What are the responsibilities and job description for the HR Operations Manager position at JM Eagle and Careers?
Why Join Us:
- Location: Onsite role located at JM Eagle HQ, 5200 W Century Blvd. Los Angeles.
- Work Hours: Monday to Thursday 8:30 am to 5:30 PM (flexibility may be extended). Remote work on Fridays.
- Competitive Compensation: Receive a salary that reflects your experience and expertise.
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Outstanding Benefits:
- Comprehensive medical, dental, and vision coverage.
- Pension plan and retirement match plan to help you secure your financial future.
- On-Site Gym Access: Stay fit and active with our fully equipped gym, featuring a trainer-led class schedule from Monday to Thursday.
SUMMARY
The HR Operations Manager is responsible for designing and implementing new HR programs, polices and procedures as well as improving and optimizing current HR processes in support of organizational needs and goals. This role is focused on change management, continuous improvement of HR operations, managing HR technology (Paycom, Lattice) while ensuring legal compliance and supporting overall business objectives. Additionally, this role will be directly involved in various aspects of HR and employee lifecycle, including but not limited to: training, employee relations, performance management, and compensation.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other job-related duties may be assigned.
HR Operations & Compliance
- Manages the deployment and administration of operational processes used to deliver HR programs and projects.
- Oversee and manage the daily operations of the HR department, ensuring alignment with company goals.
- Develop, implement, and maintain HR policies and procedures to ensure compliance with federal, state, and local labor laws.
- Ensure accurate record-keeping and HR documentation in line with legal requirements.
- Manage HR audits and ensure compliance with data privacy regulations.
HR Systems & Process Optimization
- Maintains HRIS (Paycom and Lattice) and other HR-related technology platforms.
- Continuously evaluate and improve HR processes, leveraging technology and best practices.
- Generate HR reports and analytics to support business decision-making.
Employee Relations & Support
- Act as a point of contact for employee inquiries related to HR policies, benefits, and HR systems.
- Ensure smooth onboarding and offboarding processes.
- Provide guidance to managers and employees on employee relations issues, ensuring fair and consistent application of company policies and procedures
- Conduct thorough and confidential investigations into workplace concerns, including harassment, discrimination, and policy violations
- Draft and deliver disciplinary actions and performance improvement plans in alignment with HR best practices and legal standards
- Partner with leadership to proactively address workplace conflict, fostering a positive and productive environment
- Maintain detailed documentation of employee relations cases to ensure compliance and support legal defense if necessary
- Facilitate resolution of interpersonal disputes through coaching, mediation, and conflict resolution techniques
- Collaborate with legal counsel and senior HR leadership on complex or high-risk cases
- Track trends and provide data-driven insights to improve policies, reduce turnover, and enhance organizational culture
Performance Management & Reviews
- Manages the company’s performance review process, ensuring consistency and fairness.
- Administer and maintain the performance management platform (Lattice).
- Work with leadership to set performance review timelines, templates, and guidelines.
- Train managers and employees on performance review best practices and system navigation.
- Generate reports and analytics to assess performance trends and provide insights for leadership.
- Continuously evaluate and improve the performance review process to align with company objectives and employee development goals.
Vendor Relationship & Contract Management
- Work with external vendors to maintain strong, ongoing relationships and ensure high-quality service.
- Manage vendor contracts, including reviewing terms, renewals, and ensuring compliance with agreed-upon services.
- Monitor vendor performance and provide feedback to ensure consistent service delivery.
Leadership & Collaboration
- Partner with department heads and leadership to drive HR initiatives and improve workforce productivity.
- Collaborates with stakeholders to provide consultation, process design, and project management of HR program implementations and initiatives like compensation, benefits, performance management, or training.
- Provide guidance to HR staff and ensure consistency in HR service delivery.
Workers Compensation
- Administer workers’ compensation claims with HR Generalist from initial report through resolution, ensuring compliance with state and federal regulations
- Serve as primary point of contact for injured employees, insurance carriers, and medical providers to coordinate care and claim documentation
- Monitor open claims and collaborate with adjusters to facilitate timely return-to-work plans and case closures
- Maintain accurate records of all claims, correspondence, and medical reports in accordance with confidentiality and legal standards
- Review and analyze workers’ comp data to identify trends, reduce incidents, and improve workplace safety initiatives
- Coordinate the annual workers’ compensation policy renewal process, including reviewing prior claim history, updating payroll data, and working with brokers to ensure adequate coverage and competitive rates
- Participate in annual audits by preparing required documentation and supporting insurance carrier reviews
- Educate managers and employees on injury reporting procedures and best practices to minimize risk and enhance workplace safety awareness
Compensation Analysis
- Analyze internal and external data to develop and maintain salary structures, pay grades, and compensation ranges
- Conduct job evaluations and market pricing for new and existing roles to ensure competitive compensation.
- Assist in the annual compensation review process, including merit increases, bonus planning, and compensation modeling.
- Monitor legal and regulatory developments related to compensation (e.g., pay transparency, FLSA) and ensure compliance.
- Assist in the development of compensation policies, procedures, and communication materials.
Training Experience
- Design and deliver engaging training programs for employees and managers on topics such as compliance, leadership, and performance management
- Conduct onboarding sessions to ensure new hires are equipped with the tools, knowledge, and resources to succeed
- Assess organizational training needs through surveys, performance data, and feedback from department heads
- Create training materials, presentations, and job aids tailored to various learning styles and roles
- Facilitate in-person and virtual training sessions using interactive methods to maximize engagement and retention
- Partner with subject matter experts to develop role-specific learning paths and upskill employees
- Utilize learning management systems (LMS) to schedule, assign, and monitor training programs
SUPERVISORY RESPONSIBILITIES
This role has no supervisory responsibilities
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily as listed above as well as below:
Minimum 8 years of progressive HR experience with strong focus on Performance Management and Compensation.
Experience with creating and executing new HR programs.
Strong knowledge of HR laws, compliance, and best practices.
Experience with Paycom, Lattice, Power BI and other data management tools.
Excellent problem-solving, analytical, and communication skills.
Ability to work cross-functionally and manage multiple priorities effectively.
Strong understanding of industry trends and strategies.
Salary : $92,848 - $154,746