Torchora
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Key Responsibilities and Required Skills for HR Operations Manager

💰 $95,000 - $145,000

Human ResourcesOperationsManagement

🎯 Role Definition

The HR Operations Manager is the architect and guardian of the Human Resources department's internal engine. At its core, this role is about ensuring that all HR processes, systems, and administrative functions run smoothly, efficiently, and in full compliance with regulations. This individual acts as a central hub, connecting various HR functions like payroll, benefits, and employee data management to create a seamless and positive employee experience. They are both a strategic thinker, constantly seeking to improve processes and leverage technology, and a hands-on leader, managing the day-to-day operational cadence of the HR team. Success in this role means building a scalable and reliable HR infrastructure that allows the rest of the business and the HR team to thrive.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Senior HR Generalist
  • HRIS Analyst / Manager
  • Payroll & Benefits Manager

Advancement To:

  • Director of HR Operations / People Operations
  • Senior HR Director
  • Head of Total Rewards

Lateral Moves:

  • Senior HR Business Partner
  • Compensation & Benefits Manager

Core Responsibilities

Primary Functions

  • Oversee the complete employee lifecycle administration, from generating offer letters and managing onboarding logistics to processing status changes, and coordinating offboarding procedures.
  • Act as the primary owner and subject matter expert for the Human Resources Information System (HRIS), ensuring data integrity, system optimization, and the development of insightful reports and dashboards.
  • Manage and refine the company’s payroll processing function, ensuring accuracy, timeliness, and compliance with all federal, state, and local tax regulations across all employee locations.
  • Lead the annual benefits open enrollment process, from communicating plan changes and hosting informational sessions to ensuring accurate data flow between the HRIS and benefits carriers.
  • Develop, implement, and continuously improve HR policies, procedures, and workflows to enhance operational efficiency and scale with the organization's growth.
  • Ensure rigorous compliance with all employment laws and regulations (e.g., EEO, FMLA, ADA, FLSA), manage required reporting, and maintain up-to-date employee records and documentation.
  • Serve as the main point of contact for HR-related audits, including 401(k), workers' compensation, and benefits audits, by preparing documentation and coordinating with auditors.
  • Manage relationships with external HR vendors, including HRIS providers, benefits brokers, and payroll services, to ensure quality service delivery and cost-effectiveness.
  • Supervise and mentor a team of HR operations staff (such as HR coordinators or payroll specialists), providing guidance, coaching, and professional development opportunities.
  • Champion a superior employee experience by acting as a key resource for employees' questions regarding payroll, benefits, policies, and HR systems.
  • Design and manage the company's leave of absence programs, ensuring compliance and providing clear guidance to both employees and managers throughout the process.
  • Partner with finance and accounting teams to ensure accurate reconciliation of payroll, benefits invoices, and other HR-related expenses.
  • Drive HR process automation projects by identifying manual tasks, evaluating technology solutions, and managing the implementation of new tools to improve efficiency.
  • Develop and maintain comprehensive process documentation, creating standard operating procedures (SOPs) for all key HR operational tasks.
  • Analyze key HR metrics (e.g., turnover, time-to-hire, employee data trends) to identify actionable insights and inform strategic HR decisions.
  • Lead immigration and mobility processes, working with legal counsel to manage visa applications, transfers, and ensure compliance for the international employee population.
  • Oversee the administration of compensation programs, including processing merit increases, bonuses, and equity grants in partnership with the Total Rewards team.
  • Create scalable and effective onboarding programs that provide a welcoming and informative experience for all new hires, ensuring they are set up for success from day one.
  • Resolve complex employee inquiries and escalated issues with a high degree of empathy, professionalism, and urgency.
  • Conduct regular system and process reviews to proactively identify risks, gaps, and opportunities for enhancement within the HR operational framework.

Secondary Functions

  • Support ad-hoc data requests and exploratory data analysis to provide insights for leadership and special projects.
  • Contribute to the organization's broader data governance strategy and roadmap, representing the needs of the People team.
  • Collaborate with IT and other business units to translate cross-functional data needs into technical and engineering requirements.
  • Participate in sprint planning and agile ceremonies for projects involving the data engineering or HR technology teams.
  • Assist in the due diligence and integration activities for mergers and acquisitions from an HR systems and process perspective.
  • Manage the company's employee recognition platform and service award programs.

Required Skills & Competencies

Hard Skills (Technical)

  • HRIS Proficiency: Deep expertise in managing and optimizing at least one major HRIS platform (e.g., Workday, SAP SuccessFactors, Oracle HCM, UKG).
  • Payroll Systems Knowledge: Thorough understanding of end-to-end payroll processing, tax laws, and experience with systems like ADP, Paylocity, or Ceridian.
  • Advanced Data Analysis: Proficiency in Microsoft Excel (VLOOKUP, pivot tables, complex formulas) and experience with data visualization tools (e.g., Tableau, Power BI).
  • Project Management: Demonstrated ability to manage complex, cross-functional projects from conception to completion using methodologies like Agile or Waterfall.
  • Benefits Administration: In-depth knowledge of employee benefits programs, including health, wellness, retirement, and leave plans, and the associated compliance (ERISA, COBRA).
  • Employment Law & Compliance: Strong working knowledge of federal, state, and local employment laws (FMLA, ADA, FLSA, EEO) and reporting requirements.
  • Process Mapping & Optimization: Skill in diagramming workflows (e.g., using Visio or Lucidchart) and applying process improvement methodologies like Lean or Six Sigma.
  • Vendor Management: Experience negotiating contracts, setting service level agreements (SLAs), and managing relationships with third-party HR service providers.
  • Report Writing & Dashboard Creation: Ability to build, run, and customize complex reports and analytics dashboards directly from HR systems.
  • Google Suite / Microsoft 365: High level of proficiency with collaboration tools for documentation, presentations, and communication.

Soft Skills

  • Exceptional Attention to Detail: A meticulous and precise approach to managing sensitive data and complex processes where accuracy is paramount.
  • Strong Leadership & Mentorship: The ability to lead, develop, and motivate a team, fostering a collaborative and high-performing environment.
  • Problem-Solving & Analytical Mindset: A knack for dissecting complex problems, identifying root causes, and implementing effective, scalable solutions.
  • Discretion and Confidentiality: Unwavering integrity and the ability to handle highly sensitive and confidential employee information with the utmost professionalism.
  • Process-Oriented Thinking: A natural inclination to build structure, improve systems, and create order from chaos.
  • Customer Service Focus: A genuine desire to help employees and provide a positive, supportive experience.
  • Effective Communication: The ability to clearly and concisely explain complex topics (like benefits or policies) to diverse audiences, both verbally and in writing.
  • Adaptability & Resilience: Thrives in a fast-paced, evolving environment and can effectively manage competing priorities and deadlines.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor’s Degree.

Preferred Education:

  • Master's Degree in a relevant field.
  • Professional certification such as SHRM-SCP/CP or SPHR/PHR.

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration
  • Information Systems

Experience Requirements

Typical Experience Range: 5-8 years of progressive experience within Human Resources, with at least 2-3 years focused specifically on HR operations, HRIS, or a similar function.

Preferred:

  • Prior experience managing a small team of HR professionals.
  • Experience leading a significant HRIS implementation or optimization project.
  • Experience in a high-growth or multi-state/global company environment.
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