Join Bell Partners and be a difference maker.
At Bell Partners, our mission is to be the apartment company of choice by creating value and honoring commitments to our residents, partners, and associates. We proudly serve our community of 85,000+ homes across 13 states and the District of Columbia. As stewards entrusted to contribute with care and appreciation, our 2,000 associates succeed in a dynamic space where everyone impacts. We take pride in producing outstanding results and fostering a work environment that allows everyone to contribute to their fullest potential. We rise above industry standards when every associate embraces their unique role and seizes the opportunity to make an impact.
The HR Operations Manager leads the delivery of accurate, responsive, scalable, and compliant HR Operations services. The role manages the infrastructure, processes, controls, and service standards that support associates and managers.
The Manager oversees HR data governance, employee lifecycle processes, benefits and leave operations, compensation processes, employee service delivery, HR AI operations, compliance, reporting, and continuous improvement.
Essential Functions and Responsibilities
HRIS data governance – Establish and maintain standards, workflows, approval requirements, controls, audit practices, security coordination, and data-quality expectations to ensure accurate, complete, secure, and reliable employee and organizational data.
Employee lifecycle administration – Oversee the timely and accurate administration of employee lifecycle transactions, including new hires, transfers, promotions, manager changes, personal-data updates, leaves, returns from leave, and separations.
Benefits and leave operations – Partner with Total Rewards leadership and Benefits and Leave teams to support operational processes, vendor coordination, employee communications, and escalated employee issues.
Compensation governance – Partner with Total Rewards leadership and Compensation team to establish and manage operational processes, workflows, controls, approvals, systems support, reporting, and employee communications.
Employee concierge and AI service delivery – Lead the employee service-delivery model, including HR intake channels, employee self-service resources, case-management expectations, service-level standards, escalation protocols, and employee experience measures.
HR AI governance and service delivery – Establish and maintain the operating model, standard operating procedures, controls, content standards, routing rules, escalation paths, performance measures, and improvement priorities for the HR AI Agent. Ensure the HR Operations Specialist provides day-to-day supervision and escalates material risks, content gaps, service failures, or process issues.
Onboarding operations – Partner with Talent Development to coordinate HR Operations components of onboarding, including employee records, workflow tasks, required documentation, policy acknowledgments, benefits enrollment, and employee communications.
Reporting and analytics – Develop and oversee HR Operations reporting and dashboards related to headcount, workforce movement, onboarding, benefits, leave, employee-service volume, data quality, operational performance, and emerging employee needs.
Process improvement and automation – Identify and lead opportunities to simplify processes, strengthen controls, improve employee experience, reduce manual work, and expand the effective use of HRIS functionality, automation, self-service, and AI-enabled tools.
HR compliance and controls – Oversee HR Operations processes that support federal, state, and local compliance, including personnel files, record retention, I-9 coordination, required notices, employment verification, audit readiness, data privacy, and documentation standards.
Team leadership and vendor management – Lead, develop, and set priorities for the HR Operations Specialist; manage HR Operations work quality, vendor…