Human Resources Manager - Senior

Senior Manager, HR Operations

Position Summary

We are currently hiring a Senior Manager, HR Operations for the US division of a Multi billion dollar global company. This role leads the delivery of operational HR services across the employee lifecycle — ensuring employee transactions are processed accurately, employee data is maintained with the highest integrity, and HR operational processes are standardized, compliant, and scalable.

The Senior Manager leads a team responsible for onboarding, employee lifecycle administration, HR records management, employee data governance, HR systems administration, and operational support for employees, managers, HR Business Partners, Payroll, Benefits, Compensation, and Talent Acquisition.

This leader establishes operational standards, develops standard operating procedures, implements internal controls, drives process improvements, and ensures exceptional customer service while maintaining compliance with company policies and regulatory requirements.

In addition, the Senior Manager serves as the business owner for HR technology platforms, including SAP SuccessFactors and related applications, ensuring technology enables efficient HR operations, data integrity, and an exceptional employee experience.

The successful candidate is an experienced HR Operations leader who combines operational excellence, people leadership, continuous improvement, and HR technology expertise to build a high-performing HR Operations organization.

Key Responsibilities

1. HR Operations Leadership

• Lead, coach, and develop the HR Operations team responsible for employee lifecycle administration and HR operational support.
• Establish department goals, service standards, key performance indicators (KPIs), and operational priorities.
• Allocate resources and manage workload to ensure timely and accurate delivery of HR services.
• Foster a culture of accountability, collaboration, operational excellence, and continuous improvement.
• Build organizational capability through coaching, succession planning, and employee development.
• Partner with HR leadership to identify opportunities to improve operational effectiveness and employee experience.

2. Employee Lifecycle Administration

Provide operational oversight for all employee lifecycle transactions including:

• New hire onboarding
• Internal transfers
• Promotions
• Compensation changes
• Manager changes
• Organizational changes
• Leaves of absence
• Employee terminations
• Position management
• Personal data updates

Ensure all employee transactions:

• Are supported by appropriate documentation and approvals.
• Meet established service level agreements.
• Are entered accurately into HR systems.
• Comply with company policies and regulatory requirements.
• Are communicated effectively to Payroll and other downstream stakeholders.

3. HR Data Governance & Employee Records

• Maintain the integrity, accuracy, and completeness of employee data across all HR systems.
• Oversee employee personnel files and electronic document management.
• Establish data governance standards, validation controls, and quality assurance processes.
• Conduct routine audits to ensure data accuracy and documentation compliance.
• Ensure employee documentation is maintained in accordance with record retention policies and legal requirements.
• Lead efforts to resolve complex employee data issues and root causes.

4. HR Service Delivery & Operational Excellence

• Lead day-to-day HR Operations service delivery for employees, managers, HR Business Partners, Payroll, Benefits, Compensation, Talent Acquisition, and other stakeholders.
• Establish service level agreements and monitor team performance.
• Manage HR ticketing, issue resolution, escalations, and operational workflows.
• Develop and maintain Standard Operating Procedures (SOPs), knowledge articles, process maps, and operational documentation.
• Identify operational risks and implement preventive controls.
• Drive continuous improvement initiatives that improve quality, speed, and customer satisfaction.

5. HR Technology & Operational Enablement

Serve as the business owner for HR technology platforms supporting HR Operations, including SAP SuccessFactors.

Responsibilities include:

• Ensure HR systems effectively support employee lifecycle processes and operational service delivery.
• Partner with Global HR Technology and IT to prioritize system enhancements.
• Oversee system testing, releases, and production readiness.
• Maintain configuration governance and documentation.
• Evaluate automation opportunities that improve operational efficiency.
• Ensure HR technology aligns with business processes and organizational needs.
• Balance local business requirements with global technology standards.

