We are a dynamic and rapidly expanding enterprise technology organization operating in a people-driven environment where workforce strategy, employee experience, leadership support, talent development, HR operations, compliance, and organizational effectiveness directly influence long-term business performance. Our organization supports distributed employees, executive leaders, business units, customer-facing teams, technology groups, operations teams, and corporate functions that require strong HR leadership, practical guidance, and consistent people practices.
As companies scale across remote-first and digitally connected environments, human resources has become much more than an administrative function. Modern HR leaders help organizations build stronger teams, develop managers, improve engagement, manage change, strengthen culture, support compliance, and create employee experiences that allow people and business performance to grow together. The Senior HR Manager role is central to helping the organization build a mature, scalable, and people-centered operating environment.
Our company is investing heavily in AI-enabled HR systems, digital employee experience, workforce planning, leadership development, performance management, employee relations, HR analytics, talent retention, compensation processes, diversity and inclusion initiatives, learning programs, manager enablement, and scalable people operations. We are seeking a highly capable Senior HR Manager who can support business leaders, guide people strategy, strengthen HR programs, and help ensure employees and managers receive practical, consistent, and professional support.
This is not a traditional HR management role focused only on policy administration or routine employee questions. The Senior HR Manager will serve as a senior people partner responsible for aligning HR practices with business goals, advising leaders, supporting employee relations, improving talent processes, strengthening engagement, helping manage organizational change, and building HR programs that scale with company growth.
The selected candidate will work closely with Executive Leadership, People Operations, Talent Acquisition, Finance, Legal, Compliance, IT, Operations, Sales, Customer Success, Product, Engineering, and department leaders to ensure people practices are aligned, compliant, clear, and supportive of long-term business needs.
This is a strong opportunity for an experienced HR professional who wants to influence culture, support leadership effectiveness, improve employee experience, and contribute to a growing remote-first organization where people strategy is treated as a core business priority.
As Senior HR Manager, you will lead and support key HR functions across employee relations, manager support, performance management, workforce planning, HR operations, employee engagement, policy guidance, compliance support, and organizational development.
You will be responsible for advising leaders, supporting employees, resolving workplace matters, improving HR processes, coordinating people programs, and helping the company build stronger teams and scalable people practices.
You will serve as a trusted HR partner while maintaining accountability for employee experience, HR service quality, policy consistency, documentation accuracy, compliance awareness, and leadership support.
The ideal candidate combines strong HR judgment, emotional intelligence, business partnership, communication skill, employee relations experience, operational discipline, and a practical approach to supporting people and business outcomes.
Partner with business leaders to understand workforce needs, team challenges, talent priorities, employee engagement trends, and organizational goals.
Provide HR guidance to managers and employees on policies, performance matters, employee relations, workplace concerns, coaching needs, and people-related decisions.
Support employee relations matters by conducting intake, documenting concerns, coordinating investigations where appropriate, recommending next steps, and ensuring fair and consistent handling.
Guide performance management processes, including goal setting, feedback routines, performance improvement plans, manager coaching, review cycles, and documentation standards.
Support workforce planning by helping leaders evaluate hiring needs, role structure, staffing gaps, succession risks, team capacity, and organizational effectiveness.
Partner with Talent Acquisition to improve hiring alignment, interview coordination, candidate experience, onboarding readiness, and manager communication.
Support onboarding and employee lifecycle processes to ensure new hires, transfers, promotions, role changes, and exits are handled smoothly and professionally.
Help design and improve HR policies, procedures, employee communications, manager resources, people programs, and internal HR documentation.
Partner with Legal and Compliance teams to support employment law awareness, policy updates, documentation practices, investigations, leave processes, and risk management.
Support compensation, promotion, and job leveling discussions by helping leaders apply consistent decision-making and clear documentation.
Analyze HR metrics, engagement feedback, turnover trends, employee concerns, performance themes, and workforce data to identify improvement opportunities.
