Senior Manager - HR Operations.& Systems

Modern Family Law, a boutique law firm specializing in family law, is seeking a detail-oriented and proactive Senior Manager, HR Operations & Systems. The Senior Manager serves as the operational leader for HR Operations & Systems within the People & Culture function, ensuring the department has the structure, processes, and operational foundation necessary to effectively support the business. This position provides leadership and ownership of existing HR systems and technology, benefits administration, compensation support, reporting and analytics, HR operations compliance, onboarding and offboarding, process improvement, and workflow governance. Working closely with the Director of People & Culture, this role is responsible for strengthening operational excellence, improving efficiency, and building scalable processes that support the firm’s continued growth. **Primary Areas of Responsibility** **HR Systems & Technology** · Provide leadership and operational oversight of existing People & Culture systems and technology that support the employee lifecycle. · Ensure the effective utilization, governance, and continuous improvement of existing People & Culture systems and tools. · Ensure employee data integrity, reporting accuracy, and system governance. · Partner with internal stakeholders to improve operational workflows and maximize the effective use of existing People & Culture systems and technology. **Benefits Administration** · Support annual Open Enrollment and ongoing benefits communications. · Support the administration of employee benefit programs, ensuring accuracy, compliance, and a positive employee experience. · Partner with the PEO to support the administration of employee benefit programs and resolve benefit-related issues. **Compensation Support** · Support compensation administration, salary changes, market benchmarking, and compensation reporting. · Assist with compensation planning and annual compensation review processes. · Maintain compensation data and reporting accuracy. **Reporting & Analytics** · Develop and maintain People & Culture reports, dashboards, and workforce metrics. · Analyze operational trends and provide reporting to support business decisions. · Ensure the accuracy and integrity of People & Culture data. **Policies and Documentation** · Design, draft, implement, and maintain People & Culture policies and standard operating procedures. · Own and optimize People & Culture documentation, document-retention practices, and supporting infrastructure. · Establish clear standards for process documentation, ownership, maintenance, and accessibility. **HR Operations Compliance** · Partner with the Director of People & Culture, the PEO, and other appropriate resources to support operational compliance with employment documentation, recordkeeping, and HR administrative requirements. · Oversee personnel records, document retention, and compliance reporting. · Support internal audits and operational compliance initiatives. **Process Improvement** · Develop, document, and continuously improve People & Culture processes and standard operating procedures. · Identify opportunities to improve efficiency through process improvements, automation, and the effective use of existing technology. · Promote consistency, standardization, and operational excellence across the People & Culture function. **Onboarding & Offboarding** · Provide leadership and operational oversight of the onboarding and offboarding function. · Ensure onboarding and offboarding processes are timely, consistent, and well-coordinated across departments. · Continuously evaluate and improve onboarding and offboarding workflows to support a positive employee lifecycle experience. · Provide direction to the Onboarding & Offboarding Specialist on priorities, process standards, and service expectations. **Workflow & Process Governance** · Establish operational standards and workflow ownership across the People & Culture function. · Oversee Share…