HR Operations Manager

SCOTT FAMILY AMAZEUM•Bentonville, AR

3d•$50,000 - $50,000

About The Position

The HR Operations Manager (People Services Operations Manager) leads the operational engine of the People Services function. This role owns and optimizes the Amazeum’s HR systems, payroll, and benefits administration while ensuring compliance, accuracy, and a seamless employee experience. This is a hands-on leadership role for a strong HR practitioner who enjoys building systems, strengthening processes, and leveraging technology to drive smarter decisions. The position is intentionally structured as a developmental pathway for a high-performing HR professional with the aspiration and capability to grow into an HR Director role within 24–36 months, based on performance and organizational needs. Beyond managing day-to-day operations, this role is designed to grow into broader strategic leadership. The HR Operations Manager will lead this function in a way that reflects the Amazeum’s values—building trust, strengthening relationships, and ensuring that strong systems support (rather than overshadow) our culture. Over time, the role expands its impact across the organization, building the experience and leadership depth needed to step into an HR Director role as the Amazeum continues to grow. This role partners closely with leaders and teams across the museum, building trusted relationships and approaching HR work with thoughtful balance—advocating for employees while aligning decisions with our mission, values, and operational needs. Success in this role requires sound judgment, cultural awareness, and the ability to lead with both clarity and care.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field OR 5+ years equivalent experience
5+ years of progressive HR operations experience
2+ years demonstrated HRIS administration experience
Direct experience administering or supporting payroll
Direct experience with benefits administration
Experience with vendor management
Demonstrated ability to handle highly confidential and sensitive information with discretion and sound judgement
Demonstrated experience generating, analyzing, and interpreting HR data and reports to support compliance, payroll accuracy, benefits administration, and workforce decision-making
Strong verbal and written communication skills with the ability to convey complex HR policies, practices and process to leaders and employees.
Demonstrated project coordination/management experience
Intermediate knowledge level of employment law and HR compliance practices
High level of analytical, organizational, and problem-solving skills
Ability to thrive in a collaborative, mission-driven nonprofit environment
All applicants must be able to: Provide the necessary documentation to prove that you are a U.S. citizen, permanent resident, or a foreign national with authorization to work in the United States.
Complete and pass a background check
Ability to remain in a stationary position (seated or standing) for extended periods while working at a computer workstation.
Frequent use of hands and fingers to operate a computer, keyboard, phone, and other standard office equipment.
Ability to communicate effectively in person, by phone, and via video conferencing.
Ability to move about the museum campus and administrative offices as needed to support employees, meetings, and operational needs.
Occasionally lift and/or move items up to 20 pounds (e.g., files, office supplies, open enrollment materials).
Ability to access and navigate standard office equipment and filing systems.
Visual acuity to review detailed documents, data reports, and computer screens.
Occasional evening, weekend, or event attendance may require extended periods of standing or walking.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
Paycom experience
Experience working with self-funded insurance plans and/or open access networks
Systems-minded and technology-forward
Comfortable working in both operational detail and strategic planning
Strong communicator with sound judgment and discretion
Self-directed learner who enjoys mastering new platforms and tools
Motivated by impact, culture, and long-term organizational growth

Responsibilities

HR Systems & Data Strategy Serve as primary administrator and strategic owner of the HRIS, ensuring data integrity, functionality, and user adoption.
Maximize HRIS capabilities to support payroll, benefits, compliance reporting, workforce planning, and analytics.
Identify opportunities to automate processes and improve operational efficiency.
Translate data into meaningful insights for leadership decision-making.
Lead system improvement, enhancements, and ongoing optimization.
Payroll Administration Manage end-to-end payroll processing with accuracy and timeliness.
Ensure compliance with federal, state, and local wage and hour laws.
Conduct payroll audits, reconciliations, and reporting.
Serve as the primary point of contact for payroll inquiries and issue resolution.
Benefits Administration Administer employee benefit programs including medical, dental, vision, retirement, and ancillary offerings.
Manage open enrollment planning and execution.
Maintain strong vendor partnerships and ensure accurate billing and reporting.
Ensure compliance with benefits-related regulations and required filings.
Manage relationships with HR vendors and external service providers to ensure service quality, compliance, and operational efficiency.
HR Operations & Compliance Maintain and strengthen HR policies, procedures, and documentation.
Ensure compliance with employment laws and nonprofit regulatory requirements.
Lead onboarding, offboarding, and employee lifecycle processes.
Partner with leadership to continuously improve operational clarity and employee experience.
Maintain strict confidentiality of sensitive employee information, including personally identifiable information (PII), payroll data, benefits records, and personnel files.
Ensure proper handling, storage, transmission, and security of confidential data in accordance with organizational policy and applicable law.
Cross-Functional HR Leadership Lead HR projects and initiatives that require collaboration across museum teams.
Provide operational guidance and data support for workforce planning and organizational initiatives.
Partner with leaders and teams to ensure HR processes and systems reflect and reinforce the museum’s culture and values.