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HR Operations Manager Job Description
  • Publish: April 2, 2021
  • Author: StrongerTeams Editorial
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HR Operations Manager Job Description

An HR Operations Manager is responsible for the smooth running of the HR department within an organization.

The role maintains and improves systems, develops HR policies, and manages the HR departmental budgets. It is an executive position that often involves the leadership of a team of HR Practitioners and Specialists.

The HR Operations Manager job is a stepping-stone to senior HR management and is crucial to the uninterrupted and efficient running of HR in an organization.

Similar Job Titles:

Human Resources Associate, HR Generalist, HR Administrator, HR Specialist

What Does an HR Operations Manager Typically Do?

An HR Operations Manager oversees the HR infrastructure, policies, and operations. They must be an expert in Human Resources Information Systems (HRIS), departmental finance, and HR practice.

An HR Operations Manager’s tasks will include:

  1. Evaluating HRIS performance
  2. Developing and implementing improvement plans to HR processes
  3. Setting operational performance targets and monitoring performance
  4. Creating budgets and tracking spend
  5. Developing organizational policies
  6. Reporting to senior management on HR performance
  7. Answering employee queries related to HR

Evaluating HRIS Performance

The HR Operations Manager assesses the efficiency, fitness for purpose, and sustainability of the HRIS. The assessment should be benchmarked against the required output, speed, and capability to determine whether upgrades are or may become necessary.

Developing and Implementing Improvement Plans to HR Processes

The HR Operations Manager identifies opportunities for process improvement and develops plans to implement corrective action. It is then the HR Operations Manager’s responsibility to ensure these plans are put into effect, measure improvement, and report back to senior management on the results. The HR Operations Manager also makes sure that any necessary training is carried out.

Setting Operational Performance Targets and Monitoring Performance

The HR Operations Manager sets operational targets based on trends and required performance. The targets must be SMART and agreed on by all stakeholders. The HR Operations Manager then tracks ongoing HR operations and offers support where required. This task aims to instill a culture of continuous improvement in the HR department for the benefit of the whole organization.

Creating Budgets and Tracking Spend

The HR Operations Manager is the custodian of HR budgets and must continuously monitor spend. Budget plans must be approved by finance management and must include staff costs, the organizational training budget, IT maintenance and upgrades, and the requisite share of organization overheads.

Developing Organizational Policies

The HR Operations Manager ensures that all required organizational policies and procedures are in place, published, and understood by all employees. In the case of legislative changes, business restructuring, or other developments in the organization, the HR Operations Manager develops new policies and oversees their implementation.

Reporting to Senior Management on HR Performance

The HR Operations Manager prepares monthly, quarterly, and annual performance reports that analyze all aspects of the HR department’s performance. The reports must include corrective action plans where required, and the HR Operations Manager must collaborate with HR team members and management to ensure their implementation.

Answering Employee Queries Related to HR

The HR Operations Manager is responsible for helping employees with HR-related problems. Many queries will initially be fielded by junior HR staff, but more complicated questions will devolve to the HR Operations Manager. Resolving these issues requires strong problem-solving skills, time management expertise, and a service-oriented mindset. 

Roles an HR Operations Manager Typically Collaborates With

 An HR Operations Manager will work closely with the following posts:

Collaborative Roles
HR ManagerHR CoordinatorCompensation and Benefits Manager
Benefits ManagerPayroll CoordinatorHuman Resources Executive
IT ManagerSenior HR SpecialistHR Generalist

HR Operations Manager Salary

The national average salary for an HR Operations Manager will typically be between $58,000 and $79,000 annually in the U.S. The median is around $67,058.  

What Is the HR Operations Manager Pay Difference by Location?

Average salaries for an HR Operations Manager differ by location as follows:

CityAverage Salary
San Francisco, CA$83,823
Seattle, WA$73,321
Denver, CO$67,816
Austin, TX$65,952
Washington, DC$74,649
Milwaukee, WI$66,367
Boston, MA$75,554
New York, NY$80,671

What Is the HR Operations Manager Pay Difference by Experience Level?

Depending on experience, pay will vary as follows:

Experience LevelAverage Salary
< 1 year$63,765
1–4 years$64,424
5–9 years$65,478
10–19 years$67,938
20+ years$68,290

HR Operations Manager Job Description Template

[Company Name] is recruiting an experienced HR Operations Manager to ensure our HR department runs efficiently and meets our employees’ service expectations.

If you are an expert in process optimization and have a strong service focus and a passion for achieving targets, we would like to hear from you.

You will be joining a team of HR professionals in a leadership role and will be responsible for the efficiency of all aspects of HR.

HR Operations Manager Responsibilities

  • Assessing, monitoring, and improving our HRIS
  • Evaluating and driving HR operational performance
  • Budgeting for and managing HR spend
  • Optimizing organizational policies and procedures
  • Assisting management through HR analysis and reporting

Required Skill Set

You should possess the following qualifications, skills, and attributes:

  • Master’s Degree in HR or a similar field
  • At least ten years’ experience working in an HR environment
  • Minimum of three years in an HR management role
  • Expert knowledge of MS Office
  • Expert knowledge and experience of common HRIS (SAP, Oracle, etc.)
  • Excellent analytical and decision-making skills
  • Experience in HR policy development and implementation
  • Service orientation and client-focused attitude
  • Excellent leadership skills
  • Strong communication skills

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