty, arrange events, and advise on immigration requirements
Development Management: Manage faculty professional development, performance reviews, and other HR projects
Payroll Processing: Manage payment of informal teaching and research staff on occasional payroll
Committee Oversight: Oversee committee management and the teaching and honorary awards process
Team Leadership: Lead and coach the HR Business Partners, HRIS, and administration teams
Service Delivery: Manage HR service delivery across absence, conduct and capability, grievance matters, and organizational change
Grievance Management: Manage disciplinary and grievance matters involving senior staff as an escalation point
Change Management: Lead all change programs such as restructures, TUPE, and M\&A activities
System Upgrades: Partner with IT to lead HR system upgrades and changes as the subject matter expert

33. HR Operations Manager Essential Functions

Operations Management: Manage the HR operations function and drive process improvements and standardization across workstreams
HRIS Projects: Lead global HRIS projects and facilitate change management during deployments
Customer Experience: Define and implement a strong customer experience, ensuring governance is in place for routine monitoring and stakeholder review
Issue Escalation: Serve as a point of escalation for service issues, identify resolution paths, and partner with regional and country-level resources to ensure continued service improvement
Data Analytics: Leverage data and analytics to drive continual improvements and optimize the enterprise service delivery model
Efficiency Analysis: Analyze data to improve efficiency and enhance the employee experience
Team Coaching: Coach and develop HR Operations team members to support their career advancement
Requirements Oversight: Oversee operational human resource requirements of the business and be accountable for outcomes
Leadership Development: Upskill leaders through effective business partnering
Employee Relations: Provide employee relations advice and support to managers and assist in resolving complex cases
Review Process: Manage the end-of-year performance development review process
Process Improvement: Make recommendations and implement business improvements across processes and HR systems, such as recruitment and onboarding
Policy Review: Review and update HR policies and procedures for improved governance
Mentoring: Coach and mentor the team in contemporary HR practices to support a high-performance culture

34. HR Operations Manager Role Purpose

Compensation Programs: Roll out annual compensation programs
Bonus Management: Manage the corporate bonus scheme for the international region
Data Auditing: Conduct data audits including participation and usage of various compensation plans
Data Integrity: Ensure Workday data integrity and accuracy
Process Consolidation: Support the consolidation of different processes in Workday for the international region, such as performance review and holidays
Policy Development: Develop policies and procedures to ensure continued compliance with changing legislation and advocate best practice across countries
Team Leadership: Lead a team of HR specialists, generalists, and supervisory staff to support all functions in the employee lifecycle and meet the needs of the bank and National IT
Cross-Training: Identify opportunities for cross-training and career pathing to ensure the area has the skills to anticipate and meet fluctuations in business demand
Performance Metrics: Establish and monitor performance metrics to ensure the effectiveness of human resource service delivery
Process Improvement: Identify operational efficiencies and seek improvements to human resource processes by evaluating and refining processes and procedures
Expert Consultation: Interact regularly with officers and managers at all levels to provide expertise and resolve highly complex human resources issues

35. HR Operations Manager General Responsibilities

Process Alignment: Work with regional team leads to drive common global processes
Issue Resolution: Resolve escalated issues regarding complex queries and requests for exceptions to standard process and service delivery
Service Delivery: Drive end-to-end service delivery for the Americas region
Process Ownership: Own all activity required to deliver and implement processes for the service line, partnering with the regional lead to manage teams globally
Continuous Improvement: Drive a continuous improvement mindset and culture across all teams, with ongoing review and maintenance of the service catalogue with relevant stakeholders
Operational Excellence: Drive operational excellence throughout the control environment
Resilience Management: Maintain operational resilience by managing and optimizing performance, resilience, and control of the service
Onboarding Management: Manage onboarding of employees, including administrative integration, reception, and HR integration sessions, ensuring a successful experience
Contract Administration: Draft contractual documents and various certificates in collaboration with the labor law team
Transaction Oversight: Oversee transactional HR activities, including monitoring absences, reimbursement of transport tickets, meal vouchers, mutual membership, and collaboration with the payroll team, as well as monitoring certain salary elements

36. HR Operations Manager Key Accountabilities

Personnel Administration: Be responsible for personnel administration across all countries in the SWE BU, covering the entire employee life cycle including hiring, terminations, leaves of absence, transfers, position changes, labor inspectorates, and expats/inpats
Policy Maintenance: Keep all personnel administration policies updated in partnership with Total Rewards
Process Design: Ensure the correct and efficient design of HR processes, adapting company policies affected by new processes, and ensure high-quality service with appropriate communication to departments and legal compliance
Project Delivery: Liaise with sector and global HR operations to drive and deliver projects that enhance the employee experience and deliver process efficiency
Process Ownership: Act as a process owner and subject matter expert for HR for elements of the compliance framework and key controls, supporting corporate audit, internal systems and processes, and service provider audits
Mobility Support: Support employees on international mobility with immigration and relocation procedures
Regulatory Compliance: Be responsible for compliance with social regulations, legal obligations, and internal administrative policies and procedures in HR management
Operational Excellence: Participate in operational excellence by seeking continuous improvement of tools and processes and participating in cross-functional projects

