How YOU will make a Difference:The Senior Manager, Human Resources provides strategic leadership for HMA's People Operations function and oversees enterprise-wide programs that impact the entire employee lifecycle. This role leads managers and HR professionals responsible for payroll, benefits, leave administration, employee relations, performance management, talent acquisition and development, onboarding, leadership development, compliance, and employee experience initiatives.
Serving as a key strategic partner to senior leadership, the Senior Manager, Human Resources translates business objectives into scalable people strategies that support growth, organizational effectiveness, workforce planning, and cultural excellence. This position influences company-wide policies, programs, and change initiatives while ensuring HMA continues to operate as a People First organization where leaders are accountable for engagement, development, and employee success. HMA leadership expectations emphasize building leadership capability, employee engagement, learning, development, and a high-performance culture
What YOU will do:Strategic HR Leadership- Develop and execute enterprise-wide People Operations strategies aligned with organizational goals.
- Serve as a trusted advisor to executives and senior leaders on workforce planning, organizational design, employee engagement, talent development, and change management initiatives.
- Lead long-term HR roadmap planning and operational maturity initiatives to help scale company during growth while maintaining strong culture and values.
- Evaluate organizational trends and recommend future-focused workforce solutions.
HR Program Ownership- Provide executive oversight for payroll, benefits, leave administration, onboarding, performance management, employee relations, compliance, and HR operations.
- Ensure programs are scalable, compliant, efficient, and aligned with HMA's strategic objectives.
- Establish governance, service models, metrics, and continuous improvement frameworks across HR programs.
- Lead vendor relationships and strategic partnerships affecting People Operations.
Employee Relations & Risk Management- Direct the resolution of complex and sensitive employee relations matters involving legal risk, executive-level concerns, organizational restructuring, or regulatory implications.
- Partner with legal and executive leadership on investigations and employment-related risk management.
- Develop proactive strategies to strengthen workplace culture and reduce organizational risk.
Leadership Development & Organizational Effectiveness- Own enterprise people leader development strategies, leadership training programs, succession planning processes, and talent reviews.
- Design programs that strengthen leadership capability, accountability, engagement, and performance.
- Lead initiatives focused on organizational effectiveness, change readiness, and cultural alignment.
- Support executive coaching and leadership team development efforts.
Culture, Engagement & Employee Experience- Champion HMA's People First philosophy and ensure cultural consistency across a remote workforce.
- Oversee employee engagement strategy, recognition programs, retention initiatives, and workforce experience improvements.
- Sponsor major employee communication and culture-building initiatives.
- Act as a visible organizational leader and representative of HMA's values.
Analytics, Compliance & Business Partnership- Use workforce analytics and business insights to guide decision-making and strategic recommendations.
- Oversee audits, compliance programs, policy development, and employment law updates.
- Present HR metrics, trends, and recommendations to executive leadership.
- Lead enterprise change initiatives, acquisitions, restructures, or large organizational projects as needed.
HR Technology Strategy, Process Transformation & AI- Develop and execute the People Operations technology and process improvement strategy, ensuring systems and workflows scale with organizational growth and business needs.
- Lead enterprise-wide HR transformation initiatives, including automation, digital enablement, workforce analytics, and AI-driven solutions that enhance operational effectiveness and employee experience.
- Evaluate emerging technologies and establish governance for the responsible, secure, and compliant use of AI within People Operations.
- Partner with executive leadership and IT to prioritize technology investments, optimize HR platforms, and drive adoption of innovative solutions across the employee lifecycle.
RequirementsKnowledge, Experience and Attributes:- Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.
- SPHR, SHRM-SCP, or equivalent advanced certification required.
- 8-10+ years of progressive HR experience.
- 5+ years managing HR teams and HR leaders.
- Experience developing enterprise-wide HR programs and strategies.
- Demonstrated success advising senior executives on workforce and organizational matters.
- Experience leading change management, organizational development, and complex employee relations matters.
- Advanced knowledge of employment law, HR strategy, and organizational effectiveness.
- Advanced knowledge of developing company compensation and total rewards strategies.
- Executive presence and ability to influence across all levels of the organization.
- Strong business acumen and strategic thinking capabilities.
- Ability to translate organizational goals into scalable people solutions.
- Exceptional leadership, coaching, and change management skills.
- Strong analytical and data-driven decision-making abilities.
BenefitsApplication Note:When applying, please include the phrase
"What stood out to me about this role is...
" somewhere in your application.
Compensation:The base salary range for this position in the greater Seattle area is $155,000-$185,000 and varies dependent on geography, skills, experience, education, and other job or market-related factors. Performance-based incentive bonus(es) is available.
Disclaimer: The salary, other compensation, and benefits information are accurate as of this posting date. HMA reserves the right to modify this information at any time, subject to applicable law.
In addition, HMA provides a generous total rewards package for full-time employees that includes:
- Seventeen (IC) days paid time off (individual contributors)
- Twelve paid holidays
- Two paid personal and one paid volunteer day
- Company-subsidized medical, dental, vision, and prescription insurance
- Company-paid disability, life, and AD&D insurances
- Voluntary insurances
- HSA and FSA pre-tax programs
- 401(k)-retirement plan with company match
- Annual $500 wellness incentive and a $600 wellness reimbursement
- Remote work and continuing education reimbursements
- Discount program
- Parental leave
- Up to $1,000 annual charitable giving match
How we Support your Work, Life, and Wellness GoalsAt HMA, we believe in recognizing and celebrating the achievements of our dedicated staff. We offer flexibility to work schedules that support people in all time zones across the US, ensuring a healthy work-life balance. Employees have the option to work remotely or enjoy the amenities of our renovated office located just outside Seattle with free parking, gym, and a multitude of refreshments. Our performance management program is designed to elevate career growth opportunities, fostering a collaborative work culture where every team member can thrive. We also prioritize having fun together by hosting in person events throughout the year including an annual all hands, summer picnic, trivia night, and a holiday party.
We hire people from across the US (excluding the state of Hawaii and the cities of Los Angeles and San Francisco.)
HMA requires a background screen prior to employment.
Protected Health Information (PHI) Access Healthcare Management Administrators (HMA); employees may encounter protected health information (PHI) in the regular course of their work. All PHI shall be used and disclosed on a need-to-know-basis and according to HMA's standard policies and procedures.
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