Industry: Enterprise SaaS, AI-Enabled Technology, Cloud Platforms, Digital Workplace, People Operations, Workforce Strategy, Employee Experience, and Organizational Transformation
Location: USA Remote
Compensation Package: $370K – $459K
About the Organization
We are a large, enterprise-scale SaaS, AI-enabled technology, cloud platform, digital workplace, people operations, workforce strategy, employee experience, and organizational transformation organization supporting a distributed workforce, fast-growing business functions, enterprise customers, technology teams, operational groups, and leadership teams across the United States. The company operates in a modern digital environment where strong HR leadership directly influences employee engagement, workforce stability, leadership effectiveness, organizational performance, compliance readiness, culture, talent retention, and long-term business growth.
This is not a traditional HR management role focused only on policy administration, employee paperwork, or reactive issue handling. The Senior HR Manager will serve as a strategic people operations partner responsible for supporting leaders, strengthening employee experience, improving HR processes, guiding workforce planning, advising on employee relations, supporting performance management, and helping the organization scale with consistency, fairness, and strong people practices.
The company is continuing to invest in AI-enabled HR systems, workforce analytics, manager enablement, employee engagement, performance management, compensation partnership, talent development, internal mobility, employee relations frameworks, remote workforce practices, HR compliance, onboarding quality, culture programs, and scalable people operations. As the organization grows, leadership is seeking a Senior HR Manager who can bring sound judgment, operational discipline, employee-centered thinking, business partnership, and strong communication to a highly visible HR leadership role.
The Senior HR Manager will support HR strategy and execution across employee relations, HR business partnership, performance management, workforce planning, manager coaching, policy guidance, onboarding support, employee engagement, HR operations, compliance coordination, talent programs, and organizational effectiveness. This leader will work closely with HR leadership, People Operations, Talent Acquisition, Finance, Legal, IT, Operations, Product, Engineering, Customer Success, Sales, and business leaders to ensure people programs support company goals and employee success.
This role requires a leader who understands how HR connects to both people experience and business execution. The ideal candidate will know how to coach managers, resolve employee concerns, improve HR workflows, interpret policies, support difficult conversations, strengthen performance routines, identify workforce risks, use HR data, and build trust with employees and leaders in a remote-first environment.
The selected candidate will help improve how the company supports employees and leaders at scale. This includes strengthening HR service delivery, improving employee relations consistency, supporting manager capability, improving engagement routines, refining onboarding and employee lifecycle processes, and ensuring HR operates as a trusted, practical, and business-aligned function.
This is a high-impact opportunity for an HR leader who wants to support a large technology-driven organization, improve people practices, partner with business leaders, and help build a workplace where employees can perform, grow, and succeed.
Essential Duties and Responsibilities
• Serve as a senior HR partner to business leaders and people managers, providing guidance on employee relations, performance management, workforce planning, organizational changes, policy interpretation, and people practices.
• Support the execution of HR programs across employee engagement, manager enablement, onboarding, performance cycles, talent development, retention, employee communications, and workforce planning.
• Partner with HR leadership to build and improve HR operating routines, people processes, employee lifecycle workflows, documentation standards, and service delivery practices.
• Advise managers on coaching, feedback, performance improvement, conflict resolution, employee concerns, team dynamics, and leadership communication.
• Manage employee relations matters with professionalism, consistency, confidentiality, and strong documentation, partnering with Legal when appropriate.
• Support performance management processes, including goal setting, review cycles, calibration support, performance improvement plans, manager coaching, and follow-up actions.
• Analyze HR data and workforce trends related to engagement, turnover, retention, performance, headcount, employee relations, manager effectiveness, and workforce risk.
• Partner with Talent Acquisition and business leaders to support hiring planning, role alignment, onboarding readiness, internal mobility, and workforce capacity discussions.
• Partner with Finance and HR leadership on headcount tracking, compensation planning support, workforce budgeting, organizational design, and resource planning.
