Human Resources Manager I or Senior

Summary of Job Responsibilities

The HR Manager/Senior HR Manager plays a key role in delivering Human Resources (HR) services across the organization while providing leadership, coaching, and supervisory oversight for designated HR team members. This position serves as a trusted advisor to employees and leaders, offering guidance and expertise across a broad range of HR functions, including employee relations, workforce planning, talent management, performance management, HR operations, workforce analytics, organizational effectiveness, and policy interpretation.

The HR Manager partners closely with organizational leaders and the HR Director to support business objectives, develop people strategies, and execute HR initiatives. This role is responsible for balancing strategic partnerships and operational execution while promoting a positive employee experience, ensuring consistent application of policies and practices, and fostering an engaged and high-performing workforce.

At the Senior HR Manager level, responsibilities include increased strategic influence, broader organizational impact, and greater accountability for leading complex HR initiatives, organizational change efforts, and department-wide priorities.

Ideal Candidate Statement

The ideal candidate is a well-rounded, hands-on HR professional with experience across the full spectrum of Human Resources, including employee relations, talent acquisition, benefits, leave administration, HR operations, compliance, performance management, training facilitation, and employee engagement. They have successfully led teams, developed HR professionals, and partnered with leaders to deliver practical people solutions that support organizational goals. This individual is approachable, trusted, and action-oriented, with the ability to balance strong relationship-building skills, sound judgment, data-informed insights, and operational execution to improve processes and create positive employee experiences.

Essential Duties and Responsibilities

Employees are held accountable for all duties of the job. Individuals must be able to perform these duties with or without reasonable accommodations.

Human Resources

• Identifies and supports opportunities to improve HR programs, processes, systems, and employee experiences through collaboration, data analysis, and technology optimization.
• Serves as the primary administrator of the Human Capital Management System (HCM) (currently Paycom), ensuring data integrity, system configuration, workflow optimization, reporting, and process improvements that support organizational decision-making.
• Develops, analyzes, and communicates HR metrics, dashboards, and workforce analytics to identify trends, support strategic and operational decision-making, and drive continuous process improvement.
• Creates, analyzes, and maintains HR metrics, dashboards, and recurring and ad hoc reports to monitor workforce trends, support compliance and operational decision-making, and identify opportunities for process improvement.
• Partners with leaders and employees to provide coaching, guidance, and support on employee relations, performance management, engagement, retention, onboarding, offboarding, and workplace concerns.
• As the role evolves in 2027, serves as an HR business partner to assigned leaders and teams by providing coaching, guidance, and support on employee relations, performance management, engagement, workforce planning, and workplace concerns.
• Leads and oversees employee relations investigations, employee listening opportunities, and workforce insight activities to identify trends, address concerns, and recommend effective solutions.
• Leads and ensures compliant execution of HR operations, including payroll review, records management, unemployment claims, and employment law compliance.
• Partners across the HR team to maintain compliance with federal, state, and local employment laws, reporting requirements, and organizational policies through collaboration, training, and process review.
• Develops and facilitates HR-related training, learning content, tools, and leader resources to support effective people management, consistent application of HR practices, and organizational capability.
• Supports organizational effectiveness and change initiatives by partnering with leaders, Legal, HR colleagues, and the Change Management Office to implement people-focused solutions.

• Supports workforce planning, succession planning, talent initiatives, and workforce analytics efforts that support organizational goals and organizational effectiveness.
• Provides cross-functional support for talent acquisition, benefits, leave administration, employee communications, and other HR programs as needed.
• Maintains knowledge of industry trends, emerging HR practices, technology, and regulatory requirements, incorporating relevant insights into team operations and decision-making.

• Maintains regular and reliable attendance and performs other duties as assigned.

Leadership

• Leads and provides managerial oversight for designated team members, fostering employee development, engagement, accountability, and performance through regular coaching and communication.
• In partnership with the HR Director, establishes clear goals, priorities, performance expectations, and development opportunities while aligning team priorities, coordinating initiatives, and supporting consistent communication.
• Supports and implements approaches to enhance team effectiveness, productivity, operational efficiency, and service delivery.
• Oversees daily operations and workflows, ensuring adherence to established processes, procedures, quality standards, and service expectations.
• Identifies operational challenges, barriers, and improvement opportunities and recommends or implements practical solutions in partnership with HR leadership.
• Fosters a positive, inclusive, and high-performing work environment that promotes teamwork, open communication, collaboration, innovation, and mutual respect.
• Supports succession planning and talent development efforts by identifying growth opportunities, preparing team members for future responsibilities, and building team capability.

Job Qualifications

The qualifications listed below represent the foundational requirements for the role. Additional experience, scope, complexity, and leadership expectations for each level are outlined in the leveling guide.

• Industrial/Organizational Psychology, Public Administration, or a related field; or equivalent combination of education and experience (see leveling guide).

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred or obtained within six (6) months of placement into the role.

• Experience supporting multiple HR functional areas, including employee relations, benefits, leave administration, talent acquisition, HR operations, compliance, and/or workforce development.

• Experience utilizing HR metrics, dashboards, workforce data, and reporting to support decision-making, operational effectiveness, and continuous improvement.

• Strong verbal and written communication, interpersonal, and relationship-building skills.

