Senior Manager, HR Operations

Canopy A&D•Irvine, CA

2d•$120,000 - $160,000•Hybrid

About The Position

Canopy Aerospace and Defense is seeking a Senior 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.

Requirements

Minimum 8 years' experience across Human Resources operations, HRIS or Human Resources systems, Human Resources project management, or a comparable mix.
Demonstrated ownership of an HRIS as the system owner or primary administrator, not solely as an end user or report requester.
Experience leading at least one full system implementation, migration, or major reconfiguration from requirements through go-live, with accountability for the outcome.
Demonstrated root cause analysis and problem solving skill: the ability to take an ambiguous problem, find the actual cause, and drive a fix to completion.
Demonstrated experience partnering cross-functionally with Payroll, Finance, Information Technology, and operating teams on shared processes and data.
Demonstrated process design skill: the ability to map a current-state process, diagnose where it fails, redesign it, and drive adoption.
Experience managing integrations between an HRIS and connected systems such as an applicant tracking system, background check vendor, benefits carrier, or identity and provisioning tools.
Strong project management skill, with the ability to run several workstreams at once across stakeholders in different businesses.
Demonstrated credibility with executives: experience presenting recommendations, business cases, and project status to senior leadership and defending them.
Working comfort with artificial intelligence tools and a demonstrated willingness to adopt new ones. Canopy expects its Human Resources team to use AI to reduce manual work and move faster, and candidates should be able to describe how they have used these tools or how they would approach learning them.
Bachelor's degree or equivalent from a 4-year college or university; or equivalent combination of education and experience.
General computer knowledge and working experience with Microsoft Suite, including strong Excel skills for analytical work such as data manipulation, lookups, pivot tables, and reconciling data sets.
Ability to explain a technical decision in plain language to a non-technical leader.
Ability to exercise discretion and independent judgment on matters significant to the business while working under general supervision.
Ability to work with others in a fast-changing environment and employees with various skillsets.

Nice To Haves

Experience with UKG Ready. Deep experience in another enterprise HRIS is equally welcome if the candidate can point to a time they learned a new system quickly and well; systems judgment matters more here than any one platform
Experience in a private equity backed or holding company environment where processes must work across several businesses
Experience applying artificial intelligence tools to Human Resources work, such as drafting, data analysis, document review, content production, or process automation
Experience supporting organizational change, including growth initiatives, restructuring, or integration efforts
Experience supporting manufacturing, aerospace, or defense environments, including shop floor time and attendance, is a plus
Benefits administration experience, including carrier feeds and eligibility rules
Experience with a reporting or business intelligence tool beyond the HRIS's native reporting
Lean, Six Sigma, or continuous improvement training
HRIP, PHR, SPHR, SHRM-CP, or SHRM-SCP certification

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.
Assess and integrate people systems and data when the Company acquires.
Apply artificial intelligence tools to Human Resources workflows where they reduce manual effort, and evaluate new capabilities as they become available.
Responsible for the creation, maintenance and control of all personally identifiable information or any other information protected by Confidentiality and Privacy Standards and HIPAA.
Responsible for special projects and assignments as business dictates.