MSC Hire to Retire Ops Manager - HR Data

Job Overview MSCHTR Ops Manager is a senior individual contributor role within T-Mobile's Magenta Service Center that provides expert-level program leadership, operational oversight, and strategic advisory support across one or more HTR functions, including payroll, leaves of absence, accommodations, recruiting support, myHR, HR data maintenance, onboarding, offboarding, background check and other HR Operations support. This role drives program integrity, compliance, and continuous improvement without direct people management responsibilities, serving as a trusted subject matter expert and functional authority for the HTR team and its cross‑functional partners. The MSC HTR Ops Manager leads complex program development and lifecycle management, conducts operational assessments, manages vendor relationships, and may represent the HTR function in enterprise initiatives. By combining deep operational expertise with strong stakeholder partnership and a strategic perspective, this role ensures the reliability, scalability, and compliance of HR service delivery across the employee lifecycle and advances operational excellence, fostering a high‑quality employee and manager experience. Hybrid role – 3 days/week in office, based in Overland Park, KS. Job Responsibilities Lead the development, implementation, and ongoing lifecycle management of complex HR operational programs within the assigned HTR function, ensuring compliance, effectiveness, and alignment with organizational objectives. Serve as a functional authority and primary escalation point for complex, sensitive, or high‑risk operational matters, interpreting HR policy, employment law, and regulatory requirements to deliver authoritative guidance that balances employee needs, legal obligations, and organizational risk. Leverage deep Workday HCM expertise to administer and govern global HR data throughout the employee lifecycle, ensuring data accuracy, regulatory compliance, and seamless system operations. Execute and validate complex Workday transactions, including EIBs, organizational restructures, international updates, and large‑scale workforce changes, while serving as the senior point of contact for advanced Workday support, issue resolution, and system guidance. Conduct operational assessments to identify risks, gaps, and systemic issues within the assigned function, develop data‑driven recommendations, and lead the design and implementation of process improvements and controls that enhance compliance, efficiency, and scalability. Represent the HTR function in enterprise initiatives such as system implementations, organizational changes, international expansions, and compensation programs, evaluating configurations, validating data, performing testing, and ensuring operational requirements are reflected in project outcomes. Build and sustain trusted partnerships with cross‑functional stakeholders including Legal, Finance, HR Centers of Excellence, and senior business leaders to align program strategy, resolve complex escalations, coordinate workstreams, and advance shared organizational goals. Develop and deliver training, communications, and standard operating procedures for HR teams, managers, and operational partners to advance functional knowledge, support program adoption, and maintain consistent and compliant service delivery. Education and Work Experience Bachelor's Degree or equivalent education and experience (Required). 5-7 years of progressive experience in HR operations, program management, or a related field, with demonstrated expertise in one or more HTR functions (Required). Knowledge, Skills and Abilities Advanced knowledge of HR processes and systems such as Workday, Kronos/UKG, or case management platforms, with the ability to serve as a functional authority, evaluate system configurations, and guide resolution of complex operational issues (Required). Deep expertise in one or more HTR functions, including applicable laws, regulations, and company policy, with the ability to interpret complex situations, provide authoritative guidance, and represent the function in enterprise programs and initiatives (Required). Demonstrated ability to lead complex program development, implementation, and lifecycle management across multiple workstreams, ensuring alignment with organizational objectives and sustained program effectiveness (Required). Advanced proficiency in analyzing operational data, compliance metrics, and audit results to identify trends, assess organizational risk, and develop actionable recommendations that drive program and process improvement (Required). Demonstrated ability to independently evaluate complex, ambiguous, or sensitive situations, synthesize information, conduct root cause analysis, and develop well‑reasoned solutions with broad operational or organizational impact (Required). Exceptional verbal and written communication skills, including the ability to translate complex HR, regulatory, and operational concepts for varied audiences, deliver effective training and presentations, and influence decisions at a senior level (Required). Ability to build and sustain trusted working relationships with cross‑functional partners and senior business leaders, aligning priorities, coordinating workstreams, and serving as a credible advisor across organizational levels (Required). Comprehensive understanding of employment law, HR regulatory requirements, and internal governance standards, with demonstrated accountability for program‑level compliance and the ability to lead compliance initiatives and audits (Required). Proven experience leading process improvement and optimization efforts using structured methodologies such as LEAN or Six Sigma (Required). Ability to assess organizational impact, develop change management plans, and communicate program changes effectively to ensure successful adoption across HR and business teams (Required). Advanced proficiency in Microsoft Excel, including complex formulas, pivot tables, and data modeling for operational reporting, compliance monitoring, and decision support (Required). Working knowledge of LEAN or continuous improvement methodologies with demonstrated ability to apply them to HR operational workflows to drive efficiency, accuracy, and scalability (Required). Committed to delivering a high‑quality employee and manager experience, balancing operational rigor and compliance with a service‑oriented approach that reflects T-Mobile's values (Required). Applies emotional intelligence when navigating sensitive or complex HR matters and building trust with employees, managers, and cross‑functional partners at all levels (Required). Operates with a high degree of autonomy, self‑direction, and ownership, consistently delivering quality program and operational outcomes with minimal supervision in a complex environment (Required). Licenses and Certifications Professional in Human Resources (PHR) (Preferred). Senior Professional in Human Resources (SPHR) (Preferred). Certified Payroll Professional (CPP) (Preferred). Certified Disability Management Specialist (CDMS / CPDM) (Preferred). Project Management Professional (PMP) (Preferred). LEAN Six Sigma Certification (Preferred). Travel Travel Required: No. DOT Regulated Position: No. Safety Sensitive Position: No. Pay Range and Benefits Base Pay Range: $75,300 – $135,800. Corporate Bonus Target: 15%. Eligible for an annual bonus or periodic sales incentive or bonus based on role and performance. Benefits include medical, dental, and vision insurance, flexible spending account, 401(k), employee stock grant, employee stock purchase plan, paid time off, 12 paid holidays, paid parental and family leave, childcare subsidy, tuition assistance, short- and long term disability, voluntary AD&D coverage, voluntary accident coverage, voluntary life insurance, voluntary disability insurance, voluntary long‑term care insurance, mobile service and home internet discounts, pet insurance, commuter and transit programs. For more information, visit Equal Opportunity Employment Statement T-Mobile USA, Inc. is an Equal Opportunity Employer. All decisions concerning the employment relationship will be made without regard to age, race, ethnicity, color, religion, creed, sex, sexual orientation, gender identity or expression, national origin, religious affiliation, marital status, citizenship status, veteran status, the presence of any physical or mental disability, or any other status or characteristic protected by federal, state, or local law. Discrimination, retaliation or harassment based upon any of these factors is wholly inconsistent with how we do business and will not be tolerated. Disability Accommodation If you are an individual with a disability and need reasonable accommodation at any point in the application or interview process, please let us know by emailing View email address on click.appcast.io or calling View phone number on click.appcast.io. This contact channel is not a means to apply for or inquire about a position and we are unable to respond to non‑accommodation related requests. #J-18808-Ljbffr T-MOBILE USA, Inc.