• Support remote workforce programs, including employee engagement, manager communication, virtual team effectiveness, onboarding experience, and employee support practices.
• Review and improve HR policies, employee guidance materials, process documentation, manager toolkits, employee communications, and HR knowledge resources.
• Partner with IT, People Operations, and HR systems teams to improve HRIS data accuracy, workflow automation, reporting, employee records, and self-service tools.
• Support compliance-related HR activities, including documentation, required trainings, policy updates, employee records, employment practices, and audit readiness.
• Build strong relationships with employees and leaders while promoting trust, fairness, accountability, inclusion, and consistent HR support across the organization.
Job Qualifications and Requirements
• Bachelor’s degree in Human Resources, Business Administration, Organizational Psychology, Labor Relations, Communications, or a related field required.
• Master’s degree, MBA, or advanced education in HR management, organizational development, people analytics, employment law, or business leadership preferred.
• Professional certifications such as SHRM-CP, SHRM-SCP, PHR, SPHR, HRCI, or similar credentials preferred.
• 8+ years of progressive HR experience in HR business partnership, employee relations, people operations, performance management, organizational development, HR compliance, or workforce planning.
• 4+ years of HR leadership or senior HR business partner experience supporting managers, business leaders, distributed teams, or fast-growing organizations.
• Experience within enterprise SaaS, AI-enabled technology, cloud platforms, fintech, cybersecurity, healthcare technology, digital products, professional services, or large remote-first organizations strongly preferred.
• Proven success supporting employee relations, coaching managers, improving HR processes, supporting performance cycles, interpreting policies, and strengthening employee experience.
• Strong understanding of employment practices, HR compliance, employee relations documentation, performance management, workforce planning, compensation partnership, and employee lifecycle operations.
• Experience with HR systems and tools such as Workday, BambooHR, Greenhouse, Lever, ADP, UKG, Rippling, Lattice, Culture Amp, 15Five, ServiceNow, Google Workspace, Microsoft 365, Slack, or similar platforms preferred.
• Strong analytical ability with experience using HR data, engagement results, turnover trends, employee relations patterns, headcount reports, and performance data to support recommendations.
• Experience working with HR leadership, Legal, Finance, IT, Talent Acquisition, People Operations, Operations, Product, Engineering, Customer Success, Sales, and business stakeholders.
• Excellent communication, judgment, confidentiality, coaching, problem-solving, documentation, stakeholder management, and leadership skills.
Personal Capabilities and Qualifications
• Strong HR partner with the ability to balance employee support, business needs, policy consistency, compliance expectations, and practical judgment.
• Employee-centered and business-aware, with the ability to support people while helping leaders make sound decisions.
• Trusted advisor with strong emotional intelligence, discretion, professionalism, and the ability to handle sensitive matters with care.
• Strong communicator who can coach managers, explain policies, support difficult conversations, and provide clear guidance to employees and leaders.
• Operationally disciplined with the ability to manage HR processes, documentation, timelines, follow-up actions, and service delivery expectations.
• Analytical and thoughtful, with the ability to use HR data, workforce trends, employee feedback, and business context to identify risks and opportunities.
• Collaborative and able to work effectively with HR, Legal, Finance, IT, Talent Acquisition, People Operations, and business leaders.
• Calm and balanced under pressure, especially during employee relations matters, performance issues, organizational changes, leadership escalations, or sensitive conversations.
• Process improvement-oriented, with the ability to simplify HR workflows, improve manager tools, strengthen employee support, and increase consistency.
• High integrity and confidentiality when handling employee records, compensation information, employee relations matters, performance documentation, workforce plans, and leadership discussions.
Strategic Support
The Senior HR Manager will provide strategic support by helping the organization strengthen people practices, improve employee experience, support managers, and scale HR processes in a consistent and business-aligned way.
This role will help leaders make better decisions about employee relations, performance management, workforce planning, engagement, retention, organizational changes, manager capability, HR process improvement, and employee lifecycle support. The Senior HR Manager will ensure HR is not managed as a reactive administrative function, but as a practical people leadership capability that supports both employees and business performance.
