Human Resource Project Manager - HR Operations

Human Resource Project Manager - HR Operations

The HR Project Manager – HR Operations is a strategic execution leader responsible for building and operationalizing the HR Operations capability while driving cross‑functional improvement across the full employee lifecycle.

Reporting directly to the VPHR, this role serves as the central program manager for enterprise HR initiatives, ensuring alignment across Total Rewards, Talent Acquisition, and Talent Management. The incumbent will design scalable processes, implement governance rhythms, establish project management discipline, and deliver measurable business outcomes.

This is a foundational role in professionalizing the HR function and enabling operational excellence, data integrity, process standardization, and disciplined execution.

This is not an exhaustive list of duties or functions and may not necessarily comprise all of the "essential functions" for purposes of the ADA.

• Build and Stand Up HR Operations
• Design the HR Operations framework, including service delivery model, intake processes, case management standards, and operating rhythms.
• Establish governance structures for HR projects, change initiatives, and cross‑functional programs.
• Define and implement standardized processes for core HR activities (e.g., employee data management, compliance workflows, documentation standards).
• Develop KPIs and dashboards to monitor service levels, cycle times, and quality metrics.
• Partner with Finance and IT to ensure alignment of systems, controls, and reporting infrastructure.
• Lead and manage cross‑functional HR initiatives (e.g., compensation redesign, performance management implementation, HRIS enhancements, onboarding redesign).
• Develop comprehensive project charters, workplans, milestone tracking, risk registers, and executive reporting updates.
• Ensure initiatives align with VPHR priorities and enterprise strategic objectives.
• Drive disciplined execution, accountability, and post‑implementation reviews.
• Facilitate steering committees and executive updates as required.
• Employee Lifecycle Optimization
• Partner with Leads for Talent Acquisition, Talent Management and Total Rewards to continuously improve the employee lifecycle:
  • Talent Acquisition:
    Optimize recruiting workflows, onboarding handoffs, time‑to‑fill processes, and hiring manager experience.
  • Total Rewards:
    Support implementation of compensation frameworks, merit cycles, market pricing processes, and pay‑for‑performance programs.
  • Talent Management:
    Standardize performance management processes, succession planning cadence, leadership development programs, and employee engagement initiatives.
• Drive cross‑functional alignment to eliminate silos and improve lifecycle continuity from hire to retire.
• Process Improvement & Operational Excellence
• Apply Lean, Six Sigma, or similar continuous improvement methodologies to HR processes.
• Conduct process mapping, gap analysis, and root cause analysis.
• Lead change management planning including communication plans, stakeholder alignment, and adoption measurement.
• Establish documentation standards and knowledge management practices.
• Identify automation opportunities to improve efficiency and reduce manual work.
• Data & Reporting Governance
• Improve data integrity standards and audit processes.
• Partner with HRIS and analytics teams to create standardized reporting.
• Develop executive‑level dashboards for HR performance metrics.
• Support board‑level reporting preparation when applicable.
• Change Leadership & Cross‑Functional Collaboration
• Serve as a trusted advisor to HR leaders and business stakeholders.
• Facilitate alignment across competing priorities.
• Drive accountability without formal authority.
• Support cultural transformation toward…