The Senior People Operations Manager leads the development and execution of HR programs and policies that support the firm’s strategic goals. This role manages core HR functions including employee engagement, performance management, compliance, benefits, payroll, and team development. The Senior Manager partners with firm leadership to drive initiatives that enhance organizational effectiveness and foster a high-performance, inclusive culture.

Key Responsibilities

Strategic & Operational HR Planning and Oversight 

• Collaborate with firm leadership to assess workforce needs, succession planning, and organizational structure.
• Lead initiatives that support long-term talent development, operational efficiency, and firm objectives.
• Assess hiring practices and retention strategies. 

Policy Development & Compliance Oversight

• Draft, implement, and enforce policies that reflect the firm’s values and comply with employment laws.
• Monitor legal and regulatory changes and proactively update policies and procedures.
• Support internal audits and ensure documentation is complete and compliant.
• Maintain and update compliance documentation related to ERISA wrap, Section 125 POP, Injury and Illness Prevention Program (IIPP), Workplace Violence Prevention Plan (WVPP), and similar regulatory policies.
• Coordinate and oversee the reasonable accommodation and interactive process, ensuring timely, compliant, and empathetic engagement with employees in alignment with ADA and FEHA requirements.
• Manage and maintain firm registrations with state agencies, including business, labor, and compliance filings, to ensure adherence to jurisdictional requirements and deadlines.

Benefits Administration

• Oversee benefits budget planning, forecasting, and cost management.
• Provide strategic oversight of the organization’s benefits programs and total rewards strategy.
• Lead and support the People Operations Manager in the design, evaluation, and administration of benefits offerings.
• Ensure benefits programs remain competitive, cost-effective, and aligned with business objectives.
• Support leadership with benefits strategy and program improvements.

Payroll 

• Provide high level oversight of payroll operations managed by the Payroll Manager.
• Ensure payroll processes are accurate, compliant, and aligned with firm policies.
• Oversee payroll compliance with federal, state, and local regulations.
• Partner with finance and leadership on payroll reporting, budgeting, and audits.

Recruiting 

• Partner with the Recruiting Manager to develop and execute sourcing strategies and strategic recruiting processes that attract qualified attorney and professional staff candidates.
• Assess hiring needs, refine job requirements, and support offer development to secure top talent.

Employee Engagement & Culture

• Design and implement programs that enhance employee satisfaction, retention, and firm culture. 
• Lead firmwide initiatives such as engagement surveys, recognition programs, and wellness campaigns.
• Collaborate with department leaders and the workplace experience team to implement events and initiatives across offices. 
• Assist with the development, implementation, and continuous improvement of diversity, equity, and inclusion (DEI) programs to foster a culture of belonging.
• Partner with department heads to address team dynamics and morale.

Performance Management & Development

• Oversee the performance review process, ensuring consistency, fairness, and alignment with firm goals.
• Support managers in goal-setting, coaching, and employee development planning.
• Collaborate with the development team to identify training needs and coordinate professional development opportunities.

Onboarding 

• Oversee the development, organization, and distribution of employee handbooks and onboarding resources to support a consistent and engaging new hire experience.
• Supervise the coordination of all onboarding activities including orientation, training schedules, and cross functional collaboration. 
• Coordinate updates and improvements to onboarding documents.

Cross-Functional Collaboration

• Provide advice and coach managers on policy application and employee relations concerns. 
• Partner with department leaders to support workforce planning, team development, and employee engagement.
• Collaborate with payroll, finance, and legal teams to ensure accurate and timely HR operations.

Employee Relations & Support

• Serve as a resource for managers and employees on HR-related matters, including performance concerns, conflict resolution, and policy interpretation.
• Conduct and document employee relations meetings, performance improvement plans, including disciplinary actions and termination.
• Conduct investigations and manage sensitive employee relations issues with discretion and professionalism.

Team Leadership

• Supervise People Operations Managers, Specialists, and Coordinators, providing mentorship and performance feedback.
• Promote collaboration and continuous improvement across the HR team.

Preferred Qualifications

• Bachelor’s degree in HR, Business Administration, or related field; Master’s preferred.
• 5+ years of progressive HR experience required, 8+ years of experience preferred (ideally within a law firm or professional services environment).
• Strong knowledge of employment laws, HR best practices, and compliance standards.
• Experience leading HR teams and strategic initiatives.
• Experience coordinating payroll with third-party vendors.
• Excellent communication, presentation, and interpersonal skills.
• Ability to handle sensitive matters with discretion and professionalism.
• Proficiency with HRIS and timekeeping systems.

This job description reflects management's assignment of essential functions; it does not prescribe or restrict the tasks that may be assigned.

Equal Opportunity Employer

Kahana Feld provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Job Type

Full-Time, Exempt

Supervisory Responsibilities

People Operations Manager 

People Operations Specialist

People Operations Coordinator 

Work Location

Hybrid

Work Schedule

8:30am - 5:30pm Monday-Friday. Occasional weekends and holidays.

Salary Scale 

$130,000-$150,000 DOE

Physical Requirements 

Primarily sedentary work. Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects. Repetitive motion. Substantial movements (motions) of the wrists, hands, and/or fingers. The worker is required to have close visual acuity to perform an activity such as: preparing and analyzing data and figures; transcribing; viewing a computer terminal; extensive reading. Work is performed in an office environment and requires the ability to operate standard office equipment and keyboards. Must have the ability to walk short distances, and/or drive a vehicle to deliver and pick up materials. Work can be performed with or without accommodations.

Travel 

10-20% domestic travel by car and plane.