Senior Manager, HR Operations

General Purpose

The Senior Manager, HR Operations, reporting to the Vice President of HR Operations and Payroll, is responsible for building and leading a scalable HR operations function supporting the post-onboarding employee lifecycle. This role owns employee data integrity, workforce administration, and lifecycle transactions following onboarding completion. In close partnership with the HR Onboarding Operations team-which is responsible for employee setup through onboarding completion and start-date readiness-this role ensures clear ownership across the post-onboarding employee lifecycle, including defined handoffs, exception management, escalation protocols, and aligned execution. The Senior Manager collaborates with the Onboarding Operations leader to establish handoff standards to ensure lifecycle transactions, employee data corrections, supervisory organization alignment, payroll-impacting changes, and other post-onboarding issues are routed, resolved, and measured consistently. Through strong partnership with HR teams, facility leadership, and cross-functional stakeholders, this role strengthens audit readiness and delivers a consistent, high-quality experience for employees and managers.

The ideal candidate is a people-first leader who is both strategic and hands-on - a builder who can identify operational gaps, roll up their sleeves to improve HRIS data and processes, and empower teams to deliver through clear structure, training, and accountability.

KEY OUTCOME (0-12 MONTHS)

• Accurate and well-governed post-onboarding workforce data
• Consistent, scalable HR operations and transaction processes
• Stronger controls, streamlined processes, improved audit readiness, and enhanced compliance support
• Improved service delivery for employees, managers, and HR partners
• Actionable reporting and insights that support better decisions

Core Responsibilities

Data Governance & Workforce Data Integrity

• Directly manage and review post-onboarding employee data transactions, including personal data updates, job profile corrections, and supervisory org alignment, to ensure complete and accurate records.
• Work directly with systems analysts to identify recurring data issues, validate audit results, and implement automated audits, exception reports, and scheduled data quality checks in Workday.
• Maintain contingent worker data in Workday, including worker type classifications, assignment tracking, and contract end dates, and resolve discrepancies as they arise.

• Oversee hands-on HRIS data conversion, validation, and process standup activities for acquisitions and newly onboarded facilities, including review of loaded data and issue resolution.
• Implement and enforce data governance standards, including field usage guidelines, business process definitions, and data entry protocols through partnership and training with teams.

Insights & Analytics

• Develop and maintain HR operational dashboards and workforce analytics that deliver actionable insights to HR teams, Finance, and operations.
• Fulfill recurring and ad hoc data requests, building reusable report templates and translating workforce data into business-ready formats.
• Support employee policy and survey administration, including distribution, response tracking, and results summaries to inform stakeholder action planning.

HR Operations Design & Transaction Excellence

• Design, document, and actively support end-to-end HR operational processes across the employee lifecycle - job changes, promotions, separations, and organizational changes - with clear ownership, controls, and service expectations.
• Create and deliver HRIS training, standard operating procedures, and job aids, while coaching users and business partners on accurate transaction entry and consistent process execution.
• Oversee operational efforts related to time away from work processes, including leave tracking, return-to-work support, and coordination with payroll and benefits.
• Manage license and certification data maintenance, audit integrations for completeness, and resolve errors that affect downstream use by other teams.
• Support unemployment claim management while providing training and ongoing guidance to HRLs to ensure timely, accurate claim resolution. Monitor performance metrics to promote low experience rates and minimize unemployment costs.
• Manage verification of employment issues, new hire reporting and EEO reporting transactions and submissions required by applicable states.
• Establish and maintain transaction management standards, perform quality reviews, and step in to resolve exceptions and escalated data issues when needed.

HR Compliance Partnership & Audit Support

• Lead HCM audit activities hands-on, including scoping, data preparation, sample pulls, issue follow-up, and coordination of supporting documentation for internal and external audits.
• Coordinate with Legal and Compliance to ensure alignment with employment laws, data privacy regulations, and record retention standards.
• Support remediation planning when audit findings identify exceptions, including root cause analysis and corrective action tracking.
• Prepare and run ad hoc reports, data extracts, and supporting files for regulatory reviews, external audits, and third-party compliance requests.
• Conduct and maintain administrator audits to support compliance with state requirements, and internal policies for facility leadership.