Support employee engagement initiatives, recognition programs, culture-building activities, manager enablement, internal communications, and employee experience programs.
Partner with Learning and Development teams to support manager training, leadership development, communication skills, performance coaching, and team effectiveness.
Help improve HR operations by identifying manual processes, unclear workflows, inconsistent practices, documentation gaps, and opportunities for automation or standardization.
8+ years of experience in human resources, people operations, HR business partnership, employee relations, talent management, organizational development, or HR operations.
Experience working within enterprise SaaS, AI-enabled technology, cloud platforms, professional services, healthcare technology, financial services, consulting, business services, or remote-first organizations preferred.
Strong employee relations experience with the ability to handle sensitive workplace matters, manager concerns, performance issues, investigations, documentation, and conflict resolution.
Experience advising managers and business leaders on HR policies, workforce planning, performance management, employee engagement, compliance needs, and organizational change.
Strong knowledge of HR best practices, employment policies, employee lifecycle processes, onboarding, performance reviews, employee documentation, and workplace compliance.
Experience with HR systems and tools such as Workday, BambooHR, ADP, UKG, Greenhouse, Lever, Lattice, Culture Amp, Rippling, Gusto, Paylocity, Deel, Slack, Microsoft Teams, Google Workspace, or Microsoft 365 preferred.
Ability to interpret HR data, identify trends, prepare reports, communicate insights, and recommend practical people solutions.
Experience supporting remote or distributed teams with strong communication, documentation, collaboration, and employee support practices.
Strong written and verbal communication skills with the ability to handle sensitive topics professionally and clearly.
Ability to work with Executive Leadership, People Operations, Talent Acquisition, Finance, Legal, Compliance, IT, Operations, Sales, Product, Engineering, Customer Success, and department leaders.
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Psychology, Communications, or a related field preferred.
SHRM-CP, SHRM-SCP, PHR, SPHR, HR compliance certification, employee relations training, or equivalent practical experience preferred.
Competitive compensation package.
Comprehensive medical, dental, and vision healthcare coverage.
Flexible remote-first work environment.
Performance bonus eligibility.
People operations and employee experience incentive opportunities.
Long-term incentive opportunities where applicable.
Retirement savings plan with company contribution.
Professional development and continuing education reimbursement.
HR leadership, employee relations, organizational development, workforce planning, compliance, HR analytics, and manager enablement training resources.
Wellness and mental health support programs.
Paid time off and company holidays.
Opportunity to support enterprise-level people strategy, employee experience, leadership development, HR operations modernization, and organizational transformation.
Access to modern HRIS, performance management, engagement, collaboration, workflow, reporting, and AI-enabled people operations platforms.
Experienced HR leader with strong judgment, empathy, professionalism, and practical business understanding.
Trusted advisor with the ability to support leaders and employees through sensitive, complex, and time-sensitive people matters.
Strong communicator who can explain policies, expectations, decisions, risks, and next steps clearly and respectfully.
Employee-centered and business-aware, with the ability to balance employee support, manager needs, compliance, fairness, and company goals.
Highly organized and documentation-focused, with strong ownership of HR records, follow-up actions, employee relations notes, process materials, and policy communication.
Calm and effective under pressure, especially during employee relations matters, organizational changes, performance concerns, leadership requests, or workplace conflict.
Collaborative and able to work effectively with HR partners, business leaders, legal teams, finance partners, recruiters, operations teams, and employees across levels.
Analytical and improvement-minded, with the ability to use HR data, feedback, and workforce trends to improve people programs and decision-making.
Confidential and trustworthy, with the ability to handle employee records, compensation details, workplace concerns, investigations, leadership discussions, and sensitive business information appropriately.
Change-ready and adaptable, with the ability to support a growing organization through evolving processes, systems, team structures, and business priorities.
Support executive and business leaders with workforce planning, people strategy, organizational design, employee relations, and HR decision-making.
Help improve employee experience by strengthening communication, manager support, onboarding, engagement programs, performance practices, and employee lifecycle processes.
