Human Resources Operations Jobs (NOW HIRING)

CONFIDENTIAL — HR Operations

Location: New York, NY

Employment Type: Full-Time

Level: Senior HR Operations / HR Operations Manager

Experience: 7–10+ years

Industry: Investment Management / Financial Services

About the Opportunity

A rapidly growing, global investment firm is seeking an experienced HR Operations professional to serve as the firm's dedicated people operations leader. Reporting to the Director of Human Capital, this is a highly hands-on role within a lean, high-performing organization with a presence across the United States and United Kingdom.

This is an opportunity for an HR professional who has built HR infrastructure rather than simply maintained it. The ideal candidate has independently owned core HR operations, implemented or transitioned HR systems, built benefits programs, managed complex leave and immigration matters, and developed policies and processes in a smaller organization.

The successful candidate will be comfortable operating as a one-person HR operations function, while partnering closely with senior leadership, Finance, Technology, outside counsel, benefits providers, and employees.

The firm values people who are technologically sophisticated, curious about automation and AI, and thoughtful about where technology can improve HR without replacing human judgment.

Key Responsibilities

HR Systems & Operations

• Own the firm's HRIS/PEO platform, including onboarding, configuration, workflows, permissions, PTO, leave administration, reporting, and ongoing maintenance
• Maintain accurate employee data and ensure strong data governance and integrity
• Develop headcount, workforce, and HR reporting for leadership
• Evaluate HR technology and identify opportunities to streamline and automate manual processes
• Research, evaluate, and implement new HR technology solutions
• Serve as the internal HR systems subject-matter expert and train employees and managers as needed
• Partner with Technology on integrations, data flows, and systems affecting employee information

Benefits Administration & Strategy

• Design, implement, and administer employee benefit programs, including medical, dental, vision, life, disability, and retirement plans
• Manage benefits programs from implementation through ongoing administration
• Lead annual open enrollment, including vendor coordination, employee communications, system configuration, and reconciliation
• Serve as the primary internal resource for employee benefits questions and vendor/carrier issues
• Partner with brokers and providers to resolve issues and improve the employee experience
• Ensure compliance with applicable benefits regulations, including ACA, ERISA, COBRA, and HIPAA
• Conduct market benchmarking and make recommendations regarding benefits strategy and plan design

Leave & FMLA

• Administer FMLA, state and local leave programs, parental leave, disability leave, and other employee leave programs
• Manage eligibility determinations, required notices, documentation, tracking, and payroll coordination
• Ensure leave policies and practices remain compliant across applicable jurisdictions
• Serve as a trusted resource for employees and managers navigating sensitive leave situations
• Maintain accurate documentation and proactively monitor regulatory changes

Immigration

• Coordinate the firm's employment-based immigration program in partnership with external immigration counsel
• Support H-1B, O-1, PERM, green card, and related immigration matters
• Serve as the primary liaison among employees, management, and immigration counsel
• Track filings, deadlines, documentation, and case status
• Maintain I-9 and employment authorization compliance
• Advise employees and hiring managers regarding work authorization timelines and immigration-related considerations

Policy & Handbook Development

• Own and maintain the firm's employee handbook
• Develop and update HR policies covering areas such as leave, compensation, conduct, performance, remote work, and employee relations
• Translate complex legal and regulatory requirements into clear, practical policies
• Partner with leadership, compliance, and outside counsel on policy development and updates
• Ensure policies remain appropriate for a growing organization operating across multiple jurisdictions

Compliance & Employee Relations

• Monitor compliance with applicable federal, state, local, and international employment requirements
• Maintain current knowledge of employment law and proactively identify potential compliance risks
• Support employee relations matters with sound judgment, discretion, and consistency
• Assist with employment verification requests, unemployment claims, and related documentation
• Partner with the Director of Human Capital on sensitive employee matters and workplace issues

Performance Management

• Manage the administration and execution of the firm's performance management program
• Ensure performance review cycles remain on schedule and operate effectively through the firm's performance management platform
• Support leadership with process improvements, training, and employee/manager communications

Payroll & Finance Partnership

• Partner with Finance on HR-related payroll matters
• Ensure employee changes, compensation updates, benefits, leave, and other HR inputs are accurately reflected in payroll
• Assist with HR-related reporting and reconciliation as needed

Qualifications

Education & Experience

• Bachelor's degree required
• HR certification such as PHR, SPHR, SHRM-CP, or SHRM-SCP strongly preferred
• 7–10+ years of progressive HR operations experience
• Deep hands-on ownership of HR operations, particularly across:
• Benefits
• HRIS/HR technology
• FMLA and leave administration
• Immigration
• Policy development
• Employment compliance
• Demonstrated experience building benefits programs from the ground up
• Hands-on experience administering FMLA, including eligibility, notices, documentation, and payroll coordination
• Experience managing employment-based immigration matters in partnership with outside counsel
• Experience implementing, transitioning, or onboarding an HRIS/PEO platform
• Experience working in a small or lean organization where HR ownership was broad and highly autonomous
• Financial services, investment management, private equity, private credit, or another sophisticated professional-services environment preferred
• International HR experience, particularly involving the US and UK, is a plus

Technology

• Advanced proficiency with a major HRIS/HR technology platform
• Strong understanding of HR systems configuration, workflows, reporting, and data management
• Demonstrated ability to evaluate HR technology vendors and recommend solutions
• Genuine interest in AI, automation, and emerging HR technology
• Ability to identify where technology can improve efficiency while recognizing situations that require human judgment
• Strong Microsoft 365 skills, particularly Excel and data/reporting tools

Personal Attributes

The ideal candidate is:

• Highly autonomous and comfortable owning the HR operations function
• Exceptionally organized without being unnecessarily bureaucratic
• A strong writer who can translate complex requirements into clear policies and communications
• Discreet and highly trusted with confidential information
• Emotionally intelligent and comfortable handling sensitive employee situations
• Comfortable working directly with senior leadership
• Curious, analytical, and technologically savvy
• Comfortable operating in an environment where systems and policies are continually evolving
• Practical and solutions-oriented rather than overly process-driven
• Energized by ambiguity and the opportunity to build rather than inherit
• Relationship-oriented and comfortable in a relatively flat, collaborative organization

Why This Opportunity

This position offers significant ownership and visibility within a sophisticated global investment organization. The successful candidate will have the opportunity to build and shape the firm's HR infrastructure, influence technology and automation strategy, and partner directly with senior leadership.

This is an ideal opportunity for someone who wants to move beyond traditional HR administration and take ownership of the systems, processes, policies, and employee experience that support a growing organization.