Top 16 Hr operations manager Jobs in Paramus Nj

HR Operations Manager - EA Population
The Carlyle Group —New York, NY
- $170,000 - $200,000 a year
- Microsoft Excel
- Office
- Supervising experience
- Paid holidays
- Health insurance
Senior People Operations Manager
Heady —New York, NY
- $125,000 - $140,000 a year
- Hybrid work
- 5 years
- Office
- Senior level
- Paid holidays
- Health insurance
Quick Apply
Manager, Payroll and HR Operations
Touchtunes Music Corporation —New York, NY
- $110,000 - $130,000 a year
- Full-time
- Hybrid work
- System design
- English
- Office
- Disability insurance
- Health insurance
Quick Apply
People Operations Manager
Rebar —New York, NY
- $90,000 - $115,000 a year
- Full-time
- Google Workspace
- Mid-level
- Office
- Health insurance
- Dental insurance
Quick Apply
Manager of Workforce Development & Operations, Bureau of Center for Population Health Data Science Administration
Agency DEPT OF HEALTH/MENTAL HYGIENE —Manhattan, NY
- $110,067 a year
- Full-time
- 18 years or older
- Office
- Administrative experience
- Wellness program
- Health insurance
Sr. Manager, Associate Relations Operations & Governance
GEICO —New York, NY
- $115,825 - $189,625 a year
- Full-time
- 8 years
- Analysis skills
- Bachelor's degree
People Operations Manager
Stuut —New York, NY
- $120,000 - $165,000 a year
- Full-time
- Writing skills
- Mid-level
- Office
- Health insurance
- Dental insurance
10d
People Operations Senior Manager
CrossCountry Consulting —New York, NY
- $168,000 - $245,000 a year
- Full-time
- Hybrid work
- 8 years
- Bachelor's degree
- US work authorization
- Health insurance
- Dental insurance
Quick Apply
9d
People Partner & People Operations Manager – Global Revenue & Customer Experience Functions
vivenu GmbH —New York, NY
- $140,000 - $180,000 a year
- 7 years
- Office
- Travel
Quick Apply
Senior Manager, Talent Operations
Legora —New York, NY
- $225,000 - $260,000 a year
- Full-time
- Office
- Senior level
- Commuter assistance
- Health savings account
Senior Manager, Labor Strategy & Operations Lead
Uber —New York, NY
- $203,000 - $225,000 a year
- Full-time
- Office
- Finance
- 8 years
- 401(k)
1d
Human Resources Operations Manager
Apicha Community Health Center —New York, NY
- $90,000 - $120,000 a year
- Full-time
- Management
- Employment & labor law
- Recruiting
Quick Apply
People Operations Manager
Clinch —New York, NY
- $67,000 - $80,000 a year
- Google Workspace
- Mid-level
- Office
- Dental insurance
- Cell phone reimbursement
Quick Apply
People Operations Manager
Verve —New York, NY
- $100 - $130 a day
- Hybrid work
- 5 years
- Office
- Master's degree
- Paid parental leave
- Health savings account
Manager or Senior Manager, Total Rewards & People Operations
DESRI —New York, NY
- $140,000 - $175,000 a year
- 6 years
- Organizational skills
- Senior level
- Health insurance
- Paid time off
1d

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HR Operations Manager - EA Population

The Carlyle Group -
New York, NY

Apply Now

Job Details

$170,000 - $200,000 a year

Benefits

Internal mobility program
Paid holidays
Health insurance
Paid time off
Life insurance

Qualifications

Stakeholder engagement
Microsoft Excel
Performance management strategy
Workplace dispute resolution
Bachelor's degree
Data interpretation
Productivity software
Risk & issue management
Employee relations strategy
Cross-functional communication

Full Job Description

Basic information

Job Name:

HR Operations Manager - EA Population

Location:

New York/200

Line of Business:

Human Capital Management

Job Function:

Investor Services

Date:

Wednesday, May 13, 2026

Position Summary

Position Summary

This role sits within Human Capital Management and serves as the HR Operations and Staffing Manager for Carlyle’s US Executive Assistant (EA) population. The role is responsible for driving engagement, performance management, employee relations, compensation, and overall effectiveness of the EA population — a critical, high-touch group supporting senior leadership.

The role requires strong judgment, credibility, and the ability to partner with senior stakeholders while managing a dynamic and often complex population. This individual will also be responsible for evolving the EA operating model by identifying and implementing opportunities to leverage AI, automation, and workflow optimization tools to drive efficiency and scalability.

This role will also manage the EA floater population (currently two) in New York and Washington, DC to support short-term coverage needs. The role reports to the Vice President, HR Business Partner.

Responsibilities

Primary Responsibilities:

Serve as primary HR Operations and Staffing Manager for the US EA population, leading employee relations, performance management, compensation planning, and workforce/resource allocation
Partner with leadership and HR Business Partners on EA coverage to assess capacity, anticipate needs, and ensure appropriate resourcing across teams. This includes partnering with recruitment on temporary staffing and managing communication with temporary staffing agencies.
Manage complex ER issues, conflict resolution, and performance cases; Supporting development efforts by identifying and addressing individual performance gaps
Drive engagement and development initiatives across EA population; Leverage AI and automation tools to improve scheduling, workflows, and efficiency
Own year-end compensation processes including benchmarking, analysis, and calibration
Partner with Talent Acquisition on recruiting efforts to ensure hiring of high-quality EA talent; Identify and addressing opportunities to improve people, process, and technology efficiencies
Manage EA floaters in DC & NY and coverage models
Facilitate virtual and in-person meetings to strengthen connectivity and engagement across the EA community
Perform other related duties as needed.