Key areas of strategic support may include:
• HR business partnership and manager advisory support.
• Employee relations guidance and documentation.
• Performance management and manager coaching.
• Workforce planning and organizational support.
• Employee engagement and retention initiatives.
• Remote workforce experience and communication support.
• HR process improvement and employee lifecycle optimization.
• Policy guidance, compliance coordination, and HR documentation.
• HR data analysis, dashboards, and workforce trend reporting.
• Talent development and internal mobility support.
• Onboarding, employee transitions, and role-change support.
• Compensation and headcount planning partnership.
• Cross-functional coordination with Legal, Finance, IT, and business leaders.
• HR program execution and people operations maturity.
The Senior HR Manager will help ensure the organization has the people practices, leadership support, and HR operating discipline needed to scale responsibly.
Working Conditions
• Location: USA Remote.
• Primarily remote HR leadership environment with regular manager consultations, employee meetings, HR planning sessions, performance discussions, engagement reviews, workforce planning updates, and cross-functional collaboration.
• Flexibility required during employee relations matters, urgent leadership requests, performance cycles, organizational changes, compliance deadlines, onboarding needs, or time-sensitive HR issues.
• Occasional travel may be required for leadership offsites, HR planning sessions, employee engagement events, company gatherings, manager workshops, or strategic people initiatives.
• Regular collaboration with HR leadership, People Operations, Talent Acquisition, Legal, Finance, IT, Operations, Product, Engineering, Customer Success, Sales, and business leaders.
• Fast-paced enterprise technology environment with high visibility around employee experience, manager capability, workforce stability, HR service quality, and organizational effectiveness.
• Role requires handling confidential employee information, performance documentation, compensation details, employee relations matters, workforce plans, legal-sensitive issues, and leadership communications with discretion.
Job Function
• Human Resources Management
• HR Business Partnership
• Employee Relations
• People Operations
• Performance Management
• Manager Coaching
• Workforce Planning
• Employee Engagement
• HR Compliance Support
• Organizational Effectiveness
• HR Process Improvement
• Remote Workforce Support
• Talent Development Support
• HR Data and Reporting
• Employee Lifecycle Management
Compensation & Benefits
Compensation Package: $370K – $459K
The total compensation package may include base salary, performance bonus, HR performance incentives, employee experience incentives, long-term incentives, equity participation where applicable, and additional leadership-level benefits depending on experience, qualifications, and final role alignment.
Benefits may include:
• Comprehensive medical, dental, and vision coverage.
• Performance bonus eligibility.
• HR performance and employee experience incentive opportunities.
• Long-term incentive opportunities.
• Equity or ownership-aligned compensation where applicable.
• Retirement savings plan with company contribution.
• Paid time off and company holidays.
• USA remote work flexibility.
• Visibility across HR leadership, business operations, finance, legal, technology, and executive teams.
• Leadership coaching, HR development, and professional growth support.
• Support for SHRM, HRCI, HR analytics, employee relations, organizational development, AI-enabled HR systems, and leadership education programs.
• Wellness, employee assistance, and work-life support programs.
• Access to modern HRIS, engagement, performance management, collaboration, analytics, workflow, and people operations platforms.
Why Join Us
This is an opportunity to join a large technology-driven organization where HR leadership directly influences employee experience, leadership capability, workforce stability, culture, and business performance.
The Senior HR Manager will have the opportunity to support leaders, improve people processes, strengthen employee relations, enhance manager capability, and help build a scalable HR operating model for a remote-first enterprise.
You will work in an environment that values trust, fairness, accountability, strong communication, practical judgment, data-driven decisions, and employee-centered leadership. The company is investing in AI-enabled HR systems, workforce analytics, employee engagement, manager enablement, performance management, and scalable people operations.
For a senior HR professional who enjoys advising leaders, supporting employees, improving HR systems, and turning people strategy into practical business value, this role offers the scope, visibility, and platform to make a meaningful impact.