Senior HRBP, Operations

Senior HRBP, Operations

We are seeking a proactive, experienced, and strategic Senior HR Business Partner (HRBP) to support our Operations department, inclusive of our CX and Core Operations teams, which includes a large, diverse, distributed workforce spanning both exempt and non-exempt employees. In this role, you will be a key thought partner to senior leadership, responsible for providing HR leadership and consultation across the team. You will support a large hourly workforce and guide and influence leaders of our remote-first teams.

This position is ideal for someone who has strong operational HR experience, particularly in environments with significant hourly populations (manufacturing, warehouses, customer experience etc.). The right candidate will have a mix of hands-on HR expertise and the ability to build systems, processes, and policies that scale as we grow. An ideal candidate is a strategic thinker who thrives in fast-paced, dynamic environments and is skilled at making judgment calls with minimal guidance.

Key Responsibilities:

• Strategic HR Leadership: Partner with senior leadership to provide strategic HR guidance and help scale and shape the future of our Operations department. Lead HR initiatives that drive performance, engagement, and organizational effectiveness.
• Employee Relations & Risk Management: Offer proactive and consultative support in managing sensitive employee relations issues, identifying patterns, and implementing solutions to prevent recurring challenges. As needed act as mediator and/or investigate escalated employee relations issues 
• Leadership Development & Coaching: Provide coaching and guidance to leaders across the Operations team. Help them develop the skills necessary to manage their teams effectively while fostering a high-performance culture.
• Scaling & Systems Optimization: Work with leadership to design and implement processes, policies, and systems that enable scaling in a growing, remote-first organization. Innovate with tools, vendors, and technologies to improve efficiency and effectiveness in managing both hourly and exempt employees.
• Workforce Management: Lead HR efforts to support a large non-exempt workforce, ensuring that policies, procedures, and practices are aligned with business goals and compliant with legal requirements.
• Succession Planning and Org Development: Assist in succession planning and leadership development, ensure the right people are in line for future leadership and ‘critical role’ positions. Partner with leaders to make org design decisions and build a high performing culture
• Performance Management: Help define and track performance KPIs for the Operations team. Ensure that employee performance is aligned with the company's values and strategic objectives.
• Team Management: Directly manage HRBPs, providing guidance, mentorship, and oversight to ensure high levels of performance and engagement within your team.

Qualifications:

• • Experience:
  • At least 7-10 years of HR experience, with a significant portion spent in an operations-heavy environment including Customer Experience (preferably manufacturing, warehouse, or similar industries)
  • Experience supporting large hourly and exempt workforces, and managing HR for distributed remote-first teams
  • Experience directly managing HRBPs
  • Leadership & Judgement:
  • Ability to offer strategic HR leadership to senior management and operational leaders
  • Comfortable working closely with C-suite and senior leadership teams, but also willing and able to roll up your sleeves and dive into day-to-day HR responsibilities
  • Employee Relations Expertise:
  • Strong track record of managing complex employee relations issues, with a proactive approach to resolving problems and creating preventative policies
  • High emotional intelligence (EQ) with the ability to build rapport and trust across all levels of the organization
  • Process & System Building:
  • Proven ability to design and implement scalable HR systems and processes, leveraging technology to improve efficiency, automation, and overall effectiveness
  • Experience using HRIS, performance management systems, and other HR tools to drive operational excellence
  • Communication Skills:
  • Exceptional written and verbal communication skills, with the ability to tailor messaging to diverse audiences—from the leadership team to hourly employees
  • Ability to communicate clearly and effectively, fostering transparency and trust across all levels of the organization
  • Metrics & Performance:
  • Experience with benchmarking performance and setting performance metrics/KPIs to drive accountability, development, and operational results

  
  Preferred Skills & Experience:

  • Experience with building employee engagement initiatives in large-scale operations environments
  • Familiarity with HR technology innovations, particularly in remote work settings
  • Experience with leadership development programs in operational settings

  Key Traits for Success:

  • Strong business acumen and operational understanding
  • Ability to think strategically and also manage tactical execution
  • Proactive, forward-thinking, and results-driven
  • High attention to detail with excellent organizational skills
  • Strong focus on employee development and organizational health

Benefits:

• We’re a remote-first company
• Health insurance plans through Aetna (medical and dental) and MetLife (vision), including FSA and HSA plans
• 401K plan (ADP)
• Monthly therapy and wellness stipends
• Monthly co-working space membership stipend
• Monthly work-from-home stipend
• Financial wellness benefits through Northstar
• Pet discount program through United Pet Care
• Financial perks and rewards through BenefitHub
• EAP access through Aetna
• One-time home office stipend to set up your home office
• Comprehensive parental leave plans
• 11 paid holidays, 1 Alma Mental Health Day, and 1 Alma Volunteering Day
• Flexible PTO 

Salary Band: $135,000 - $165,000 

Alma’s compensation philosophy is driven by our company value of building equity. To best ensure pay equity, we typically bring in new hires near the middle of our listed salary bands and we do not negotiate our compensation (i.e. all people hired at the same level & role are brought in at the same salary, equity, and benefits). The recruiter you work with can provide more details on our philosophy.

All Alma jobs are listed on our careers page. We do not use outside applications or automated text messaging in our recruiting process. We will not ask for any sensitive financial or identification information throughout the recruiting process. Any communication during the recruitment process, including interview requests or job offers, will come directly from a recruiting team member with a helloalma.com email address.