Description

Summary

The HR Operations Manager owns the systems, processes, and standards that enable HR to operate efficiently and deliver consistent, high-quality services across the organization. The role drives execution, governance, and continuous improvement in support of HR Business Partners, Talent Acquisition and other functions by spanning process design, systems enablement, vendor oversight, workforce analytics, and practical tools for leaders and HR teams. In close partnership with HR leadership and cross-functional stakeholders, this role translates strategy into scalable, compliant, and sustainable operations aligned with Goodwill Industries of Central Florida’s (GICF) mission.

Key Responsibilities Time*

HR Operations Strategy & Governance 25%

· Help define and manage the HR operations roadmap by establishing consistent service delivery

standards, SLAs, and operating procedures

· Develop and maintain HR dashboards and KPIs to support hiring, retention, engagement, and

workforce planning decisions.

· Lead cross-functional initiatives to enhance HR effectiveness.

Process, Systems & Data Enablement 25%

· Re-engineer HR and TA processes for efficiency and compliance (e.g., requisition-to-hire,

onboarding, Employee Relations case workflows, performance cycles).

· Working with HRIS serves as key resource ensuring data quality and standardized efficient

workflows.

· Develop HR KPIs, providing insights to inform training, retention, and talent strategies

Recruitment Operations, Programs & Vendor Management 20%

· Coordinate and maintain enterprise recruitment programs and partnerships, including referral

initiatives and community or campus pipelines.

· Partner with Marketing to support employment brand messaging and recruiting content.

· Oversee vendor sourcing, contracts, and SLAs (media, sourcing platforms, assessments, background

checks, etc.) to maximize value and ROI.

HRBP & Leader Enablement 20%

· In partnership with HR leadership and L&D, develop and maintain practical tools, templates, and

guidance that support HRBP and TA execution.

· Support HRBPs by translating workforce data and operational insights into actionable resources for

leaders that elevate leadership performance, engagement, and talent readiness.

· Coordinate communication of policy updates, employment law guidance, and audit-related

operational requirements.

Team Leadership & Stakeholder Collaboration 10%

· Recruit, coach, performance-manage team, and set development plans that foster an inclusive, high-

performance culture and emphasize excellence and accountability

· Partner with internal stakeholders to support effective adoption of HR processes, tools, and systems.

· Gather feedback and identify opportunities to improve HR operational effectiveness.

*Percentages reflect typical allocation of time and may shift based on business needs.

Scope Factors

· Consults: HRBPs, TA leaders and recruiters, HRIS/IT, Communications/Marketing, Finance, Procurement, Legal/Compliance, and external vendors.

· Decision Authority: Establishes and maintains HR operational procedures, dashboards, and vendor SLAs within defined guidelines; recommends process and system improvements to HR leadership; escalates operational and compliance risks as appropriate.

· Influence: Partners with HR leadership, HRBPs, and Talent Acquisition to reinforce operating standards and process adoption, using data and insights to inform decisions and drive consistent execution.

· Impact: HR service delivery consistency and efficiency; cost per hire; data quality and compliance; candidate and leader experience; retention and early attrition; effectiveness of HR tools and processes.

Qualifications

Qualifications – Education & Experience

· 7+ years of progressive experience in HR or Talent Operations, HR systems, or process improvement, with at least 2 years in a people-management or program-lead role. Experience in multi-site or high-volume environments preferred.

· Bachelor’s degree in Human Resources, Business, Operations, or a related field preferred. Equivalent experience may be substituted for formal education.

· Demonstrated experience supporting HR systems, dashboards, SOPs, and vendor relationships in an operational role.

Qualifications – Other Skills, Abilities & Knowledge

· Strong leadership and collaboration skills, with the ability to work effectively across HR and business teams.

· Excellent verbal, written, and presentation skills suited for senior-level audiences.

· Advanced analytical, problem-solving, and critical thinking skills with attention to detail and ability to simplify complex issues.

· Experience supporting process improvement and change initiatives.

· Proficiency with systems and analytics (Excel/BI, ATS/HRIS basics, KPI design, data storytelling).

· Skilled in consulting and enablement, translating insights into practical tools, training, and leader routines.

· Ability to manage vendors, track performance, and support budget considerations.

· Inclusive leadership style that builds collaborative, service-focused teams

Physical Demands and Working Conditions

· Work is typically performed onsite in a climate-controlled office environment.

· Regular local travel to Central Florida sites; occasional out-of-area travel for vendor or conference needs.

· Schedule may vary based on business needs. Reasonable accommodations are available.

Licensing and Certification

· Valid Florida Driver’s License with satisfactory driving record.

· PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred but not required.