Senior HR Manager, HR Operations

Arcadia Family of Companies•Honolulu, HI

5h•$108,000 - $130,000

About The Position

The Arcadia Family of Companies is a local non-profit organization committed to providing senior living excellence in a gracious, compassionate, and dynamic environment which meets the spiritual, physical, and social needs of every resident, client, and member we serve. Why Join Us Our employees are the heart of everything we do. We foster a culture of kindness, compassion, and respect, emphasizing collaboration and teamwork in a supportive environment. Each day, we focus on our mission to enrich the lives of Hawaii's kupuna. Come join us to be part of our remarkable team where every member is valued! Enjoy the Benefits Healthcare: Medical, dental, and vision coverage for employees and dependents; flexible spending account, and Employee Assistance Program. Retirement Savings: Generous 403(b) Retirement Plan with 8.5% employer contribution every paycheck based on gross income after completion of one year of employment when you contribute 4% or more. Free Employee Meals: More time to relax and let our chefs take care of your meals. Paid Time Off: Enjoy 10-20 vacation days based on tenure, plus 11 paid holidays – and yes, your birthday is a paid holiday! Sick Leave – after 90 days of employment, you receive 5 days of sick leave and can accrue up to 90 days, ensuring you have the support and flexibility you need when it matters most. Professional Development: 1. Education Assistance Program for qualified employees who want to become Certified Nurse Aids (CNAs) 2. Access to a wide array of online training courses through Relias, empowering you to enhance your professional skills; and much more! What You’ll Do The Senior HR Manager, HR Operations drives execution of the company’s people strategy across the full employee lifecycle. This role leads HR operations including payroll, benefits, HRIS, employee relations, leave administration, engagement, talent development, and talent acquisition/workforce development, ensuring efficient, compliant processes and an excellent employee experience. Work Schedule Monday–Friday (Full-Time), with some evening and weekend work Compensation Salary Range: $108,000.00 - $130,000.00

Requirements

Bachelor's degree (B.A.) in Human Resources, Business Administration, or related field; or equivalent combination of education and experience.
Minimum of five years progressive HR leadership experience with demonstrated ownership of HR operations and/or talent acquisition systems; experience leading managers and running cross-functional execution.

Nice To Haves

Master’s degree in Human Resources, Business Administration, or related field.
Experience in a multi-site or operationally complex environment; strong experience with HR technology platforms and analytics.
SPHR/PHR or SHRM-CP/SCP

Responsibilities

Manage a team of HR professionals and execute on projects in conjunction with the Chief Human Resources Officer to improve the organization’s overall HR operations, services, and systems.
Own the HR execution cadence: weekly prioritization/triage, monthly KPI review, quarterly planning, and annual HR calendar (open enrollment, audits, performance cycles, recruiting cycles).
Convert strategic direction into clear workplans with owners, timelines, service standards, and measurable outcomes across HR Operations.
Establish and maintain simple, repeatable workflows for intake, prioritization, approvals, and escalation; remove bottlenecks and reduce rework.
Use metrics and root-cause analysis to identify operational pain points and lead improvement initiatives that increase reliability, throughput, and stakeholder trust.
Partner cross-functionally with Finance, IT, Operations leaders, vendors, and business units to deliver outcomes and maintain governance/controls.
Oversee operational reliability through the Payroll, Benefits & HRIS Manager: accuracy, timeliness, compliance, controls, and audit readiness for payroll and benefits processes.
Drive HRIS optimization: data integrity, workflow simplification, reporting readiness, access governance, and continuous improvement of user experience for employees and managers.
Ensure reporting is decision-ready (timely, accurate, and actionable) and supports business leaders with workforce insights.
Ensure recruiting and workforce development execution aligns with organizational priorities and staffing needs.
Hold the talent engine accountable for measurable outcomes (time-to-fill, quality of slate, candidate experience, offer acceptance, onboarding handoffs, early-tenure indicators).
Standardize and expedite hiring manager enablement and selection process to improve consistency, speed, and quality while reinforcing AFC values and culture.
Identify creative solutions, advise, and make recommendations using a broad knowledge of HR practices and recommend strategies that balance the needs of employees and management with relation to HR services and policy alignment.
Maintain knowledge of trends, best practices, regulatory changes and technologies in human resources and employment law. Assures compliance with all applicable state and federal laws and corporate policies/guidelines and identifies opportunities to develop and implement new practices/guidelines to achieve business goals.
Manage and provide employee relations support, including conflict resolution, disciplinary action, performance improvement counseling and other employment practices.
Review, recommend, and implement HR optimization and efficiency projects and initiatives.
Maintain internal HR policies, standard operating procedures, templates, and forms.
Compile and analyze statistical data and reports to identify and determine causes of HR challenges and develop recommendations for improvement of organization’s policies and practices.
Analyze and develop programs and strategies to enable the family of companies to be an “employer of choice”.
Serves on committees on organization-wide planning, direction, and decision making.
Performs necessary duties for emergency drills and situations such as fire, fire alarms, hurricanes, another other possible emergencies as outlined in the Disaster Response Playbook.
Assists the Chief Human Resources Officer in planning, development, implementation and evaluation of company-wide Learning and Development, Culture and People programs and Compensation.
Directs and manages staff in accordance with all regulatory and AFC requirements with an emphasis on outcomes, accountability, and operational excellence across HR execution lanes.
Oversee and direct the daily activities of the following HR functional roles: Payroll, Benefits, HRIS Manager, Talent Acquisition and Workforce Development Manager, and the HR Specialist.
Develops annual ad capital budgets for area(s) of responsibility
Manages resources and operates within approved budget

Benefits

Medical, dental, and vision coverage for employees and dependents; flexible spending account, and Employee Assistance Program.
Generous 403(b) Retirement Plan with 8.5% employer contribution every paycheck based on gross income after completion of one year of employment when you contribute 4% or more.
Free Employee Meals: More time to relax and let our chefs take care of your meals.
Enjoy 10-20 vacation days based on tenure, plus 11 paid holidays – and yes, your birthday is a paid holiday!
Sick Leave – after 90 days of employment, you receive 5 days of sick leave and can accrue up to 90 days, ensuring you have the support and flexibility you need when it matters most.
Education Assistance Program for qualified employees who want to become Certified Nurse Aids (CNAs)
Access to a wide array of online training courses through Relias, empowering you to enhance your professional skills; and much more!

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