Senior Human Resources Operations Manager

Location: Oxnard,California,United States

The Senior HR Operations Manager is responsible for transforming and modernizing the organization’s HR operational infrastructure. This role focuses on redesigning end-to-end processes, migrating legacy paper- and spreadsheet-based workflows into Workday, establishing a consistent and scalable employee experience, and ensuring compliance across all HR touchpoints. This role partners deeply with the HRIS function to translate business needs into system-enabled processes and ensure Workday functionality aligns with operational goals. The ideal candidate is a systems thinker who excels at building structure where it does not exist, managing complex change, and optimizing the employee lifecycle through data-driven, technology-enabled solutions.

ESSENTIAL RESPONSIBILITIES

HR Operations Transformation & Process Redesign

• Lead the modernization of HR operations from manual, paper-based processes to streamlined digital workflows.
• Map, audit, and redesign all People team processes (hire-to-retire), removing friction and reducing administrative load.
• Establish and maintain standard operating procedures (SOPs), workflows, and documentation for all HR processes.
• Implement consistent service delivery practices, including SLAs, intake workflows, and escalation pathways.
• Use Lean, Six Sigma, or similar frameworks to drive process efficiency and reduce waste. 

Workday Process Enablement

• Partner with the HRIS Manager/system team to operationalize Workday across the People function.
• Translate business requirements into system requirements to ensure Workday supports HR operational goals.
• Lead user acceptance testing (UAT), change requests, and validation activities in collaboration with HRIS and IT.
• Serve as the primary “business owner” for Workday process adoption across HR (not the system admin).
• Develop and deliver Workday process training for HR team members, managers, and employees. 

Data, Reporting, Analytics & Compliance

•  Oversee data governance, ensuring accuracy, integrity, and timely maintenance of employee data.
•  Create and standardize reporting templates for People team operations and compliance needs.
• Ensure adherence to federal, state, and local employment regulations (multi-state).
• Support audit readiness and partner with Legal/Finance as needed on documentation and regulatory requirements.
• Oversee secure and compliant digital record-keeping, retention schedules, and access protocols. 

Employee Lifecycle Operations

• Own core administrative processes including onboarding, offboarding, promotions, status changes, and employee records maintenance.
• Partner with Talent Acquisition to streamline handoffs and ensure a cohesive new-hire experience.
• Ensure operational consistency in employee relations documentation, workflows, and follow-ups.
• Drive continuous improvement across employee lifecycle touchpoints. 

HR Service Delivery & Change Management

• Build and implement HR service delivery models to scale with organizational growth.
• Establish shared service mechanisms such as ticketing systems, knowledge bases, and automated workflows.
• Lead change management efforts for HR initiatives, ensuring adoption across the organization.
• Provide coaching and training to HR business partners, managers, and stakeholders on new operational practices. 

Cross-Functional Partnership

• Partner with Legal, Finance, IT, and department leaders to align HR operations with broader organizational priorities.
• Support HR leadership with strategic initiatives, operational planning, and communication frameworks.
• Drive alignment and communication between HR teams (TA, ER, L&D, HRIS).

ESSENTIAL REQUIREMENTS

• 7+ years of HR Operations and HR transformation experience.
• Proven experience redesigning HR processes and driving operational change.
• Experience implementi