Senior People Operations Manager

Who We Are

At Murmuration, we believe that America’s promise is shaped and reshaped by the best ideas and ideals of its communities, and the dreams of the people who believe in a better life for themselves, their families, and each other. 

We help organizations build power in their communities in four key ways: we organize a network of values-aligned partners; we provide deep, data-driven insights into people, places, and perspectives; we develop tools that make organizing and engagement easy and more effective; and we offer services that strengthen our partners’ capacity to lead change in their communities.

We envision an America where every community has what it needs to help people lead healthy, free, and dignified lives. We work to redesign the systems and structures we all depend on — how we learn, live, govern, and solve problems — so that they are just, equitable, resilient, and rooted in shared responsibility. By strengthening the ties that hold communities together, we aim for civic life defined by collective action and care, with effective leadership that truly represents everyone. 

We are a collaborative, curious, and creative team of organizers, scientists, teachers, technologists, campaign veterans, and more who share the unwavering belief that we can use our gifts in service of transforming America — together. We’ve built our team guided by the belief that the whole is greater than the sum of its parts. And so we support each other relentlessly — rallying together to face challenges the same way we celebrate each other’s wins.

About the Position

Murmuration is looking for a Senior People Operations Manager who is as energized by the operational backbone of a great workplace as they are by the human side of it. Reporting to the Senior Director of People and Talent, this is a high-ownership role that sits at the intersection of HR operations and learning & development.

You'll manage the systems and processes that keep our people operations running smoothly - benefits, payroll, compliance, employee relations, immigration, and HR data - while supporting the learning and development programming that helps our managers and teams grow. You'll be a reliable resource for staff and a proactive force for keeping Murmuration ahead of the curve on HR trends, compliance changes, and emerging best practices.

Job Level: P4

What You’ll Do

Core HR Operations

• Manage day-to-day HR operations including payroll processing, benefits administration, leave management, and employee lifecycle actions (e.g., onboarding, offboarding, role changes, processing leaves, etc.);
• Serve as the primary point of contact for employee relations matters, navigating sensitive situations with care, consistency, and sound judgment;
• Manage immigration processes for staff, partnering with external counsel as needed;
• Maintain accurate employee files, complete I-9 verifications, and support audits and compliance reporting;
• Maintain and continuously improve HR data systems and reporting, ensuring accuracy, accessibility, and meaningful insights for decision-making;
• Monitor and track changes in employment law, compliance requirements, and HR regulations across all states where Murmuration operates - proactively surfacing implications and driving any necessary updates to policies or practices before they become issues;
• Draft and maintain HR policies that are clear, equitable, and aligned with our values and legal obligations;
• Support employee engagement efforts (e.g., surveys, programming, etc.);
• Identify and close operational gaps - if something is inefficient, unclear, or missing, you spot it and address it; and
• Partner with the Diversity, Equity, Inclusion, and Belonging (DEIB) steering committee to help embed equitable practices into people systems, policies, and programs.

Learning & Development

• Design, build, and deliver training for employees and managers, including manager-specific programs that promote inclusive leadership and equitable people practices;
• Create practical tools (e.g., guides, templates, facilitation materials, training curricula) that help managers show up well in their roles;
• Assess learning needs across the organization and develop programming that is targeted, useful, and grounded in real gaps rather than generic content;
• Facilitate training sessions and workshops with confidence in both live and async formats;
• Build and maintain an L&D resource library that managers and staff can access on demand; and
• Track the effectiveness of training programs and iterate based on feedback and outcomes.

What we're looking for

You're proactive by default. You don't wait for s