Manager, HR Operations
Canopy Aerospace & DefenseAbout the role
About Canopy Aerospace & Defense
Canopy A&D is built to accelerate the future of advanced materials for space, defense, and maritime systems. Canopy delivers specialized materials and components that carry customers from concept through sustainment. Canopy A&D’s advanced signal attenuation technologies and production-scale manufacturing accelerate the fielding of platforms that are faster, cooler, and quieter. Our adaptive approach ensures solutions evolve at the pace of shifting challenges, keeping our customers ahead of the curve.
Canopy Aerospace and Defense is seeking a Manager, Human Resources Operations to join its team working in a hands-on, fast-paced, collaborative environment. This role designs and runs the systems and processes behind the Human Resources function. The incumbent is the primary owner of the HRIS on the Human Resources side — configuration, workflows, data, reporting, and integrations with connected systems such as the applicant tracking system, background check vendors, benefits carriers, and Information Technology provisioning — and will work closely with Payroll to build the workflows, handoffs, and controls between the two teams. A large part of this job is root cause analysis: something is broken or slow, and this person figures out why and partners with the right function to implement the fix. Partnership is essential, and this role will work cross-functionally with nearly every function in the business to design processes that work for everyone who touches them.
The successful candidate must be a strategic thinker who also executes, be familiar with a manufacturing environment, and have impeccable attention to detail and accuracy. This is an individual contributor position with no direct reports and no supervisory authority over other employees; the incumbent reports to the Director, Human Resources, works under general supervision along specialized and technical lines requiring particular training and experience, and customarily and regularly exercises discretion and independent judgment on matters significant to the business.
Key Responsibilities
- Act as the primary owner of the HRIS on the Human Resources side, including configuration, workflows, security and permissions, and release management.
- Own the Human Resources side of integrations between the HRIS and connected systems, including the applicant tracking system, background check vendors, benefits carriers, and Information Technology provisioning.
- Partner with Payroll to design the workflows, handoffs, and controls between the Human Resources and Payroll teams.
- Perform root cause analysis on process and system failures: define the problem, determine why it is happening, and partner with the right function to implement and verify the fix.
- Design and build the processes and workflows that run inside Human Resources and those that intersect Human Resources with other functions.
- Partner cross-functionally with Finance, Payroll, Information Technology, Operations, Quality, and site leadership so processes work for everyone who touches them.
- Lead system implementations, module rollouts, and major reconfigurations through go-live.
- Set and maintain data governance standards across operating companies, including field standards, identifiers, and organization structure.
- Run data integrity audits and reconciliations across operating companies.
- Serve as the technical escalation point for system issues the generalist team cannot resolve.
- Manage vendor and implementation partner relationships against defined deliverables.
- Build and maintain Human Resources reporting and dashboards for leadership and Finance.
- Map, diagnose, and redesign Human Resources processes that break, duplicate effort, or differ across operating companies.
- Design employee lifecycle workflows from requisition through onboarding, changes, transfers, leaves, and offboarding.
- Build automation and manager and employee self-service to remove manual work from the Human Resources team.
- Write and maintain the Human Resources process library, including standard operating procedures and job aids.
- Own the operational side of recurring cycles, including open enrollment and performance and compensation cycles.
- Support compliance operations, including audit readiness, required reporting, and records retention.
- Project manage Human Resources initiatives with a plan, named owners, dates, and status reporting to the Director, Human Resources.
- Run change management on new processes and systems, including communication, training, and adoption tracking.
- Train the Human Resources team and people leaders on new processes and systems.
- As
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