Human Resources Operations Manager

The HR Operations Manager is responsible for owning, managing, and continuously improving the National Partnership for Women and Families (NPWF) Human Resources and People operation systems. This role ensures that HR policies, processes, and workflows are implemented consistently, equitably, and in compliance with applicable laws and the Collective Bargaining Agreement (CBA).

In addition to ensuring that hiring, onboarding, benefits administration, performance cycles, employee relations processes, and data systems run efficiently and effectively on a daily basis, the HR Operations Manager strengthens manager and staff capability in using HR systems and procedures.

Essential Duties and Responsibilities

HR Systems & Infrastructure

• Partner with the Managing Director of Human Resources to translate HR frameworks and policies into effective operational systems and tools, and support managers through training, guidance, and documentation to ensure consistent and compliant implementation.
• Configure, test, maintain, and improve HR system workflows to support accuracy, efficiency, and compliance.
• Build, document, and maintain standard operating procedures (SOPs), templates, and checklists for core HR processes (hiring, onboarding, offboarding, internal transitions, performance managements, employee relations) based on frameworks and directions set by the Managing Managing Director of Human Resources.
• Identify infrastructure gaps such as missing templates, unclear workflows, manual processes, and develop proposed solutions for review and approval by the Managing Managing Director of Human Resources.

Benefits Administration

• Serve as the primary point of contact for benefits-related questions and troubleshooting.
• Implement and administer open enrollment processes, including system setup, employee communications, and educational resources for staff.

Recruitment, Onboarding, and Offboarding

• Lead operational execution of recruitment processes using approved hiring frameworks and procedures.
• Lead operational execution of onboarding and offboarding processes, including system updates and timeline management.
• Develop and maintain internal documentation based on organizational frameworks established by the HR Managing Director.
• Own planning and operational management of seasonal internship, recruitment, onboarding, and offboarding cycles (Spring, Summer, Fall).

Performance Management

• Manage operational execution of annual and new-hire review cycles, including system configuration, timelines, documentation, and manager guidance.
• Maintain performance-related templates and tools based on frameworks approved by the HR Managing Director.

Compliance

• Ensure CBA requirements and legal obligations are accurately reflected in HR systems and processes.

Data

• Ensure accuracy and integrity of HR data across systems.
• Produce operations HR reports for leadership.
• Collaborate with the Finance department to ensure accurate and timely payroll processing.

Office and Facilities Operations

• Co-develop and implement office and facilities procedures, schedules, and documentation in alignment with the direction set by the Managing Managing Director of Human Resources.
• Provide direction, workload coordination, and oversight to the Senior Operations Associate, who carries out routine administrative and logistical office tasks.
• Management
• Collaborate and provide clear direction, training, and feedback to the Senior Operations Associate to ensure accurate and consistent execution of HR processes and administrative office/facilities support.

Qualifications, Knowledge & Skills Required:

• 5-7 years in progressive experience in Human Resources, People or HR Operations.
• Minimum 2 years of demonstrated experience supervising, training, and developing HR staff, including building skills in HR systems, workflows, and documentation.
• Demonstrated experience owning and managing HR operations systems (HRIS, ATS, time tracking, onboarding platforms, benefits administration systems).
• Strong working knowledge of employment laws and HR compliance (federal, state, and local).
• Experience implementing HR processes and creating SOPs.
• Experience supporting recruitment, onboarding, offboarding, and performance management cycles.
• Ability to interpret and operationalize CBA requirements within HR systems and processes.
• Strong project management skills, with the ability to manage multiple priorities.
• High attention to detail and commitment to data accuracy and confidentiality.
• Strong written and verbal communication skills.
• Experience working in a nonprofit or mission-driven organization.
• Demonstrates sound judgement and ability to assess risk, including knowing when to escalate issues.
• Strong collaboration skills, including the ability to partner effectively with many stakeholders while taking direction.
• Proven ability to maintain a calm, steady, and professional presence when handling sensitive, confidential, or high pressure situations.
• Ability to consistently articulate an equity lens and analysis into work product by addressing structural implications and disproportionate impacts of policies, activities, and decisions on race, class, gender and other group identities within
• the context of job responsibilities and projects

The above statements are intended to describe the general nature and level of work being performed by the individual(s) assigned to this position. They are not intended to be an exhaustive list of all duties, responsibilities, and skills required. Management reserves the right to modify, add, or remove duties and to assign other duties as necessary. In addition, reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position

Supervisory Responsibility:

This position is responsible for directly managing the Senior Operations Associate.

Classification

The National Partnership recognizes a staff bargaining unit, National Partnership United, affiliated with the Nonprofit Professional Employees Union/IFPTE Local 70, a union for non-profit workers. This position is NOT included in the NP United bargaining unit.

Salary and Benefits

The salary range for this role is $96,541-$119,146 with the exact salary determined by years of relevant experience, in alignment with NPWF’s compensation setting criteria.

The National Partnership provides a generous benefits package that includes generous paid time off including paid federal holidays plus an office closure the last week of December; comprehensive health, dental, and vision insurance; 403B and SEP-IRA retirement options; health, transit, parking, and dependent care flexible spending accounts; life insurance and long term disability insurance; paid family and medical leave for eligible employees; and more.

This position is a full-time DC-based position with a hybrid schedule that requires a minimum of four days of in-office work each month, with additional in-office and in-person days determined by your role and job responsibilities. There is a probationary period during the first six months of employment.

Office and Team Culture

The National Partnership is a 50+ person staff that fosters a collaborative culture. We have a collegial work environment. The National Partnership is committed to protecting our employees and our communities from COVID-19. Toward that goal, the National Partnership requires all employees to be fully vaccinated and completely up to date via an FDA authorized and/or approved COVID-19 vaccination. Fully Vaccinated is defined by the CDC as being 2 weeks after the final dose in a primary series of COVID-19 vaccines (2 doses of Pfizer or Moderna, 1 dose of Johnson & Johnson). Up to date means a person has received all recommended COVID-19 vaccines, including any booster dose(s) when eligible. New employees must be fully vaccinated before their start date, and up-to-date as soon as eligible, unless an exemption due to a medical condition or a sincerely held religious belief or practice is granted.

The National Partnership is an equal opportunity employer and is committed to racial equity and social justice. We make a particular effort to recruit people of color to apply for open positions. People of color, LGBTQ individuals, people with disabilities, and people with other historically underrepresented identities are encouraged to apply.

Please see EEO is the Law and Equal Employment Opportunity

If you require reasonable accommodations as part of the hiring process, please email accommodations@nationalpartnership.org

How to apply: Please upload your cover letter and resume by March 30, 2026 at 11:59pm, ET

Requirements

Screener Questions: Human Resources Operations Manager

How many years of direct supervisory experience do you have? (required) (auto reject if incorrect)

Have you independently led open enrollment from start to finish (setup systems, communications, vendor coordination, etc.)? (required) (auto reject if incorrect)

Describe HR systems you have directly managed or configured (HRIS, ATS, payroll, onboarding, benefits systems). What specific changes or improvements did you implement? (200 words or less) (required)

Tell me about a time you discovered an error in payroll, benefit deductions, or employee data. How did you find it, who did you involve, and what changed afterwards? (200 words or less) (required)

Describe a time you had to correct or redirect the work of a junior HR or operations staff member. What was the issue, how did you address it, and what improved or didn't improve? (200 words or less) (required)