37. HR Operations Manager Roles and Details

Legal Compliance: Ensure compliance with all current federal, state, and local employment law requirements, including sourcing, compiling, and publishing handbooks and supplements
Policy Management: Manage the creation, publication, and administration of discretionary company policies related to employee relations, perks and benefits, and wage and hour practices
Benefits Communication: Serve as point person for employees, brokers, and carriers regarding benefits communication, utilization, service level expectations, and open enrollment
Data Management: Work with cross-functional peers to maintain accurate data across internal data management and filing systems and support requests for HR data and analytics
Employee Relations: Serve as point person for general employee relations questions, directing employees to appropriate information, resources, and support
Onboarding Management: Manage employee onboarding and offboarding, preparing documents and information to ensure smooth processes
Team Leadership: Manage a small team and act as key point of contact and subject matter expert for international HR operational queries and projects
Hiring Strategy Support: Support the HR Director International in defining and executing international hiring strategy through locally compliant, internationally competitive employment contracts
Compliance Insight: Provide thought leadership, strategic insight, and communication to the team on compliance and labor law topics
State Assessment: Assess current state and design future state to enable growth
Expert Center: Ensure the team becomes the subject matter expert center for all HR international operations
Team Support: Supply the environment and tools for team success, focusing on professional growth and career development

38. HR Operations Manager Responsibilities and Key Tasks

Data Validation: Research manpower, civilian position management, and military data to validate mission requirements
Project Support: Assist project leads for the Fighters and Advanced Aircraft Directorate Operations Management Office in developing and coordinating project plans for military and civilian actions, permanent changes of assignment and station, requisitions, and provide background data
HR Meetings: Meet regularly with management officials to discuss HR status, new workloads, personnel requirements, HR problems, and other matters impacting employees
Request Coordination: Respond to HR requests to present and coordinate all HR requirements across the directorate
Personnel Assistance: Provide assistance and respond to questions, interpret data, and provide background data on personnel matters
People Initiatives: Enhance the people and workplace experience through localized people initiatives throughout the employee lifecycle, including process improvements, data, and insights
Lifecycle Support: Provide support and knowledge to the business for the employee lifecycle
Process Improvement: Continually enhance the employee lifecycle through process improvements, automation, data, and insights
Program Scaling: Help scale HR programs to create efficient and simple people processes, systems, policies, and programs
Partnership Management: Maintain partnerships with distributed HRBPs, talent acquisition, and other HR operations team members
Independent Judgment: Exercise independent judgment and discretion to determine appropriate actions or solutions

39. HR Operations Manager Duties and Roles

Talent Acquisition: Assist in talent acquisition and recruitment processes
Onboarding Support: Support employee onboarding and help organize training and development initiatives
Employee Support: Provide support to employees in various HR-related topics and resolve issues
Policy Development: Develop and implement human resource policies
Record Maintenance: Maintain employee files and records in electronic and paper form
Job Satisfaction: Enhance job satisfaction by resolving issues, applying new perks and benefits, and supporting team building activities
Regulatory Compliance: Ensure compliance with labor regulations
Infrastructure Building: Build an effective infrastructure for HR operations in Ukraine
Objective Setting: Set objectives according to focus areas and ensure execution with the right tools
System Integration: Create and maintain proper flows in relevant systems, integrating key system users
Stakeholder Collaboration: Work closely with local leadership and partners in Finance and Legal to build the right infrastructure for the site

40. HR Operations Manager Roles and Responsibilities

Performance Monitoring: Monitor performance management, analyze HR operations reports, recommend new initiatives, and drive customer service standards
Engagement Delivery: Define, prepare, deliver, and measure the HR operations engagement model, presenting to senior HR services stakeholders
Goal Setting: Set goals and objectives, manage development plans, assess performance, and manage rewards
Strategy Alignment: Ensure the team is fully aligned with HR operations strategy and plans regionally and globally
Screening Management: Manage efficient employee screening, data management, and payroll processes
Payroll Coordination: Interface with payroll vendors to ensure accurate payroll processing
Initiative Development: Identify and develop new initiatives to enhance HR operations regionally and globally
Payroll Execution: Prepare and execute payroll processes for the team
Contract Management: Ensure employment contracts are up to date and meet business needs
Entity Setup: Assist with setting up new legal entities as needed
Platform Administration: Manage and administer HR platforms and programs
Function Partnership: Partner with internal functions such as Finance and IT
Change Management: Effectively manage change and craft communication strategies to ensure early and rapid adoption of changes

Relevant Information

What Does A Business Operations Manager Do?

What Does A General Operations Manager Do?

What Does An HR Operations Specialist Do?