Support organizational growth by building scalable HR practices, clearer documentation, stronger manager resources, and more consistent people operations.
Align HR programs with business goals, company culture, compliance standards, workforce needs, and long-term organizational priorities.
Strengthen leadership effectiveness by coaching managers on communication, performance feedback, conflict resolution, team development, and employee support.
Partner with Legal and Compliance teams to reduce employment risk through consistent policies, accurate documentation, fair processes, and timely issue resolution.
Support HR analytics and reporting by tracking employee trends, engagement signals, turnover patterns, performance themes, and workforce planning needs.
Partner with Talent Acquisition and Finance to support headcount planning, hiring priorities, compensation discussions, and organizational readiness.
Support change management by helping teams navigate restructuring, growth, process changes, system rollouts, communication plans, and employee transitions.
Help turn HR into a strategic business capability that improves culture, strengthens leadership, supports employees, and drives long-term enterprise performance.
Remote-first senior human resources role.
Periodic travel may be required for leadership offsites, employee events, training sessions, company gatherings, HR workshops, investigations, or strategic planning meetings.
High-visibility role supporting employee experience, HR operations, leadership effectiveness, compliance support, and organizational development.
Fast-paced environment focused on growth, employee trust, operational consistency, leadership support, and people strategy.
Regular collaboration with Executive Leadership, People Operations, Talent Acquisition, Finance, Legal, Compliance, IT, Operations, Sales, Product, Engineering, Customer Success, and department leaders.
Opportunity to influence workforce strategy, employee engagement, people programs, manager effectiveness, HR process maturity, and company culture.
Requires flexibility during employee relations matters, onboarding cycles, performance review periods, organizational changes, leadership requests, compliance deadlines, and urgent employee needs.
Role requires handling confidential employee information, compensation records, performance documentation, investigation details, legal-sensitive materials, HR data, and internal leadership communications with discretion.
Human Resources Management.
People Operations.
Employee Relations.
HR Business Partnership.
Performance Management.
Workforce Planning.
Employee Engagement.
Manager Coaching.
HR Policy Support.
Organizational Development.
Talent Management.
HR Operations.
Compliance Support.
Remote Employee Experience.
People Strategy Support.
Compensation Package: $210,000 – $330,000
Base Salary: $210,000 – $330,000.
Annual Performance Bonus.
People Operations Performance Incentives.
Employee Experience and HR Program Incentives.
Long-Term Incentive Eligibility where applicable.
Additional benefits may include:
• Comprehensive healthcare coverage.
• Retirement savings plan with company contribution.
• Wellness and mental health programs.
• Professional education assistance.
• Flexible remote work environment.
• Paid time off and company holidays.
• HR leadership, employee relations, workforce planning, organizational development, compliance, HR analytics, and manager enablement training.
• Access to modern HRIS, performance management, engagement, collaboration, reporting, workflow, and AI-enabled people operations platforms.
We are committed to fostering a workplace where innovation, diversity, and inclusion drive meaningful business outcomes. We provide equal employment opportunities to all applicants and employees regardless of race, religion, gender, age, disability, veteran status, sexual orientation, or any other protected characteristic under applicable law.
Support a high-impact people function with visibility across leadership, employees, business operations, and company culture.
Help build scalable HR practices that improve employee experience, manager effectiveness, and organizational performance.
Work in a remote-first organization using modern HR systems, engagement tools, collaboration platforms, and AI-enabled people operations resources.
Partner with leaders across the business to guide workforce planning, employee relations, performance management, and people strategy.
Contribute to a company investing heavily in employee experience, leadership development, HR operations modernization, workforce analytics, and organizational transformation.
Build a strong senior HR leadership platform by turning people expertise, business judgment, and operational discipline into measurable enterprise value.
At Admiral Talent, our vision is to redefine staffing through genuine partnerships, innovation, and a people-first mindset. Guided by experienced leadership, we’re committed to driving growth, empowering talent, and delivering exceptional results for every client we serve.