Human Resources Operations Manager

Job Description

Human Resources Operations Manager

Position Type:   

Full Time

Exempt

Hybrid Flexible (work in the office for 3 days, as needed, on a flexible schedule, typically on Mondays, Tuesdays and Thursdays)

Location:         Los Angeles

Residency Requirements: 

Washington D.C.: For all positions based in the Washington, D.C. office, residency within Washington D.C., Maryland or Virginia and within a reasonable commutable distance to the assigned office is required depending on the firm's discretion and the nature of the role.

Los Angeles and San Francisco Offices: For all positions based in the Los Angeles and San Francisco offices, residency within the state of California and within a reasonable commutable distance to the assigned office is required depending on the firm's discretion and the nature of the role.

Salary Range:         $150,000.00 - $160,000.00 *

*The salary range is the one that Munger, Tolles & Olson LLP reasonably expects to pay for this position.  The salary range does not guarantee, obligate, nor set expectations of an applicant’s wage in the event of hire.  The posted range is only one component of Munger, Tolles & Olson LLP’s Total Rewards package.

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The Human Resources Operations Manager is responsible for overseeing the processes, systems, reporting, compliance programs, and operational activities that support the Human Resources function. This role partners with HR leadership to ensure HR services are delivered efficiently, consistently, and in alignment with firm needs.

The HR Operations Manager serves as the primary operational resource for HR systems, reporting, process improvement, compliance administration, and departmental projects. Working closely with Information Technology and the System Innovations team, this role supports the effective use of Workday and other HR technologies, identifies opportunities to improve workflows and service delivery, and helps implement operational improvements across the HR function. The HR Operations Manager directly supervises the HR Operations Specialist.

Job Functions & Responsibilities

HR Operations & Service Delivery

• Own core HR operational processes, including onboarding, offboarding, employee record maintenance, payroll coordination and benefits administration.
• Oversee day-to-day HR operational activities and employee lifecycle processes.
• Ensure HR services are delivered accurately, efficiently, and consistently.
• Identify operational challenges and opportunities to improve service delivery and user experience.
• Oversee operational vendors and service providers supporting HR programs and processes.
• Supervise the HR Operations Specialist and provides guidance regarding operational priorities and activities.

HR Systems, Reporting & Data Management

• Serve as the primary HR contact for Workday and other HR technologies, partnering with Information Technology and the System Innovations team to support system enhancements and process improvements.
• Support HR system administration, reporting, data integrity, audits, and documentation efforts.
• Develop and maintains HR reports, dashboards, and operational metrics.
• Provide training and support related to HR systems and reporting tools.
• Identify opportunities to improve system utilization and efficiency.

Process Improvement & Technology Enablement

• Evaluate HR processes and workflows and recommends improvements that increase efficiency, consistency, and service quality.
• Establish and maintain SOPs, process documentation, and operational resources that support consistent team execution.
• Identify opportunities to leverage technology, automation, and AI tools to improve processes, service delivery, and ways of working.
• Support implementation of operational and technology improvements across HR functions.

Compliance Administration & Operational Risk

• Oversee administration of HR compliance programs, including required compliance training, tracking, reporting, and audit preparation.
• Ensure HR records, documentation, and processes comply with firm requirements and applicable regulations.
• Support implementation of operational requirements related to new employment laws and regulatory changes.
• Coordinate compliance reporting, audits, and governance-related activities.
• Recommend process improvements that strengthen compliance and operational controls.

HR Analytics & Project Management

• Oversee HR reporting, operational dashboards, workforce metrics, and routine analytics that support operational and strategic decision-making.
• Lead or support firm-wide HR projects and cross-functional initiatives, including technology implementations, process redesign efforts, compliance initiatives, and operational improvements.
• Manage project plans, timelines, stakeholder engagement, communications, and implementation activities.
• Support implementation of new HR programs, policies, systems, and business initiatives.
• Use data to identify trends, risks, process gaps and recommend solutions for workforce and operational challenges.

Team Leadership & Cross-Functional Partnership

• Directly supervises the HR Operations Specialist.
• Establish team priorities, workload distribution, performance expectations, and operational goals.
• Provide coaching, mentoring, performance management, and professional development.
• Develop cross-training strategies and continuity plans to support sustainable operations and consistent service delivery.
• Partner with HRBP, Recruiting, Compensation, Benefits, Payroll, Finance, Information Technology, and firm leadership to deliver integrated HR solutions.
• Promote a culture of accountability, innovation, continuous improvement, and exceptional customer service.
• Perform other duties as assigned.

