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Human Resources Operations Manager Jobs in Florida

MDVIP LLC

Senior Manager, HR Operations

Boca Raton, FL · On-site

Position Summary The Senior Manager, HR Operations is responsible for leading and continuously improving the core operational functions that support our employees and the broader People organization.

MDVIP

Senior Manager, HR Operations

Boca Raton, FL · On-site

Position Summary The Senior Manager, HR Operations is responsible for leading and continuously improving the core operational functions that support our employees and the broader People organization.

OpenFX

HR & People Operations Manager

Miami, FL · On-site

Role Overview We are seeking a strategic and people-focused HR & People Operations Manager to build and lead our People function. This role is crucial for shaping our culture, driving employee ...

Goblin Studios

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OFFICE MANAGER / HR & OPERATIONS

Orlando, FL · On-site

$40K - $50K/yr

Goblin Studios is looking for an Office Manager / HR & Operations badass to help keep our creative circus organized. We're a fabrication studio, art collective, creative space, and home base for a ...

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Goblin Studios

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OFFICE MANAGER / HR & OPERATIONS

Orlando, FL · On-site

$40K - $50K/yr

Goblin Studios is looking for an Office Manager / HR & Operations badass to help keep our creative circus organized. We're a fabrication studio, art collective, creative space, and home base for a ...

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All JobsHuman Resources Operations JobsHuman Resources Operations Manager JobsHuman Resources Operations Manager Jobs in Florida

Human Resources Operations Manager information

See Florida salary details

$31K

$68.7K

$115.5K

How much do human resources operations manager jobs pay per year?

As of Aug 30, 2026, the average yearly pay for human resources operations manager in Florida is $68,689.00, according to ZipRecruiter salary data. Most workers in this role earn between $53,800.00 and $80,000.00 per year, depending on experience, location, and employer.

What is a human resources operations manager?

Human Resources Operations Managers are professionals who oversee the daily operations and processes within an organization's HR department. They are responsible for ensuring that HR policies, procedures, and programs are implemented effectively and efficiently. Their duties often include managing employee records, payroll, compliance, recruitment processes, and benefits administration. By streamlining HR functions, they help organizations maintain smooth and compliant workforce management.

What are some typical challenges a human resources operations manager may face when implementing new HR technologies?

Human Resources Operations Managers often encounter challenges such as resistance to change among staff, integrating new systems with existing HR processes, and ensuring data accuracy during migration. They must also provide adequate training for team members and address concerns about data security and privacy. Successfully managing these challenges requires clear communication, stakeholder engagement, and a strategic rollout plan to minimize disruptions and maximize adoption.

What are the key skills and qualifications needed to thrive as a human resources operations manager, and why are they important?

To thrive as a Human Resources Operations Manager, you need a comprehensive understanding of HR policies, employment law, and organizational processes, typically supported by a degree in human resources or business administration. Familiarity with HRIS systems, payroll software, and relevant certifications like SHRM-CP or PHR is highly valuable. Strong leadership, problem-solving, and interpersonal skills set top performers apart in this role. These competencies are crucial for ensuring compliance, streamlining HR operations, and fostering a positive workplace culture.

What is the difference between Human Resources Operations Manager vs HR Coordinator?

AspectHuman Resources Operations ManagerHR Coordinator
ResponsibilitiesOversees HR processes, manages teams, develops policiesSupports HR functions, handles administrative tasks, assists with recruitment
Required CredentialsBachelor's degree in HR or related field, HR certifications often preferredBachelor's degree often preferred, HR certifications less common
Work EnvironmentManagement level, strategic focus, leadership roleAdministrative support, operational tasks, entry to mid-level
Industry UsageCommon in medium to large organizationsWidely used across organizations of all sizes

The Human Resources Operations Manager focuses on strategic HR management and leadership, while the HR Coordinator handles day-to-day administrative tasks. Both roles require HR knowledge and certifications, but the manager role involves more oversight and policy development, making it suitable for those seeking leadership positions in HR.

How much do human resources operations managers make in the US?

Human Resources Operations Managers in the US typically earn a median annual salary of around $70,000 to $120,000, depending on experience, location, and company size. They often require strong organizational and communication skills, along with knowledge of HR software and compliance regulations.

What are the most commonly searched types of Human Resources Operations jobs in Florida?

The most popular types of Human Resources Operations jobs in Florida are:

What are popular job titles related to Human Resources Operations Manager jobs in Florida?

For Human Resources Operations Manager jobs in Florida, the most frequently searched job titles are:

What job categories do people searching Human Resources Operations Manager jobs in Florida look for?

The top searched job categories for Human Resources Operations Manager jobs in Florida are:

What cities in Florida are hiring for Human Resources Operations Manager jobs?

Cities in Florida with the most Human Resources Operations Manager job openings:

Human Resources Operations Manager jobs near you
Infographic showing various Human Resources Operations Manager job openings in Florida as of August 2026, with employment types broken down into 87% Full Time, 12% Part Time, and 1% Contract. Highlights an 93% Physical, 3% Hybrid, and 4% Remote job distribution, with an average salary of $68,689 per year, or $33 per hour.

Human Resources Operations Manager

Miami, FL • On-site

Evolution Research Group
See more jobs at Evolution Research Groupexternal

Full-time

PTO

Posted 12 days ago

Job description

Title: Human Resources Operations Manager 

Location:  Clinical Pharmacology of Miami

About us:

Evolution Research Group (ERG) is dedicated to delivering high-quality Phase I–IV clinical trial execution to help sponsors bring lifesaving and life-enhancing therapies to market quickly and safely. Founded in 2014, ERG has grown into a leading neuroscience clinical development company, with affiliate sites across the U.S. and deep expertise in clinical pharmacology, psychiatry, neurology, acute pain, and metabolic disorders. ERG has completed over 5,000 trials and continues to expand into high-need therapeutic areas in the U.S. and globally.

