HR Service Delivery Manager

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The Manager, HR Service Delivery leads day-to-day HR Service Center (HRSC) operations and a team responsible for delivering timely, accurate, and employee-focused HR support across the employee lifecycle. This role is accountable for team development, service performance, workload management, operational quality, and effective escalation of complex HR matters. The ideal candidate brings broad hire-to-retire HR knowledge, strong Workday and case management experience, and the ability to use operational data to drive decisions. This leader will join an evolving HRSC and play an important role in developing team capability, strengthening operational discipline, and guiding the team through new processes and ways of working. Roles & Responsibilities Lead, coach, and develop HR Operations Specialists supporting employees and managers across the hire-to-retire lifecycle. Oversee daily service delivery, including case queues, workload distribution, staffing coverage, service levels, and identify recurring operational issues and opportunities for efficiency. Provide operational leadership across benefits, onboarding, offboarding, Workday transactions, employment verifications, unemployment claims, time off, retirement, and other HR services. Apply broad knowledge of HR policies, benefits, employment practices, and compliance requirements to guide the team and identify matters requiring escalation. Oversee escalation flow and partner with HR subject matter experts on complex, sensitive, or policy-driven cases. Use Workday, case management tools, and service analytics to monitor performance, identify trends, manage workload, and improve service delivery. Build team capability through coaching, cross-training, knowledge sharing, performance management, and career development. Lead the team through evolving processes and operating-model changes while reinforcing accountability, collaboration, and a strong employee-service mindset. Partner with HRIS, People Analytics, HR Centers of Excellence, and HRSC functional leads to resolve issues and improve processes, controls, technology, and service outcomes. Basic Qualifications Typically requires a minimum of 10 years of related experience with a Bachelor’s degree; or 8 years and a Master’s degree; or a PhD with 5years’ experience; or equivalent combination of related education and work experience 7+ years of progressive HR experience, including significant experience in HR operations, employee services, or HR shared services. 3+ years of direct people-management experience, including responsibility for coaching, performance management, employee development, and team performance. Broad working knowledge of hire-to-retire HR processes, benefits administration, HR policies, employment practices, and compliance requirements. Demonstrated hands‑on experience with Workday and HR transactional processes. Experience with HR case management/service management tools and managing cases, queues, or service delivery. Experience using operational metrics and analytics to identify trends and inform workload and service decisions. Demonstrated experience leading teams through change and implementing new processes or ways of working. This position requires a minimum of 3 days per week on-site Preferred Qualifications 5+ years of direct people-management experience, particularly within HR operations or service delivery. Experience leading an HR Service Center or shared-services team. Experience leading teams through organizational or operating-model transformation. Advanced Workday experience across multiple employee lifecycle processes. Experience partnering with HRIS, People Analytics, Benefits/Total Rewards, Payroll, Compliance, or other HR Centers of Excellence. This requisition requires the candidate to have a minimum of the following clearance(s) None This requisition requires the hired candidate to have or obtain, within one year from the date of hire, the following clearance(s) None Salary compensation range and midpoint $132,000 - $165,000 - $198,000 Annual Work Location Type Onsite It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Commitment to Non-Discrimination All qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran or any other status protected by applicable federal, state, local or international law. 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