Youth Guidance
Senior Manager of HR Operations
Join to apply for the Senior Manager of HR Operations role at Youth Guidance.
Base pay range $73,000.00/yr - $106,000.00/yr
Position Summary The Senior Manager of HR Operations role provides a blend of strategic leadership and hands‑on management to ensure the alignment of key HR functions with business objectives. This role oversees payroll, benefits, employee relations/satisfaction, and HR risk/compliance. It drives the resolution of complex employee issues, ensures compliance with employment laws, and aligns operations with organizational goals, consulting the Chief Risk Officer and General Counsel as needed. By leveraging data‑driven insights, dashboards, and metrics, the Senior Manager drives proactive decision‑making and risk mitigation.
Key Responsibilities Operational Leadership & Strategy
Lead daily operations across payroll, benefits, and HR functions, ensuring accuracy, efficiency, and compliance.
Develop, implement, document, and monitor policies, procedures, and systems that enhance operational effectiveness and workforce support.
Design and execute strategic initiatives that drive organizational growth, employee engagement, and compliance.
Design and operationalize the strategic approach, dashboard, and metrics for the HR Operations division.
Payroll & Benefits Administration
Oversee payroll processing to ensure accuracy, timeliness, and compliance with all federal, state, and local requirements.
Partner with Finance on reconciliations, audits, and reporting requirements, maintaining strong internal controls.
Direct the administration of employee benefits programs, optimizing offerings in collaboration with vendors and brokers while monitoring compliance with ERISA, ACA, HIPAA, COBRA, and other regulations.
Employee Relations & Compliance
Lead the design and execution of Employee Relations strategies, programs, and dashboards to track trends in grievances, investigations, turnover, and engagement.
Manage investigations, disciplinary processes, and performance management in partnership with the Manager of Employee Experience, HR Business Partners, and leadership.
Conduct Tier 3 investigations and support Tier 2 investigations with best practices and oversight.
Initiate and coordinate processes to track and meet HR compliance requirements.
Submit timely reports on HR compliance to the appropriate parties.
Oversee policy updates and handbook revisions, ensuring compliance with employment laws and regulatory requirements.
Stay current on employment law, HR trends, and best practices, providing training and guidance on compliance, conflict resolution, and employee engagement.
Partner with the Chief People Officer in leading the Council of Accreditation (COA) process, adhering to all HR standards at the highest level.
Team Management & Development
Supervise, coach, and develop staff, fostering growth, accountability, and high performance.
Build a collaborative and service‑focused culture that aligns with organizational values.
Collaborate with the Training & Development team to design and deliver training programs for managers and leaders across HR Operations areas.
Lead audits and risk management initiatives related to payroll, benefits, and HR operations.
Prepare and present reports to executive leadership, the board of directors, and external stakeholders as needed.
Collaborate cross‑functionally with legal, compliance, finance, and program leaders to ensure data accuracy, compliance, and operational excellence.
Other duties as assigned.
Qualifications Education/Experience/Training
Bachelor’s degree in Human Resources or related field. A Master’s degree is preferred.
HRCI or SHRM certification preferred.
Data‑driven & analytical.
8+ years of overall business experience including HR and operations management (minimum of 4–8 years HR experience required; experience overseeing payroll and benefits, non‑profit experience preferred).
Demonstrated experience in employee relations within an academic or unionized educational environment is preferred.
Experience with BambooHR, Paycom, or similar HRIS operations.
Strong knowledge of payroll systems, HRIS platforms, and benefits administration.
Proven track record of building and leading high‑performing teams.
Excellent problem‑solving, communication, and organizational skills.
Strong knowledge of compliance requirements (FLSA, ERISA, ACA, HIPAA, COBRA).
Skills/Abilities
Proven ability to lead, motivate, and develop high‑performing teams in multi‑state operations; cultivates a team‑oriented culture focused on accountability, results, and engagement.
Experience in strategic planning, organizational design, and leading change initiatives to adapt to evolving economic, political, and cultural conditions.
Skilled at implementing new business capabilities and guiding organizations through cultural and process changes.
In‑depth knowledge of human resources practices, government contractor standards, employment law, and compliance regulations (FLSA, ERISA, ACA, HIPAA, COBRA). Strong background in workplace investigations, employee relations, and best practices.
Advanced knowledge of payroll processes, tax regulations, and wage and hour laws; skilled in benefits program management including health, retirement, leave, and wellness plans.
Strong consulting, coaching, and conflict‑resolution abilities with the capacity to influence and build trust at all organizational levels.
High analytical acumen with experience using data and metrics to drive strategic and operational decisions; adept at identifying trends and developing scalable solutions.
Demonstrated ability to design and implement efficient processes, manage competing priorities, and deliver operational improvements across teams and systems.
Excellent written and verbal communication skills; able to convey complex information clearly and build productive relationships with cross‑functional teams, vendors, auditors, and external partners.
Proficient with HRIS, payroll systems, and Microsoft Office Suite, with the ability to learn and adapt to new technologies.
Highly ethical with strong judgment; proven ability to handle confidential and sensitive information with discretion while championing inclusion, diversity, equity, and belonging (DEIB).
Commitment to fostering a positive workplace culture centered on continuous improvement, engagement, and organizational excellence.
