Senior People Operations Manager

About the role

Murmuration is looking for a Senior People Operations Manager who is as energized by the operational backbone of a great workplace as they are by the human side of it. Reporting to the Senior Director of People and Talent, this is a high-ownership role that sits at the intersection of HR operations and learning & development.

Responsibilities

• Manage day-to-day HR operations including payroll processing, benefits administration, leave management, and employee lifecycle actions (e.g., onboarding, offboarding, role changes, processing leaves, etc.);
• Serve as the primary point of contact for employee relations matters, navigating sensitive situations with care, consistency, and sound judgment;
• Manage immigration processes for staff, partnering with external counsel as needed;
• Maintain accurate employee files, complete I-9 verifications, and support audits and compliance reporting;
• Maintain and continuously improve HR data systems and reporting, ensuring accuracy, accessibility, and meaningful insights for decision-making;
• Monitor and track changes in employment law, compliance requirements, and HR regulations across all states where Murmuration operates - proactively surfacing implications and driving any necessary updates to policies or practices before they become issues;
• Draft and maintain HR policies that are clear, equitable, and aligned with our values and legal obligations;
• Support employee engagement efforts (e.g., surveys, programming, etc.);
• Identify and close operational gaps - if something is inefficient, unclear, or missing, you spot it and address it;
• Partner with the Diversity, Equity, Inclusion, and Belonging (DEIB) steering committee to help embed equitable practices into people systems, policies, and programs.

Learning & Development

• Design, build, and deliver training for employees and managers, including manager-specific programs that promote inclusive leadership and equitable people practices;
• Create practical tools (e.g., guides, templates, facilitation materials, training curricula) that help managers show up well in their roles;
• Assess learning needs across the organization and develop programming that is targeted, useful, and grounded in real gaps rather than generic content;
• Facilitate training sessions and workshops with confidence in both live and async formats;
• Build and maintain an L&D resource library that managers and staff can access on demand;
• Track the effectiveness of training programs and iterate based on feedback and outcomes.

Requirements

• 7+ years of progressive HR/People Operations experience, with meaningful depth in both HR operations and learning & development;
• Strong working knowledge of employment law and HR compliance, including multi-state experience;
• Demonstrated experience designing and delivering training programs and manager resources, not just administering them;
• Proficiency with HRIS systems, payroll platforms, and HR data reporting, as well as comfort learning new tools quickly;
• Strong analytical and problem-solving skills with the ability to translate data into actionable insights;
• Ability to handle confidential information with discretion and integrity;
• Exceptional organizational skills and attention to detail;
• Strong interpersonal skills with the ability to build relationships and influence at all levels of the organization;
• Experience in a remote, distributed work environment (nice to have).

What we're looking for

You're proactive by default. You don't wait for someone to flag a compliance change or identify a training gap - you're already tracking it, thinking through the implications, and bringing a recommendation. You treat anticipation as part of the job. You're operationally rigorous. Payroll runs on time. Benefits questions get answered accurately. Data is clean. You care about the details because you know the details matter to people's lives.

You're a skilled communicator and facilitator. You can write a clear policy draft and facilitate a nuanced manager training in the same week. You adapt your communication style to the audience and the moment. You hold complexity with care. Employee relations situations are rarely simple. You bring good judgment, genuine empathy, and a consistent, equitable lens to difficult conversations and decisions. You build things that last. You're not just executing tasks - you're building systems, resources, and programs that work without you having to touch them every time.