HR Operations Program Manager

Whether you’re a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation.

About the role

The HR Program Manager serves as an operational and programmatic backbone for the Human Resources department, partnering directly with the Senior Director of Human Resources and the broader HR leadership team. This role sits at the intersection of HR program execution and executive-level operational support — ensuring that HR initiatives move forward with discipline while enabling HR leaders to remain focused on strategy and outcomes. This is a hybrid role requiring both the organizational rigor of a project manager and the discretion, adaptability, and service orientation of a high-performing executive assistant. The ideal candidate is comfortable managing competing priorities, communicating confidently with senior leaders, and driving execution across HR programs and day-to-day leadership operations.

Responsibilities

• HR Program & Project Execution
  • Support end-to-end management of HR initiatives across talent management, workforce planning, performance management, employee relations, and organizational effectiveness.
  • Build and maintain program plans, milestones, and trackers; follow up on action items and keep initiatives on schedule.
  • Coordinate across HR Centers of Excellence and HR Business Partners to drive consistency and accountability in program delivery.
  • Prepare status updates, executive summaries, and reporting materials for HR leadership reviews and departmental planning sessions.
• Executive & Leadership Support
  • Provide day-to-day operational and administrative support to the Senior Director of HR and HR leadership team, enabling focus on strategy and high-priority decisions.
  • Manage complex, multi-stakeholder calendars; anticipate scheduling conflicts and proactively resolve them.
  • Coordinate logistics for HR-led meetings, working sessions, leadership offsites, and governance forums, including agendas, pre-reads, and materials.
  • Track and follow up on leadership commitments, action items, and decision logs to ensure consistent follow-through.
• Communications & Stakeholder Coordination
  • Draft, review, and edit clear, professional communications on behalf of HR leadership related to programs, initiatives, and departmental updates.
  • Serve as a trusted point of coordination between HR and internal partners — including Legal, Finance, Talent Acquisition, and IT — to align timelines and deliverables.
  • Handle sensitive HR communications, employee matters, and organizational topics with sound judgment and discretion.
• Reporting, Analysis & Executive Materials
  • Research, synthesize, and present HR data to inform leadership decisions and support program reporting.
  • Create polished, executive-ready presentations and materials for HR leadership reviews, planning sessions, and broader organizational audiences.
  • Maintain organized, confidential documentation of HR leadership materials, initiative records, and key decisions.
• Process Improvement & Operational Rhythms
  • Identify and implement improvements to HR workflows, meeting cadences, tools, and operating processes to enhance departmental efficiency.
  • Support the HR department’s rhythm of business, including planning cycles, team meetings, and quarterly business reviews.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or a related field; or equivalent combination of education and experience.
• 4–6+ years of progressive experience in HR operations, HR program coordination, or executive/administrative support within an HR function.
• Demonstrated ability to manage multiple priorities, projects, and stakeholders simultaneously in a fast-paced environment.
• Strong written and verbal communication skills; comfortable drafting materials and presenting information to senior leadership audiences.
• High degree of discretion and professionalism in handling confidential HR matters, employee information, and sensitive organizational topics.
• Proficiency with Microsoft Office Suite (Outlook, Word, Excel, PowerPoint) and project or task management tools.
• Experience supporting a VP- or Director-level HR leader in a complex or matrixed organization preferred.
• Familiarity with HRIS, ATS, or performance management platforms preferred.
• Ability to work independently in a hybrid environment, manage competing priorities, and maintain strong attention to detail.

Working Conditions

• General work environment – sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors with varying environmental conditions such as fluorescent lighting and air conditioning.
• Noise level is usually low to medium; it can be loud on the jobsite.
• Occasional lifting of up to 30 lbs.

Benefits

• ESOP – Employee Stock Ownership
• 401 K
• Annual bonus program based upon performance, profitability, and achievement
• 17 PTO days per year plus 10 paid holidays
• 3 days of paid sick leave each year
• 3 days of paid Bereavement leave each year
• 3 days of paid Jury Duty
• Medical, Dental, Vision Insurance
• Bonding Leave
• Term Life, AD&D Insurance, and Voluntary Life Insurance
• Disability Income Protection Insurance
• Pre-tax Flexible Spending Plans (Health and Dependent Care)
• Charitable Giving Match with our Rosendin Foundation