As Manager of HR Operations, you will manage day-to-day HR Operations programs that shape the team member and manager experience across benefits, leave, accommodations, compliance, and operational processes. You will lead a small, high-impact team while supporting program execution, service delivery, risk awareness, and continuous improvement. This is a working manager role: you will personally own leave of absence and accommodation cases while partnering with HR leadership on benefits communication, compliance, and operational execution.
You will manage HR Operations programs with a focus on execution, accuracy, compliance, and the team member experience. Success in this role means anticipating issues, making practical recommendations, aligning with stakeholders, escalating risks appropriately, and ensuring the team consistently delivers timely, compliant, and employee-centered support.
Lead, manage, and develop the HR Operations team by setting priorities, clarifying ownership, coaching for stronger judgment and execution, and ensuring the team delivers accurate, timely, and high-quality support
Set clear performance expectations, conduct regular one-on-ones, provide timely feedback, and hold direct reports accountable for results while supporting their career development
Build team capability and cross-training to ensure operational continuity and resilience
Model Orion values and foster a culture of accountability, collaboration, continuous improvement, and curiosity
Serve as a subject matter expert for health and welfare, retirement, and voluntary benefit programs by evaluating competitiveness, cost trends, compliance requirements, vendor performance, and alignment with organizational goals
Lead the development and maintenance of all benefits plan documents, including SPDs, SBCs, and plan amendments, ensuring accuracy, compliance, and timely distribution
Manage the annual Open Enrollment process end-to-end, including timeline, system configuration, vendor coordination, issue resolution, stakeholder alignment, and benefits communications that support informed team member decision-making
Use benefits utilization, leave, and operational data to identify trends, surface risks, recommend actions, and inform program design, manager education, and HR leadership decision-making
Support and execute a proactive benefits communication plan that is purposeful, timely, and connected to broader program goals
Partner with benefits brokers and carriers on renewals, RFPs, contract negotiations, and ongoing service delivery
Manage leave of absence cases - including FMLA, ADA, state-specific leaves, extended medical leaves, and any other leave type - maintaining documentation, timelines, and proactive follow-up throughout each case
Own the accommodation request process, guiding team members and managers through the interactive process consistent with ADA obligations and Orion's business needs
Serve as escalation point for the HR Operations Coordinator on paid parental leave questions, edge cases, and any situations that go beyond routine administration
Support the development and delivery of training and resources for managers and HR Business Partners on leave rights, accommodation obligations, and process expectations
Maintain current knowledge of applicable federal and state benefits and leave regulations (ACA, ERISA, FMLA, ADA, COBRA, HIPAA, state-specific leave laws, etc.) and serve as an internal subject matter expert for compliance-related questions, escalating complex or high-risk matters and recommending policy updates as needed
Proactively monitor regulatory changes, assess their impact on Orion's programs, and communicate implications and recommended actions to HR leadership with appropriate urgency
Ensure accurate and timely completion of all regulatory filings, reporting, and documentation including 5500s, ACA reporting, COBRA notices, and Workers' Compensation
Facilitate the annual 401(k) audit and coordinate across teams for timely, accurate completion
Coordinate the Workers' Compensation program including reporting, tracking, and escalation
Oversee accuracy and timeliness of benefits enrollments, life event changes, invoice reconciliation, carrier billing, and file feed management; resolve escalated discrepancies
Partner with Payroll to ensure accurate premium deductions and seamless data flows between benefits and payroll systems
Generate and analyze benefits and leave reports for HR leadership and business stakeholders; develop meaningful reporting with context and interpretation
Identify and lead operational improvements that enhance efficiency and the team member experience
Ensure all files, documentation, and procedures are maintained in compliance with applicable legal requirements and internal guidelines
Has demonstrated ability to identify where AI tools can streamline benefits and HR operations - brings this mindset to their own work and actively develops it in the team
Has deep, current knowledge of federal and state benefits and leave regulations and can apply and advise with confidence
Is a credible, trusted resource for managers and HR partners, able to translate complex regulatory and program information into practical guidance, balanced recommendations, and clear next steps
Leads with a working manager mentality: comfortable doing the work while also developing and coaching a team
Exercises strong judgment and initiative by independently assessing complex situations, making informed recommendations, recognizing when escalation is warranted, and taking ownership of follow-through without being prompted
Applies structured critical thinking to evaluate complex situations, weigh competing considerations, and reach sound conclusions that balance legal, operational, and human factors - and actively models this approach for their team
Has strong analytical and strategic thinking skills: connects day-to-day issues to program outcomes and organizational goals
Communicates proactively and purposefully - knows when to communicate, to whom, and in a way that drives action
Handles sensitive and confidential matters with professionalism and discretion
Has intermediate to advanced proficiency in Microsoft Office (Excel, Word, PowerPoint, Outlook) and HRIS/benefits systems; Workday experience strongly preferred
Has excellent written, verbal, and listening communication skills
Has a minimum of a bachelor's degree in Human Resources, Business Administration, or a related field required; equivalent education and experience will be considered
Preferably has PHR, SPHR, SHRM-CP, or SHRM-SCP certification
Has a minimum of 5 years of progressive HR experience, with at least 3 years focused on benefits and leave administration
Has a minimum of one year of people management experience
Has demonstrated experience managing or supporting benefits programs and leave administration, including plan documents, open enrollment, and complex leave cases
Has experience advising and guiding managers and leaders on leave, accommodation, and benefits matters
