Senior Manager, People Operations (Human Resources)

• →Lead a team responsible for HR Technology, HR Operations, Onboarding, Leaves of Absence, Compliance, and related operational services, building clear roles, ownership, decision rights, cross-training, and team capability.
• →Lead a scalable, modern People Operations function that delivers reliable, efficient, resilient, and continuously improving services to employees, managers, the People team, and the business.
• →Serve as a system enablement partner to HR core functions, using technology, analytics, leadership, governance, process design, and organizational capability to improve how People programs and services are delivered.
• →Own and continuously improve core annual people processes, including salary planning, performance reviews, promotions, and other recurring talent and compensation cycles; regularly assess effectiveness and evolve processes based on business and employee needs.
• →Build standardized, scalable workflows and operating practices that improve consistency, reduce unnecessary complexity, and ensure critical work continues seamlessly regardless of individual availability.
• →Leverage HR technology, automation, and AI to simplify work, automate routine activities where appropriate, enable self-service, and improve the quality, speed, and scalability of People services.
• →Establish and maintain clear process ownership, decision rights, governance, internal controls, service expectations, and documentation across People Operations programs and systems.
• →Build and maintain accessible, searchable knowledge and process documentation so critical expertise is shared and institutionalized rather than dependent on individual or tribal knowledge.
• →Own the strategy, configuration, optimization, and governance of HR Technology systems (e.g., UKG), ensuring data integrity, effective integrations, strong reporting and analytics capabilities, and alignment with People and business needs.
• →Use data, analytics, service metrics, and employee insights to evaluate program effectiveness, identify trends and root causes, inform decisions, and drive continuous improvement across People Operations and Total Rewards.
• →Stay current on applicable regulations and legislation; ensure People programs and policies remain compliant and oversee audits, required filings, preventative measures, and internal controls.
• →Serve as the primary point of contact for payroll, partnering closely with Finance and payroll providers to support accurate, compliant, and timely pay processing and issue resolution.
• →Manage program budgets, benchmarking strategies, vendor relationships, and cross-functional initiatives to deliver against People and business priorities.
• →Partner across the People team and with business leaders to translate evolving organizational needs into effective people processes, systems, policies, services, and capabilities.
• →Balance employee experience with the needs of the company, designing solutions that are practical, equitable, compliant, scalable, and aligned with business objectives.
• →Create a culture of operational excellence and continuous improvement by regularly challenging existing practices, simplifying work, sharing knowledge, and strengthening the team's ability to deliver consistently.

• Bachelor's degree in Human Resources, Business, or a related field, and at least 6 years of relevant experience and/or training are required.
• Strong experience leading and continuously improving HR/People Operations programs, processes, and services, including recurring annual people processes such as compensation or salary planning, performance reviews, and promotions.
• Demonstrated experience serving as a system enablement partner to HR functions, integrating technology, analytics, governance, process, and capability to improve service delivery and business outcomes.
• Experience leading HR Technology systems; UKG experience is preferred. Demonstrated ability to optimize systems, data, reporting, workflows, and automation to enable scalable operations.
• Deep knowledge of federal and state benefits, leave, employment, and HR laws, with baseline knowledge of global requirements, primarily British Columbia (Canada), and/or a willingness to learn.
• Broad functional HR knowledge, including Total Rewards, talent management, performance management, compliance, HR operations, and employee lifecycle processes.
• Systems thinking and strong analytical skills; able to identify root causes, recognize patterns, translate data into actionable insights, and solve complex operational problems.
• Effective communicator and influential partner with the ability to build relationships across HR, Finance, business leaders, vendors, and other stakeholders.
• Successful record of designing standardized, scalable operational processes, establishing governance and ownership, documenting critical knowledge, and continuously improving programs and services.
• Demonstrated ability to balance employee experience with company needs and develop solutions that are practical, equitable, compliant, scalable, and aligned with business objectives.
• Proven people leadership and capability-building skills, including clarifying roles and expectations, cross-training, knowledge sharing, and developing teams to deliver consistent results.
• AI-curious and forward-thinking, with demonstrated interest in applying AI, automation, and emerging HR technologies to simplify work, improve service delivery, strengthen analytics, and increase operational efficiency.
• Strong program and change management skills with the ability to prioritize, manage multiple initiatives and changing priorities, and drive work through successful implementation.
• Experience supporting payroll operations and partnering cross-functionally with Finance and payroll providers is preferred.

 

Salary range - $145,000 - $185,000  (Compensation will vary based on skills, experience and location; it is not typical to be hired at or above the top of the salary range).

 

Full-time employees who are not on a commission plan are eligible for Verathon’s annual bonus plan based on company and individual performance.

 

Verathon provides a competitive benefits package including medical, dental, vision, basic life insurance, paid holidays, paid time off and a 401(k) matching plan.  For more information, please visit our complete Benefits Summary at https://www.verathon.com/sites/default/files/2026-02/US_HQ_Employee_Benefits_Summary.pdf.

Research shows that women and underrepresented groups tend to apply to jobs only when they check every box on a job posting. If you’re currently reading this and hesitating to click “Apply” for that reason, we encourage you to go for it! Even if you are not a match for this role, we may have another opportunity that may be a great fit.   Verathon is an equal opportunity employer and strongly supports diversity in the workplace.  We believe that diverse ideas, opinions and perspectives will build a strong foundation for success.  In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Verathon will be based on merit, qualifications, and abilities. Verathon does not discriminate in employment opportunities or practices on the basis of race, color, religion, sexual orientation, gender identity, national origin, age, disability, or any other characteristic protected by law.