6. Compliance, Controls & Risk Management

• Establish operational controls governing employee transactions, documentation, system access, and data changes.
• Ensure employee changes are processed only after required approvals and supporting documentation have been received.
• Maintain audit-ready employee records and operational documentation.
• Partner with Payroll, Legal, Compliance, Internal Audit, and Information Security to ensure compliance with company policies and applicable regulations.
• Protect confidential employee information through strong data governance and security practices.
• Lead corrective actions resulting from audits or compliance reviews.

7. Reporting & Workforce Analytics

Develop operational dashboards and metrics that measure:

• Employee transaction turnaround time
• Data accuracy
• Documentation compliance
• SLA performance
• HR ticket resolution
• Onboarding timeliness
• Audit findings
• Customer satisfaction
• Process quality
• Operational efficiency

8. Operational Accountability

The Senior Manager, HR Operations is accountable for:

• Accurate processing of all employee lifecycle transactions
• Timely onboarding and employee changes
• Integrity of employee data
• Maintenance of employee personnel files
• Compliance with HR documentation requirements
• HR operational policies and standard operating procedures
• HR service delivery performance
• Team development and performance
• Audit readiness
• Customer satisfaction
• Continuous process improvement
• Effective use of HR technology to support business operations

Qualifications

Education

Bachelor's degree in Human Resources, Business Administration, Information Systems, or a related field required.

Master's degree or HR certification (SHRM-SCP, SPHR) preferred.

Experience

• Minimum eight years of progressive Human Resources Operations experience.
• Minimum three years leading an HR Operations, HR Shared Services, or Employee Services team.
• Demonstrated experience managing employee lifecycle processes from hire through termination.
• Experience developing HR operational policies, SOPs, and internal controls.
• Experience managing employee records, documentation, and HR data governance.
• Experience partnering closely with Payroll to ensure timely and accurate employee transactions.
• Experience implementing process improvements and operational efficiencies.
• Experience managing HR systems such as SAP SuccessFactors, ADP, Workday, Oracle HCM, UKG, or similar platforms.
• Experience leading cross-functional initiatives in a complex, matrixed organization.

Preferred Experience

• SAP SuccessFactors Employee Central
• Global HR Operations
• Shared Services
• Lean or Six Sigma methodology
• HR Project Management
• HR technology implementations

Core Competencies

Leadership

• People Leadership
• Coaching & Development
• Strategic Thinking
• Change Leadership
• Cross-functional Collaboration

HR Operations

• Employee Lifecycle Management
• HR Service Delivery
• Operational Excellence
• Shared Services
• Process Improvement
• SOP Development
• Continuous Improvement

Governance

• Data Governance
• HR Compliance
• Records Management
• Internal Controls
• Audit Readiness
• Risk Management

Technology

• HRIS Management
• SAP SuccessFactors
• HR Analytics
• Workflow Automation
• Reporting & Dashboards

Professional Skills

• Analytical Thinking
• Customer Focus
• Problem Solving
• Communication
• Organization
• Decision Making
• Influencing Without Authority

Success Measures (First 12 Months)

The successful Senior Manager, HR Operations will:

• Build a high-performing HR Operations team with clear roles, accountability, and development plans.
• Establish standardized HR operational processes and documentation across all employee lifecycle transactions.
• Develop and implement SOPs and operational controls for key HR processes.
• Improve employee transaction accuracy and reduce processing errors.
• Achieve established service level agreements for onboarding, employee changes, and HR service requests.
• Improve employee and manager satisfaction with HR Operations services.
• Strengthen HR data governance and ensure audit-ready employee records.
• Optimize SAP SuccessFactors and related HR systems to support efficient, scalable HR operations.
• Develop meaningful operational dashboards and KPIs to drive decision-making and continuous improvement.

Pay: $140,000.00 - $170,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Employee assistance program
• Flexible schedule
• Flexible spending account
• Health insurance
• Health savings account
• Life insurance
• Paid time off
• Parental leave
• Professional development assistance
• Referral program
• Tuition reimbursement
• Vision insurance

Work Location: Hybrid remote in Austin, TX 78701