Senior Manager HR Operations

Own day‐to‐day HR operations for the U.S. employee population across the employee lifecycle (onboarding, internal moves, offboarding), ensuring a consistent, high‐quality employee experience.

Design, maintain, and enhance HR policies and employee handbook content in conjunction with other offices, ensuring compliance with federal, state, and local employment laws and alignment with global frameworks.

Monitor employment law trends and HR best practices; proactively recommend and implement updates to policies, processes, and documentation, including change management and communication.

Lead HR audits and own the integrity, consistency, and security of people data across HR systems and records, in partnership with other corporate functions.

Proactively manage legal and compliance risk by ensuring consistent policy application, robust documentation, and timely escalation of sensitive or high‐risk issues.

Oversee and, when needed, conduct investigations, partnering with the Director, People Strategy, and Legal to ensure fair, thorough, and timely resolution.

Own and deliver HR training content and frameworks for employees

Identify opportunities to streamline and automate workflows across functions and lead related improvement projects.

Coordinate closely with other People Strategy functions and lead projects as needed.

Serve as a trusted advisor and coach to staff and managers on HR‐related issues, providing pragmatic, risk‐aware guidance and elevating matters as appropriate.

Oversee employee relations cases across the lifecycle (conduct, probation, sickness/absence, accommodations, leaves, policy concerns), ensuring consistent handling and manager capability building.

Own employee leaves and accommodations, including FMLA, medical leave, parental leave, and other time‐off programs, from design of process through employee education, implementation, and documentation.

Partner with leaders and the broader People Strategy team to shape and support engagement, recognition, and wellbeing initiatives.

Serve as the senior owner for people data quality, governance, and reporting, ensuring accurate and actionable data for decision‐making.

Design and maintain People dashboards and reports that provide insight into key workforce metrics (headcount, absence, attrition, tenure, and other trends).

Take an analytical, metrics‐driven approach to problem solving, translating data into compelling narratives and recommendations that inform people decisions.

Partner with Finance, Talent Acquisition, and business leaders to ensure alignment on people data used for budgeting, forecasting, and strategic planning.

Own U.S. benefits from an HR perspective, including strategy input, plan design discussions, day‐to‐day administration, vendor relationships, renewals, local benchmarking, and employee communications.

Lead or support compensation work as appropriate, including data integrity for job and salary structures, annual salary review and bonus cycles, market pricing projects, and pay‐related change workflows.

Lead U.S. immigration and work authorization activity in partnership with external counsel, and internal stakeholders.