Tools

• Microsoft Office applications, specifically Outlook, Word, Excel and PowerPoint
• HRIS – Workday, ADP Workforce Now, MS Dynamics
• LMS

Minimum Job Qualifications

• Bachelor's degree in Human Resources, Business Administration, Information Systems, Organizational Development, or a related discipline; or equivalent combination of education and experience.
• Professional certification preferred (SHRM-CP, SHRM-SCP, PHR, SPHR, PMP, Workday Certification, or equivalent).
• 8+ years of progressive experience in Human Resources Operations, HRIS Administration, HR Technology, Process Improvement, Project Management, or related disciplines.
• Demonstrated experience serving as a business lead, functional lead, or subject matter expert for Workday or another enterprise HRIS platform.
• Experience leading HR systems enhancements, implementations, process improvement initiatives, or operational transformation efforts.
• Demonstrated experience managing complex projects and cross-functional initiatives.
• Strong understanding of HR operational practices, compliance administration, employee data management, reporting, and process governance.
• Experience developing reporting, dashboards, analytics, and operational metrics to support decision-making.
• Demonstrated ability to evaluate business processes and implement scalable operational solutions.
• Strong project management, organizational, analytical, and problem-solving skills.
• Advanced proficiency in Workday, Microsoft Excel, reporting tools, and other business applications.
• Demonstrated ability to build partnerships and influence stakeholders across all levels of the organization.
• Experience supervising, coaching, and developing team members.
• Demonstrated interest in emerging technologies, automation, and artificial intelligence solutions that support operational effectiveness.
• Law firm or professional services experience preferred.

Physical Demands

Writing, typing, reading, speaking, hearing, seeing, sitting, bending, reaching, lifting up to 25 lbs.

Working Conditions

Quiet office environment in a high-rise building, seated the majority of the time.

Direct Reports

Human Resources Coordinators, HR Systems Administrator, and Recruiters.

Competencies

• Communicates effectively: Developing and delivering multi-mode communications that convey a clear understanding of the unique needs of different audiences.
• Being resilient: Rebounding from setbacks and adversity when facing difficult situations.
• Collaborates: Building partnerships and working collaboratively with others to meet shared objectives.
• Instills trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
• Customer focus: Building strong customer relationships and delivering customer-centric solutions.
• Drives results: Consistently achieving results, even under tough circumstances.
• Situational adaptability: Adapting approach and demeanor in real time to match the shifting demands of different situations.

The HR Operations Manager role is an amazing opportunity available on our team of professionals at Munger, Tolles & Olson, LLP! We offer competitive pay, benefits and an opportunity to make an impact in today’s world.

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About Munger, Tolles & Olson

Munger, Tolles & Olson has topped The American Lawyer’s A-List a record twelve times, and maintains the highest average A-List ranking in the history of the award.

We strive to hire only the most qualified and creative lawyers. We believe that clerkships provide valuable experience. In this regard, nearly 75% of our lawyers and over 80% of our litigators served as law clerks to federal or state judges and sixteen attorneys were clerks to U.S. Supreme Court Justices. We recruit and retain the best professional talent to support our Attorneys with a focus on service and excellence. We have a full spectrum of functional positions including Information Technology, Information Security, Accounting, Human Resources, Legal Support, and Marketing.

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MTO is an equal opportunity employer and does not discriminate in employment on the basis of race, including but not limited to hair texture and protective hairstyles (for example, braids, locks, and twists), color, ethnicity, religion, gender, gender identity or expression, pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth and breastfeeding, marital or domestic partner status, parental or family care status, national origin, ancestry, age, sexual orientation, disability or medical condition, genetic characteristic, political affiliation, military or veteran status, or any other characteristic protected by federal, state or local law.  It is the policy of Munger, Tolles & Olson LLP to prohibit discrimination, unlawful harassment (including sexual harassment), and retaliation.  This commitment prohibits such conduct by any individual involved in MTO’s operations and by anyone doing business with or on behalf of Munger, Tolles & Olson LLP.

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We are a talent-first Firm and are always looking for great people. We encourage you to apply even if the level of this position is not an exact match to your qualifications. This may not guarantee your placement into the opening; however, it is always worth exploring if there is an opportunity for the future.

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Munger, Tolles & Olson LLP (MTO) does not accept unsolicited resumes from 3rd parties or agencies.  Any unsolicited resumes and profiles received from 3rd parties or agencies will be considered property of MTO and no fees will be due or paid.  If you wish to become an approved Agency with MTO, please contact a member of the MTO Talent Acquisition Team.