Seniority level: Mid‑Senior level
Employment type: Full‑time
Job function: Human Resources
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Base pay range $73,000.00/yr - $106,000.00/yr
Position Summary The Senior Manager of HR Operations role provides a blend of strategic leadership and hands‑on management to ensure the alignment of key HR functions with business objectives. This role oversees payroll, benefits, employee relations/satisfaction, and HR risk/compliance. It drives the resolution of complex employee issues, ensures compliance with employment laws, and aligns operations with organizational goals, consulting the Chief Risk Officer and General Counsel as needed. By leveraging data‑driven insights, dashboards, and metrics, the Senior Manager drives proactive decision‑making and risk mitigation.
Key Responsibilities Operational Leadership & Strategy
Lead daily operations across payroll, benefits, and HR functions, ensuring accuracy, efficiency, and compliance.
Develop, implement, document, and monitor policies, procedures, and systems that enhance operational effectiveness and workforce support.
Design and execute strategic initiatives that drive organizational growth, employee engagement, and compliance.
Design and operationalize the strategic approach, dashboard, and metrics for the HR Operations division.
Payroll & Benefits Administration
Oversee payroll processing to ensure accuracy, timeliness, and compliance with all federal, state, and local requirements.
Partner with Finance on reconciliations, audits, and reporting requirements, maintaining strong internal controls.
Direct the administration of employee benefits programs, optimizing offerings in collaboration with vendors and brokers while monitoring compliance with ERISA, ACA, HIPAA, COBRA, and other regulations.
Employee Relations & Compliance
Lead the design and execution of Employee Relations strategies, programs, and dashboards to track trends in grievances, investigations, turnover, and engagement.
Manage investigations, disciplinary processes, and performance management in partnership with the Manager of Employee Experience, HR Business Partners, and leadership.
Conduct Tier 3 investigations and support Tier 2 investigations with best practices and oversight.
Initiate and coordinate processes to track and meet HR compliance requirements.
Submit timely reports on HR compliance to the appropriate parties.
Oversee policy updates and handbook revisions, ensuring compliance with employment laws and regulatory requirements.
Stay current on employment law, HR trends, and best practices, providing training and guidance on compliance, conflict resolution, and employee engagement.
Partner with the Chief People Officer in leading the Council of Accreditation (COA) process, adhering to all HR standards at the highest level.
Team Management & Development
Supervise, coach, and develop staff, fostering growth, accountability, and high performance.
Build a collaborative and service‑focused culture that aligns with organizational values.
Collaborate with the Training & Development team to design and deliver training programs for managers and leaders across HR Operations areas.
Lead audits and risk management initiatives related to payroll, benefits, and HR operations.
Prepare and present reports to executive leadership, the board of directors, and external stakeholders as needed.
Collaborate cross‑functionally with legal, compliance, finance, and program leaders to ensure data accuracy, compliance, and operational excellence.
Other duties as assigned.
Qualifications Education/Experience/Training
Bachelor’s degree in Human Resources or related field. A Master’s degree is preferred.
HRCI or SHRM certification preferred.
Data‑driven & analytical.
8+ years of overall business experience including HR and operations management (minimum of 4–8 years HR experience required; experience overseeing payroll and benefits, non‑profit experience preferred).
Demonstrated experience in employee relations within an academic or unionized educational environment is preferred.
Experience with BambooHR, Paycom, or similar HRIS operations.
Strong knowledge of payroll systems, HRIS platforms, and benefits administration.
Proven track record of building and leading high‑performing teams.
Excellent problem‑solving, communication, and organizational skills.
Strong knowledge of compliance requirements (FLSA, ERISA, ACA, HIPAA, COBRA).
Skills/Abilities
Proven ability to lead, motivate, and develop high‑performing teams in multi‑state operations; cultivates a team‑oriented culture focused on accountability, results, and engagement.
Experience in strategic planning, organizational design, and leading change initiatives to adapt to evolving economic, political, and cultural conditions.
Skilled at implementing new business capabilities and guiding organizations through cultural and process changes.
In‑depth knowledge of human resources practices, government contractor standards, employment law, and compliance regulations (FLSA, ERISA, ACA, HIPAA, COBRA). Strong background in workplace investigations, employee relations, and best practices.
Advanced knowledge of payroll processes, tax regulations, and wage and hour laws; skilled in benefits program management including health, retirement, leave, and wellness plans.
Strong consulting, coaching, and conflict‑resolution abilities with the capacity to influence and build trust at all organizational levels.
High analytical acumen with experience using data and metrics to drive strategic and operational decisions; adept at identifying trends and developing scalable solutions.
Demonstrated ability to design and implement efficient processes, manage competing priorities, and deliver operational improvements across teams and systems.
Excellent written and verbal communication skills; able to convey complex information clearly and build productive relationships with cross‑functional teams, vendors, auditors, and external partners.
Proficient with HRIS, payroll systems, and Microsoft Office Suite, with the ability to learn and adapt to new technologies.
Highly ethical with strong judgment; proven ability to handle confidential and sensitive information with discretion while championing inclusion, diversity, equity, and belonging (DEIB).
Commitment to fostering a positive workplace culture centered on continuous improvement, engagement, and organizational excellence.
Seniority level: Mid‑Senior level
Employment type: Full‑time
Job function: Human Resources
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