Senior Human Resources Operations Manager

About HaloMD:

HaloMD is a leading expert in No Surprises Act and Independent Dispute Resolution operations, partnering with healthcare providers nationwide to navigate NSA complexities and secure appropriate reimbursement. We operate across 37 states and are rapidly scaling our people infrastructure to match our growth. We move fast, invest in our people, and believe that how we treat employees reflects how we operate in the world.

About the Role:
The Senior Human Resources Operations Manager owns the processes, data, compliance, and service delivery that keep the employee experience running smoothly across HaloMD's distributed, multi-state workforce and international operations. This is the operational backbone of the People function: designing scalable HR processes, driving compliance in every jurisdiction where we operate, and delivering the operational execution and reporting that leadership relies on. The role also provides project coordination and portfolio governance for enterprise People initiatives, keeping work organized, aligned, and on track while functional leaders retain ownership of strategy and program design. This is a working leadership role: the Senior Manager oversees and develops a team while also performing hands-on operational work directly, not solely delegating.

WHAT YOU WILL DO:

HR Operations & Service Delivery:

• Own core HR operations across the employee lifecycle: onboarding, offboarding, employee transactions, organizational changes, employment documentation, and personnel record management. Lead a team that handles day-to-day execution, and perform this work directly as needed.
• Establish, monitor, and continuously improve HR service delivery standards, service level expectations (SLAs), and operational performance metrics.
• Serve as the escalation point for complex or systemic HR operations matters, routing to HRBPs or Legal as appropriate.
• Develop employee and manager self-service resources and knowledge articles that promote consistency and a high-quality experience.
• Own the Employee Services business capability, using the HR ticketing system and HR workflows as enabling tools and UKG as the employee system of record maintained by Total Rewards & HRIS.

Leave of Absence Administration:

• Own leave of absence administration across the organization, including FMLA, ADA accommodations, state and local leave programs, and company leave policies, ensuring accurate, compliant, and timely administration.
• Oversee the Leave of Absence Administrator, who manages day-to-day case administration, ensuring cases are handled accurately, confidentially, and in compliance with applicable law.
• Partner with HRBPs, Legal, and outside counsel on complex, escalated, or high-risk leave and accommodation matters.
• Continuously enhance the leave program, improving processes, documentation, tracking, reporting, system support, and employee and manager communication.

Program Governance & Escalation:

• Own governance and escalation authority for the Global Contingent Workforce Program: set program standards, approve Coordinator-level escalations, and drive cross-functional alignment with ELT Functional Department Heads on staffing decisions, classification changes, and vendor arrangements.
• Ensure the HR Operations Lead executes the Contingent Workforce Program within established policy and compliance frameworks. The Lead and team own day-to-day execution and SOP management; this role owns program governance, escalation authority, and leadership visibility.
• Own governance of the HR Operations inbox and ticketing system (FreshService) at the oversight level: set SLAs, monitor volume and resolution trend data, and ensure the function is appropriately resourced and performing.
• As FreshService matures into the system of record for HR service delivery, day-to-day triage, routing, and response transitions fully to the HR Operations Lead. This role escalates systemic service gaps, complex matters, or SLA failures to HRBPs or Legal as appropriate, and does not handle routine inquiry triage.

Process Design & Continuous Improvement:

• Map, standardize, and continuously improve core HR processes across the employee lifecycle.
• Develop and maintain standard operating procedures, job aids, and self-service resources that scale with growth.
• Identify automation and efficiency opportunities and lead or support HR process and technology projects from requirements through adoption, in partnership with the system owners.
• Leverage AI and automation to streamline HR operations, enhance the effectiveness of HR programs, and improve the employee experience, identifying practical opportunities to apply new tools across workflows, reporting, and service delivery.

Compliance, Policy & Governance:

• Ensure HR operational processes comply with company policies and applicable federal, state, and local employment laws across all states and localities where HaloMD operates.
• Own the development, maintenance, governance, and periodic review of HR policies, procedures, and SOPs, keeping documentation accurate, current, and aligned with business needs.
• Manage the employee handbook, including updates, policy revisions, annual reviews, and communication of policy changes to employees.
• Own recordkeeping, records retention, mandatory reporting (EEO-1, ACA, and state-specific filings), and audit preparation.
• Enforce personnel record management standards, ensuring records are maintained, secured, and retained in compliance with applicable legal and regulatory requirements.
• Ensure medical and other confidential employee information is stored separately, safeguarded, and retained in accordance with applicable laws and regulations, including ADA, FMLA, and confidentiality requirements.
• Partner with IT Security, Compliance, and Legal on organizational compliance initiatives, including SOC 2 audits, security awareness requirements, policy acknowledgements, and employee lifecycle controls.
• Ensure required policy acknowledgements and compliance training assignments are completed, tracked, and appropriately retained.
• Partner with the HR team and outside counsel on documentation, leave administration, and legal-adjacent matters, maintaining appropriate confidentiality and privilege.