• Demonstrated ability to maintain confidentiality, exercise sound judgment, independently prioritize work, and identify practical solutions to business challenges.

• Ability to manage multiple priorities and competing deadlines while maintaining accuracy.

• Experience supporting change, process improvement, or technology implementation initiatives preferred.

• Ability to facilitate training or learning sessions preferred.

• Experience administering an HCM system and supporting configuration, reporting, data integrity, troubleshooting, and process improvement, strongly preferred.

SEE LEVELING GUIDE

Working Conditions

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

• Standard office environment with frequent telephone communication, computer operation, and other office productivity machinery, such as a copy and printer machine.

• Occasional moving and positioning supplies up to 20 pounds

• All employees are expected to present themselves in a professional manner in alignment with the financial services industry

• Ability to sit for prolonged periods of time

• Ability to operate standard PC equipment

• Ability to manage frequent deadlines and tight schedules

The Senior HR Manager requirements include those of the preceding level.

HR Manager Senior HR Manager Scope and complexity of work Manages defined HR programs, processes, and team workflows of moderate complexity. Oversees day-to-day operations of assigned teams, ensuring accuracy, consistency, service quality, and compliance. Handles employee relations matters and investigations of routine to moderate complexity, escalating highly complex or sensitive matters as appropriate. Supports organization-wide HR initiatives and contributes to implementation with guidance from the HR Director. Leads small to mid-sized projects or defined components of larger initiatives. As the role evolves in 2027, serves as an HR business partner to assigned leaders and teams, supporting routine to moderately complex employee relations, performance management, engagement, workforce planning, and operational HR matters. Manages broader or more complex HR programs, processes, and team workflows that require greater judgment, coordination, and independent execution. Serves as an escalation point for complex employee relations issues, including sensitive investigations, while partnering with the HR Director on matters with significant organizational, legal, or reputational impact. Provides consultative HR guidance to leaders across multiple divisions and helps translate HR strategy into practical plans, processes, and outcomes. Leads larger or more complex HR projects, program enhancements, policy updates, and process improvements within established HR strategy and direction. Partners closely with the HR Director and, as appropriate, the CHRO on key priorities, workforce planning, talent initiatives, and organizational capability efforts; contributes recommendations and execution support without holding final accountability for overall HR strategy. As the role evolves in 2027, serves as a senior HR business partner to broader or more complex client groups, advising on sensitive employee relations matters, workforce planning, talent initiatives, organizational effectiveness, and change efforts within established HR strategy. Experience 7+ years of progressive HR experience with broad HR knowledge in benefits, leaves of absence, recruiting, employee relations, performance development, talent management, and compliance; or equivalent combination of education and experience. At least 2-3 years of supervisory-level leadership experience, including developing goals, supporting accountability, evaluating performance, and contributing to team member growth and development. Experience providing guidance to leaders on employee relations, performance, and workplace matters of routine to moderate complexity. Experience using basic HR metrics, dashboards, and workforce data to monitor trends, support decision-making, and identify process improvement opportunities. Experience using HR technology and reporting tools to support HR operations. 8-10+ years of broad HR experience with increasing leadership responsibility, complexity of assignments, and organizational impact. 3+ years of supervisory experience leading HR staff, programs, or workstreams. Demonstrated success leading complex employee relations cases and advising leaders on sensitive workplace matters. Experience managing complex HR programs or functional areas with accountability for execution, coordination, and continuous improvement. Experience developing or improving frameworks, policies, programs, or practices under the direction of HR leadership. Experience leveraging workforce analytics to inform recommendations, operational decisions, and workforce planning discussions. Skills Strong communication, coaching, and employee relations skills. Skilled in problem-solving, relationship building, and influencing leaders at the manager and department level. Uses sound judgment and available data to support decisions and practical process improvements. Capable project manager with the ability to coordinate stakeholders and lead work through execution. Advanced facilitation, consultation, coaching, and leader influence skills. Applies strategic thinking to connect talent, workforce, and operational implications to HR recommendations and execution plans. Demonstrated ability to navigate ambiguity, lead change, and recommend practical solutions within established HR direction. Highly skilled in conflict resolution, sound judgment, and decision support. Knowledge Solid understanding of employment law, HR operations, and HR best practices. Working knowledge of HRIS, compensation fundamentals, workforce processes, and compliance requirements. Advanced knowledge across multiple HR areas, including employee relations, talent, compliance, benefits, HR operations, and workforce analytics. In-depth understanding of organizational dynamics, change management principles, and leader consultation practices. Identifies HR implications of business decisions and provides informed recommendations to HR leadership and business leaders. People Leadership Directly supervises specialists or coordinators; provides coaching, feedback, and development support. Assigns work, monitors progress, reviews quality, and supports team growth. Ensures team members understand expectations, timelines, priorities, and service standards. Leads a broader team, more experienced team members, or multiple HR workstreams within established departmental priorities. Coaches and develops HR professionals while serving as a resource on complex work, escalated matters, team effectiveness, and consistent application of HR practices. Helps translate HR Director priorities into team goals, workflows, and actions; promotes collaboration across HR and with business leaders.

Hybrid Work Option

• Opportunity to work from home up to two days per week. Eligibility dependent upon factors detailed in PERA's Work from Home Policy.