Executive Assistant Engagement

Serve as a primary point of contact for the EA population and business leaders, conducting regular check-ins to assess coverage needs, address challenges, and ensure an effective support model
Oversee EA coverage strategy, including onboarding support, resource allocation, and real-time adjustments to address bandwidth constraints, leave coverage, and periods of high demand
Lead and develop the EA floaters, providing mentorship, guidance, and professional development opportunities
Drive engagement and community-building across the EA population through thoughtful communications and programming, including EA Appreciation Week
Serve as a key partner on employee relations and performance management matters, working closely with HR Business Partners and Employment Counsel to navigate complex situations and drive resolution
Own and lead year-end compensation processes for the EA population, including benchmarking, analysis, and calibration in partnership with senior stakeholders

Key Stakeholder Relationships

Executive Assistants (EA Population):
Serve as a central point of coordination and support for the EA population, building strong relationships to understand day-to-day challenges, drive engagement, and ensure consistent communication across the group.
Human Capital Management (HRBPs):
Partner closely with HR Business Partners to align on performance management, employee relations, and development needs across the EA population, ensuring consistent and coordinated support.
Employment Counsel / Legal:
Collaborate with Employment Counsel on employee relations matters, policy interpretation, and risk mitigation, particularly in sensitive or complex situations.
Senior Executives / Business Leaders:
Work directly with senior leaders to understand support needs, manage coverage expectations, and navigate resource allocation across teams.
Executive Office:
Engage with the Executive Office on broader workforce planning, headcount decisions, and key talent matters impacting the EA population.

Onboarding/Offboarding & Coverage Management

Oversee end-to-end onboarding for the EA population, including assignment of onboarding buddies to support integration and knowledge transfer
Coordinate and distribute new hire communications to EAs and HRBPs, ensuring clarity and consistency
Partner with executives to ensure timely system access and readiness for new and temporary EAs, enabling a seamless onboarding experience
Conduct structured onboarding check-ins (week 1, 30, and 90 days) to assess integration, identify gaps, and drive early success
Lead exit interview process, synthesizing insights to identify trends and inform retention and engagement strategies
Maintain and continuously refine EA coverage maps and staffing models to support effective resource allocation across the business

People, Process & Technology Redesign

Lead efforts to evaluate and enhance the EA operating model, identifying people, process, and technology opportunities to improve productivity and scalability
Partner with GTS and HCM to streamline onboarding and core workflows, reducing manual processes and improving the overall EA experience
Drive adoption of AI, automation, and digital tools to optimize scheduling, workflows, and day-to-day operations across the EA population
Oversee EA governance forums (e.g., Council, planning groups) to surface insights, align priorities, and implement continuous improvements

Professional Development

Design and deliver targeted learning initiatives to strengthen capabilities across the EA population
Enhance business acumen and functional knowledge through structured programming (e.g., town halls, bootcamps, knowledge-sharing forums)
Oversee EA development programs via Empower LMS, including tracking participation, nominating talent, and facilitating internal mobility
Develop and implement performance and career development frameworks, including coaching, feedback, and advancement pathways
Foster a culture of continuous learning and engagement through both formal and informal development opportunities

Qualifications

Requirements

Education & Certificates

Bachelor’s degree required

Professional Experience

Minimum of 8+ years of relevant experience, including experience supporting or working closely with Executive Assistant populations; prior experience as an Executive Assistant strongly preferred. Additional experience in HR (employee relations and/or HR business partner roles) is beneficial; financial services experience preferred. Demonstrated experience managing employee relations and performance management matters, including navigating complex and sensitive situations
Strong critical thinking and problem-solving skills, with the ability to translate data and insights into clear, actionable solutions
Proven ability to operate effectively in ambiguous, fast-paced, and matrixed environments
Experience influencing and partnering with senior stakeholders to drive strategic outcomes
Prior supervisory or leadership experience preferred
Working knowledge of employment practices and policies, with sound judgment in risk identification and escalation

Competencies & Attributes

Strong interpersonal and communication skills, with the ability to build credibility and trust across a diverse population
Exceptional conflict management and influencing capabilities, with the ability to navigate complex interpersonal dynamics and drive resolution
Highly organized with strong attention to detail and execution discipline
Practical, solutions-oriented mindset with a willingness to be hands-on when needed
Ability to manage multiple priorities and workstreams in a dynamic environment
High level of discretion, professionalism, and sound judgment
Proficient in Microsoft Office (Word, Excel, PowerPoint)

Benefits/Compensation

The compensation range for this role is specific to New York and takes into account a wide range of factors including but not limited to the skill sets required/preferred; prior experience and training; licenses and/or certifications.

The anticipated base salary range for this role is $170,000 to $200,000.

In addition to the base salary, the hired professional will enjoy a comprehensive benefits package spanning retirement benefits, health insurance, life insurance and disability, paid time off, paid holidays, family planning benefits and various wellness programs. Additionally, the hired professional may also be eligible to participate in an annual discretionary incentive program, the award of which will be dependent on various factors, including, without limitation, individual and organizational performance.

Due to the high volume of candidates, please be advised that only candidates selected to interview will be contacted by Carlyle.

Refine Your Search

hr operations manager jobs in paramus nj

HR Operations Manager - EA Population

Senior People Operations Manager

Manager, Payroll and HR Operations

People Operations Manager

Manager of Workforce Development & Operations, Bureau of Center for Population Health Data Science Administration

Sr. Manager, Associate Relations Operations & Governance

People Operations Manager

People Operations Senior Manager

People Partner & People Operations Manager – Global Revenue & Customer Experience Functions

Senior Manager, Talent Operations

Senior Manager, Labor Strategy & Operations Lead

Human Resources Operations Manager

People Operations Manager

People Operations Manager

Manager or Senior Manager, Total Rewards & People Operations

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