Senior Manager - HR Operations.& Systems

Modern Family Law

1d•Remote

About The Position

Modern Family Law, a boutique law firm specializing in family law, is seeking a detail-oriented and proactive Senior Manager, HR Operations & Systems. The Senior Manager serves as the operational leader for HR Operations & Systems within the People & Culture function, ensuring the department has the structure, processes, and operational foundation necessary to effectively support the business. This position provides leadership and ownership of existing HR systems and technology, benefits administration, compensation support, reporting and analytics, HR operations compliance, onboarding and offboarding, process improvement, and workflow governance. Working closely with the Director of People & Culture, this role is responsible for strengthening operational excellence, improving efficiency, and building scalable processes that support the firm’s continued growth.

Requirements

Bachelor’s degree or an equivalent combination of education and relevant professional experience.
Seven or more years of progressive professional experience in operations, project or program management, business administration, human resources, systems implementation, consulting, or a related field.
Demonstrated experience leading complex projects or operational initiatives from planning through implementation.
Strong ability to evaluate existing processes, identify gaps, develop practical solutions, and establish clear workflows, ownership, and accountability.
Experience developing and maintaining policies, procedures, project plans, process documentation, or standard operating procedures.
Demonstrated ability to work across departments, manage competing priorities, and move projects forward in a fast-paced and evolving environment.
Experience working with business systems, reporting tools, workflows, data, or technology-enabled processes.
Strong judgment, organization, attention to detail, communication, and follow-through.
Demonstrated ability to lead, influence, and provide direction to team members and cross-functional stakeholders.
Demonstrated ability to quickly learn and effectively apply new systems, business practices, terminology, and operational requirements.
Ability to communicate professionally and interact effectively with employees, managers, leadership, attorneys, support staff, and external partners.
Ability to be a proactive self-starter who can operate independently while managing multiple priorities and deadlines.
Demonstrated attention to detail, reliability, organization, and follow-through.
Ability to identify process gaps and recommend practical solutions to improve efficiency, consistency, and operational effectiveness.
Flexibility and ability to respond positively to shifting priorities and business needs.
Ability to work under pressure and manage competing priorities while maintaining accuracy and professionalism.
Ability to work in a primarily computer-based environment, including extended periods of sitting, screen time, typing, and use of standard office equipment.
Ability to occasionally lift and move office equipment or materials weighing up to 10 pounds.

Nice To Haves

Experience supporting Human Resources, People Operations, business operations, professional services, or another employee-focused operational function.
Experience with HR systems, benefits administration, compensation processes, onboarding and offboarding, employee records, or workforce reporting.
Experience supporting a remote, geographically dispersed, or multi-state workforce.
Experience working with a Professional Employer Organization or third-party service providers.
Experience implementing systems, improving workflows, introducing automation, or leading organizational change.
Experience in a law firm, professional-services organization, or rapidly growing company.
SHRM, HRCI, project-management, process-improvement, or systems-related certification.

Responsibilities

Provide leadership and operational oversight of existing People & Culture systems and technology that support the employee lifecycle.
Ensure the effective utilization, governance, and continuous improvement of existing People & Culture systems and tools.
Ensure employee data integrity, reporting accuracy, and system governance.
Partner with internal stakeholders to improve operational workflows and maximize the effective use of existing People & Culture systems and technology.
Support annual Open Enrollment and ongoing benefits communications.
Support the administration of employee benefit programs, ensuring accuracy, compliance, and a positive employee experience.
Partner with the PEO to support the administration of employee benefit programs and resolve benefit-related issues.
Support compensation administration, salary changes, market benchmarking, and compensation reporting.
Assist with compensation planning and annual compensation review processes.
Maintain compensation data and reporting accuracy.
Develop and maintain People & Culture reports, dashboards, and workforce metrics.
Analyze operational trends and provide reporting to support business decisions.
Ensure the accuracy and integrity of People & Culture data.
Design, draft, implement, and maintain People & Culture policies and standard operating procedures.
Own and optimize People & Culture documentation, document-retention practices, and supporting infrastructure.
Establish clear standards for process documentation, ownership, maintenance, and accessibility.
Partner with the Director of People & Culture, the PEO, and other appropriate resources to support operational compliance with employment documentation, recordkeeping, and HR administrative requirements.
Oversee personnel records, document retention, and compliance reporting.
Support internal audits and operational compliance initiatives.
Develop, document, and continuously improve People & Culture processes and standard operating procedures.
Identify opportunities to improve efficiency through process improvements, automation, and the effective use of existing technology.
Promote consistency, standardization, and operational excellence across the People & Culture function.
Provide leadership and operational oversight of the onboarding and offboarding function.
Ensure onboarding and offboarding processes are timely, consistent, and well-coordinated across departments.
Continuously evaluate and improve onboarding and offboarding workflows to support a positive employee lifecycle experience.
Provide direction to the Onboarding & Offboarding Specialist on priorities, process standards, and service expectations.
Establish operational standards and workflow ownership across the People & Culture function.
Oversee SharePoint organization, documentation, and process governance.
Ensure consistency across People & Culture processes, operational standards, and workflow governance.