Project Coordination & Portfolio Governance:

• Maintain the People team project portfolio, providing visibility into initiative status, milestones, dependencies, risks, and overall project health.
• Coordinate execution of People initiatives by maintaining project plans, timelines, and deliverables; facilitate recurring project meetings, document action items, and follow up with owners to keep commitments on track.
• Proactively identify risks, resource constraints, competing priorities, and potential delays, and escalate to HR leadership to support timely decisions.
• Support implementation planning, communication, and change coordination for People initiatives, including organizational changes and acquisition and integration activity, while functional leaders retain ownership of program strategy and decisions.
• Prepare executive-ready project dashboards, status reports, and portfolio updates, and establish standardized tracking tools, templates, and reporting practices.

Reporting & Workforce Analytics:

• Build and maintain dashboards and standard reports for headcount, turnover, onboarding, compliance, service delivery, and project execution, drawing on HRIS data in partnership with the Total Rewards & HRIS Director.
• Analyze trends and translate data into clear, actionable insight for HR leadership and the executive team to inform decision-making and continuous improvement.

Team Leadership & Cross-Functional Partnership:

• Lead, coach, and develop the HR operations team that supports onboarding, offboarding, contingent workforce management, leave administration, and related operations, operating as a working manager who stays hands-on alongside the team, setting goals and development plans, and fostering a culture of accountability, collaboration, and customer service.
• Partner with the Total Rewards & HRIS Director, who owns payroll and HRIS, so operations, data, and processes connect cleanly end to end.
• Partner across HR Business Partners, Talent Acquisition, Learning & Development, Finance, IT, and Legal to support aligned, efficient operations and successful execution of People initiatives.

WHAT YOU WILL BRING:

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
• 10+ years of progressive HR experience, including significant experience leading HR Operations or People Operations functions.
• Demonstrated HR Operations management experience, including oversight of employee services, operational compliance, policy administration, process improvement, and employee lifecycle operations.
• Demonstrated success leading HR operational excellence, governance, compliance, and process improvement initiatives.
• Strong project coordination, organizational, and portfolio management skills, with the ability to manage multiple concurrent initiatives.
• Experience developing and maintaining HR policies, procedures, employee handbooks, and governance documentation.
• Experience partnering with Legal, IT Security, Compliance, Payroll, Total Rewards, and other cross-functional business leaders.
• Experience supporting internal and external audits, compliance initiatives, and operational governance.
• Working knowledge of leave and accommodation law (FMLA, ADA, and state and local leave programs) and experience overseeing leave administration.
• Excellent communication, stakeholder management, and executive presentation skills.
• Strong analytical, problem-solving, and continuous improvement mindset.
• Comfort leveraging AI and automation tools to streamline processes, enhance HR programs, and improve operational effectiveness.

PREFERRED QUALIFICATIONS:

• Experience supporting a fast-paced, high-growth organization.
• Experience with HR systems such as UKG, Lattice, or similar platforms.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

CORE COMPETENCIES:

• Operational Rigor - Builds reliable, repeatable processes and controls; sweats the details without losing sight of the bigger picture.
• Process Improvement - Simplifies, standardizes, and continuously improves how work gets done across the People function.
• AI & Automation - Applies AI and automation practically to streamline operations and strengthen HR programs.
• Project & Portfolio Management - Keeps multiple initiatives organized, on track, and visible, and escalates risks early.
• Compliance Orientation - Stays ahead of regulatory change across jurisdictions and manages risk proactively.
• Data Judgment - Trusts the numbers, questions the anomalies, and communicates findings in clear, decision-ready terms.
• Change Management - Coordinates communication and adoption so initiatives land cleanly with employees and managers.
• Service Mindset - Treats managers and employees as customers and delivers responsive, high-quality support.

Perks & Benefits:

• Fully Remote role - based within the US; reliable high‑speed internet required.
• Multiple medical plan option.
• Health Savings Account (HSA) with company contributions.
• Dental and vision coverage for you and your eligible dependents.
• 401(k) retirement plan with company match.
• Generous vacation, sick leave, and company‑paid holidays.
• Company wellbeing program with health insurance incentives.

What's Next?

If you're ready to bring your skills and passion to our growing team, we want to hear from you! Apply today and help us create a future where success is the standard.

Equal Opportunity Employer:

HaloMD is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or any other characteristic protected by applicable law. We are committed to building an inclusive workplace where every employee can thrive.