Job Description:

The HR Operations Manager serves as the primary on-site human resources representative for Clinical Pharmacology of Miami (CPMI), partnering closely with Corporate Human Resources, managers, employees, and external service providers to support the employee lifecycle and drive an exceptional employee experience. This role is responsible for HR operations, onboarding and offboarding, employee relations, recruitment coordination, compliance, performance management administration, and HR data integrity. The HR Operations Manager helps ensure HR processes are executed consistently, efficiently, and compliantly while supporting employees throughout their employment journey. The ideal candidate is highly organized, approachable, solution-oriented, and passionate about creating efficient processes while supporting employees and leaders through a variety of HR matters.

Responsibilities:

  • Serve as the primary on-site HR representative for CPMI and a trusted resource for employees and managers.
  • Partner with Corporate HR and external Human Resource Outsourcing (HRO) partners to ensure seamless delivery of HR services.
  • Manage employee onboarding and offboarding activities, ensuring a positive and organized experience throughout the employee lifecycle.
  • Guide new hires through orientation, training coordination, and the onboarding process during their first two weeks of employment before transitioning ongoing support to their manager.
  • Maintain accurate employee records and data within ADP Workforce Now and ensure timely processing of employee status changes, promotions, transfers, and terminations.
  • Support optimization of HR systems, including ADP Workforce Now and other HR technologies.
  • Review HR and payroll-related transactions for accuracy, including PTO submissions, employee status changes, promotions, new hires, and terminations.
  • Monitor recruitment activity and partner with hiring managers, recruiters, and HRO providers to ensure open positions are appropriately posted, attracting qualified candidates, and progressing through the recruitment process effectively.
  • Support hiring managers in improving interview practices, candidate evaluations, and overall talent selection processes.
  • Ensure candidates are appropriately vetted and all pre-employment requirements are completed in accordance with company policies and procedures.
  • Provide guidance to managers on performance management, employee development, corrective action processes, and employee concerns.
  • Assist with employee relations matters, including conducting workplace investigations, gathering documentation, facilitating conversations, and recommending solutions in partnership with Corporate HR.
  • Conduct termination meetings and support managers through employee separation processes.
  • Administer and track performance review processes, ensuring evaluations are completed accurately and on schedule.
  • Support employee engagement initiatives, recognition efforts, and site culture activities designed to improve the employee experience.
  • Ensure compliance with federal, state, and local employment regulations, company policies, and HR best practices.
  • Maintain compliance programs including I-9 documentation, labor law postings, personnel records, and required employment documentation.
  • Coordinate OSHA-related compliance activities, certification tracking, incident reporting, and employee education regarding workplace safety procedures.
  • Serve as a resource for employees regarding benefits, leave programs, workers' compensation processes, and HR-related questions while connecting employees with the appropriate support resources.
  • Identify opportunities to improve HR processes, automate administrative work, and enhance operational efficiency.
  • Analyze trends, identify opportunities for improvement, and make recommendations that support operational excellence and employee engagement.
  • Additionally, this role may encompass responsibilities beyond those outlined above, as required by the evolving needs of the organization. This job description is intended as a foundation and may be subject to expansion or modification to best suit ERG's objectives.

Skills and Qualifications:

  • Education and experience
    • Bachelor’s degree in human resources, Business Administration, Organizational Development, or a related field preferred. Equivalent combinations of education and relevant experience will be considered.
    • Minimum of five (5) years of progressive Human Resources experience required.
    • Experience supporting employee relations, recruitment operations, onboarding, compliance, and HR administration.
    • Experience working with Human Resource Information Systems (HRIS), preferably ADP Workforce Now.
    • Experience conducting investigations and supporting performance management activities preferred.
    • Experience working in a multi-site or healthcare, research, or clinical environment preferred.
  • Requirements
  • Strong knowledge of employment laws, HR practices, and compliance requirements.
  • Ability to maintain confidentiality and exercise sound judgment when handling sensitive employee matters.
  • Ability to build strong working relationships with employees and leaders at all levels of the organization.
  • Strong organizational skills with the ability to manage multiple priorities in a fast-paced environment.
  • Demonstrated problem-solving and process improvement capabilities.
  • Strong verbal and written communication skills.
  • Proficiency in Microsoft Office applications and HR technology platforms.
  • Ability to work independently while collaborating effectively with Corporate HR, managers, and external service providers.
  • Strong attention to detail and commitment to data accuracy.
  • Ability to analyze information, identify trends, and recommend practical solutions.
  • Must be able to work on-site four (4) days per week at Clinical Pharmacology of Miami.
  • Occasional travel may be required for training, onboarding, or company meetings.

Working Conditions and Other Information 

Equipment and Material Used

  • Standard office equipment including computer, copier, fax, telephone, etc.

Physical Tasks

  • Sitting and viewing computer screens for long periods of time
  • Extensive repetitive hand/wrist movements (telephone console and computer keyboard)
  • Lifting (up to 30 lbs)

Environmental Demands and Potential Hazards

  • Exposure to hazards from fluorescent lighting, video screens, computers, copiers, faxes, etc.
  • High levels of stress for long periods of time
  • Environment will range from business office setting to clinical areas such as inpatient unit and clinical screening areas. The position requires contact with biological samples, individuals with potentially infectious diseases and with toxic, harmful, or potentially hazardous compounds, solutions, and medications. Noise level can range from quiet to moderate volume. 
Important Note 

This job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to the job.

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