Manager, HR Operations

The Manager of HR Operations at Athena is primarily responsible for leading and optimizing HR processes, technology, and compliance across the employee lifecycle. This includes developing HR operational strategies that align with business objectives, improving HR processes for efficiency, overseeing HRIS management, ensuring compliance with labor laws, and enhancing HR service delivery. Your role will significantly influence the employee experience at Athena and ensure that HR practices are both compliant and efficient.

To qualify for the Manager, HR Operations position at Athena, candidates should possess at least a Bachelor’s degree in Human Resources, Business Administration, or a related field, along with a minimum of 5 years of experience in HR operations leadership. Strong knowledge of HRIS platforms and expertise in HR compliance, policies, and labor laws are essential, as well as experience in process improvement and HR analytics. Exceptional leadership and communication skills are crucial for success in this role.

Yes, Athena offers an attractive benefits package for the Manager of HR Operations role, which includes comprehensive medical and dental benefits, a 1K Health Reimbursement Account, matching 401K, a generous PTO policy, and substantial parental leave. Moreover, we promote a hybrid work environment where flexibility is encouraged, making it easier for you to maintain a work-life balance while excelling in your role.

At Athena, we pride ourselves on a dynamic and inclusive work culture. As a recognized Top Workplace in 2023 and 2024 by the Philadelphia Inquirer, our environment encourages collaboration, creativity, and open communication. HR professionals, like the Manager of HR Operations, are supported in their efforts to drive change and foster a positive employee experience, all while enjoying a light-hearted atmosphere where great ideas can flourish.

For the Manager, HR Operations position at Athena, we prefer candidates who have strong experience with HRIS platforms such as Rippling, Workday, SAP SuccessFactors, or UKG. Proficiency in managing HR systems, ensuring data integrity, and leveraging technology for data-driven decision-making is crucial. The ability to partner effectively with IT and vendors to optimize HR technologies will be a key part of ensuring our operational excellence.

When optimizing HR processes, I focus on aligning HR operations with business goals, gathering data to identify inefficiencies, and ensuring compliance and a positive employee experience. After auditing current processes, I implement best practices and leverage technology where possible to automate tasks, thereby boosting overall efficiency and service delivery.

To ensure compliance, I keep abreast of changes in labor laws and regularly review HR policies and procedures to align them with current regulations. I conduct audits, train HR staff on compliance issues, and develop a culture of accountability within the HR team to prioritize compliance in our daily operations.

Certainly! In a previous role, I led an initiative to automate our onboarding process by implementing a new HRIS that streamlined document collection and training scheduling. This reduced onboarding time by 30% and improved the overall new hire experience, allowing HR to focus on strategic initiatives rather than administrative tasks.

I have extensive experience utilizing HR analytics to inform decision-making, such as employee turnover rates, recruitment metrics, and performance data. By analyzing this data, I identify trends that help inform strategies for employee retention and improvement in training programs, ultimately aligning workforce planning with business objectives.

My approach to managing vendor relationships involves establishing clear communication channels and setting expectations from the outset. I actively engage with vendors to ensure we receive the best possible service and regularly assess our partnerships to verify they meet our evolving HR needs and goals.

When developing SLAs in HR, I begin by identifying key performance indicators (KPIs) that align with our goals. I collaborate with stakeholders to draft terms that are reasonable and measurable, and I make sure to incorporate feedback loops for continuous improvement. By regularly reviewing SLA performance, I ensure we meet and exceed employee expectations.

Enhancing employee engagement through HR operations involves creating a feedback-rich environment where employee input is valued. I focus on clear communication of policies, employee recognition programs, and opportunities for professional development to promote engagement and satisfaction in the workplace.

I leverage various HR technologies to streamline operations, such as integrating HRIS for automated data processing and utilizing employee self-service tools. Technology allows us to improve response times, provide easier access to information, and deliver a more efficient experience to employees, fostering a better working environment.

To drive a culture of continuous improvement, I prioritize gathering feedback from employees and regularly assess HR processes. Utilizing this feedback, I set specific objectives for enhancing our operations and make iterative changes that align with our goals while keeping the team informed and engaged throughout the process.

As the Manager, HR Operations, I prioritize tasks by assessing urgency and impact based on our strategic objectives. I use project management tools to track progress and delegate tasks effectively, ensuring that operational excellence remains at the forefront of our priorities while being responsive to any immediate needs that arise.