Employee & Manager Experience

• Build and sustain an HR operations foundation that delivers consistent, intuitive, and efficient employee and manager experiences throughout the post-onboarding employee lifecycle.
• Develop a roadmap for future HR Operations service delivery capabilities such as customer service, knowledge base, and service center readiness aligned with shared services scaling.

Cross-Functional Collaboration

• Serve as the business process owner for Workday HCM, partnering on system optimization, configuration improvements, support testing, improve user experience, and integration integrity.
• Partner closely with HR teams and Workday users to troubleshoot issues, align on data requirements, and drive consistent, accurate system use.
• Serve as a central coordination point during acquisitions, restructures, and large-scale workforce events by supporting HRIS readiness, validating data, and resolving conversion or setup issues.
• Manage vendor relationships to drive partnership success and sustained performance.
• Provide operational support to teams on ad hoc projects and initiatives as business needs arise.

Qualifications

Required

• 6+ years of progressive HR Operations manager experience in complex, multi-site, or enterprise environments.
• Experience with Workday HCM, organizational management, data governance, and integrations.
• Proven people leadership experience.
• Bachelor's degree in business major, or other related major.
• Strong business judgment and comfort operating with ambiguity and incomplete systems.
• Strong analytical, technical, problem-solving, and root cause analysis skills.

Preferred

• Experience with Workday HCM and demonstrated technical aptitude for learning and leveraging HRIS platforms.
• Experience implementing or scaling HR shared services or centralized support models.

Leadership Characteristics

• People-first leader who empowers teams to deliver high-quality results through clear expectations, coaching, and accountability.
• Builder mindset with strong sequencing discipline - knows how to prioritize what matters most and move the team forward with purpose.
• Strategic yet hands-on; comfortable designing the vision while rallying the team to deliver early wins.
• Patient, pragmatic, and focused on sustainable growth - avoids premature scale while keeping teams motivated and productive.

Work Location

• This role is based at PACS Headquarters in downtown Salt Lake City, UT. Relocation assistance is available for qualified candidates who reside outside the greater Salt Lake City area.

Travel

• Travel is expected across regions, and facilities to build relationships, and support implementation. Anticipated travel: 15% depending on business needs.

#LI-BB1

Join PACS: Elevate Healthcare with Us!

PACS is elevating healthcare by revolutionizing our approach to leadership and quality care. Guided by our core values of love, excellence, trust, accountability, mutual respect, and commitment , we strive to foster a culture of compassionate care within our teams and the communities we serve. As we grow rapidly, exciting opportunities await you to engage in impactful projects and contribute valuable insights to stakeholders nationwide.

If you're ready to make a difference and embrace our mission of creating real change, we invite you to join us at PACS. Together, let's shape the future of healthcare!

Join Our Team and Thrive!

At PACS, we believe our employees are our greatest asset. That's why we offer an exceptional benefits package designed to enhance your well-being and support your lifestyle.

Our Comprehensive Benefits Include

• Health Coverage: Enjoy medical, dental, and vision plans to keep you and your family healthy.
• PTO and Vacation: Benefit from generous paid time off and holidays to relax and recharge.
• Financial Wellness: Take advantage of Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) to manage your healthcare expenses effectively.
• Retirement Planning: Secure your future with our 401(k) plan, complete with company contributions to help you build your retirement savings.
• Support When You Need It: Our Employee Assistance Plan (EAP) provides confidential support for personal and professional challenges.

Join us at PACS and take advantage of a workplace that truly values you!

We celebrate diversity and are committed to creating an inclusive environment for all employees. We welcome applicants of every race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, and any other protected characteristic. Employment decisions are based on qualifications, merit, and business needs.