Senior Manager, Human Resources (4017)

The Senior Manager, Human Resources provides day-to-day leadership across employee relations, HR operations, compliance, policy administration, HR systems, and employee lifecycle processes. This role serves as a trusted advisor to leaders and employees, ensures consistent and compliant HR practices, and strengthens the processes and infrastructure needed to support a growing, geographically dispersed workforce across domestic and international operations.

The Senior Manager provides hands-on leadership across employee relations, addressing workplace concerns, supporting managers and employees, and ensuring matters are handled consistently, timely, and in alignment with company policies and practices. This role may provide direct supervision and support to designated HR team members and partners cross-functionally to deliver responsive, accurate, and employee-centered HR services.

DUTIES & RESPONSIBILITIES

• Provide day-to-day leadership and oversight of HR service delivery, ensuring priorities, employee needs, and HR responsibilities are addressed accurately and timely.
• Lead employee relations activities, including workplace concerns, employee complaints, performance and conduct matters, corrective action, fact-finding, investigations, documentation, case tracking, and follow-up.
• Advise and coach managers on employee relations, performance management, attendance, policy interpretation, documentation, difficult conversations, and consistent application of company expectations.
• Oversee core employee lifecycle processes, including onboarding, employment changes, promotions, transfers, leaves and accommodations, and separations.
• Provide oversight of HR systems, employee data, records, workflows, approvals, and reporting to ensure accuracy, data integrity, appropriate controls, and effective HR service delivery.
• Maintain and support consistent administration of HR policies, procedures, handbooks, employment documentation, and compliance requirements.
• Oversee leave, accommodation, employment eligibility, personnel records, and other compliance-sensitive
• HR processes, ensuring timely and consistent administration.
• Support employment compliance, audits, regulatory reporting, and internal reviews; identify risks and ensure timely followup and remediation.
• Monitor employee relations, workforce, compliance, and operational trends; provide reporting and insights to HR leadership and recommend appropriate actions.
• Develop and improve HR workflows, processes, controls, technology, and service practices to increase efficiency, consistency, scalability, and employee experience.
• Partner with HR leadership, Payroll, Finance, Operations, Talent Acquisition, Organizational Development,
• Learning & Development, and other stakeholders to support workforce priorities and organizational initiatives.
• Provide oversight of job descriptions, job architecture, and position documentation to ensure records are current, accurate, and consistently maintained in support of organizational design, workforce planning, and compensation administration.
• Lead assigned HR projects and initiatives and ensure effective implementation, communication, and follow-through.
• May supervise and support designated HR team members by providing direction, coaching, feedback, and accountability while fostering a culture of responsiveness, confidentiality, collaboration, and exceptional Service.

KNOWLEDGE & EXPERIENCE

Education:

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• An equivalent combination of education, professional certifications, and progressively responsible Human Resources experience may be substituted for a degree.

Experience:

• Minimum of ten (10) years of progressively responsible Human Resources experience with broad experience in employee relations, HR operations, compliance, and employee lifecycle management.
• Demonstrated experience handling employee relations matters, workplace investigations, performance management, corrective action, policy interpretation, documentation, and case resolution.
• Experience supporting a multi-state workforce required; geographically dispersed or international workforce experience preferred.
• Experience with HRIS, employee data, reporting, leave and accommodation administration, compliance, policies, and process improvement.
• Previous people leadership, supervisory, or team leadership experience preferred.

Credentials:

• SHRM-CP, SHRM-SCP, PHR, SPHR, Payroll, HRIS, or other related certifications are preferred but not required.

Knowledge and Skills:

• Strong knowledge of employee relations, HR operations, employment practices, policy administration, and HR compliance.
• Strong judgment, problem-solving, and decision-making skills with the ability to handle sensitive workplace matters objectively and consistently.
• Ability to conduct effective fact-finding and workplace investigations and provide practical guidance to managers and employees.
• Strong working knowledge of HRIS, employee data management, reporting, workflows, recordkeeping, and internal controls.
• Excellent communication, coaching, conflict-resolution, organizational, analytical, and relationship-building skills.
• Ability to manage multiple priorities with confidentiality, professionalism, accuracy, and timely followthrough.

KPI & Success Metrics

• Employee Relations & Case Management – Timely, consistent, and well-documented handling of employee relations matters, with effective tracking, follow-up, and resolution.
• HR Service Delivery & Operational Accuracy – Accurate and timely completion of HR transactions, employee records, employment changes, and employee requests within established service expectations.
• Compliance & Audit Readiness – Timely completion of compliance activities and reporting, with minimal significant audit findings or compliance incidents and prompt remediation of identified gaps.
• Voluntary Turnover Rate – Monitor voluntary departures, identify trends and root causes, and support appropriate retention strategies.
• Employee Engagement – Monitor engagement or pulse survey results, identify trends, and support action planning in areas requiring improvement.
• Leadership & Compliance Training Completion – Support timely completion of required leadership and compliance training.
• New Leader Performance Quality – Monitor leadership hiring effectiveness through established post-hire performance and retention measures.
• Diversity & Inclusion – Monitor relevant workforce representation and inclusion indicators to identify trends and opportunities.