Human Resources Program Manager

Job Description Summary:

We are seeking an experienced HR Program Manager to lead and support strategic HR programs and cross-functional initiatives that enhance organizational effectiveness and employee experience. This role will partner with HR leadership and key business stakeholders to manage program execution, improve processes, develop scalable solutions, and ensure initiatives are delivered on time and aligned with business objectives. The ideal candidate is a strong project manager and communicator with experience managing complex HR programs, driving process improvements, and collaborating across multiple teams.

Job Description:

Key Responsibilities

• Support the development and continuous improvement of HR processes, programs, and operational practices that support the organization’s Centers of Excellence.

• Partner with HR leadership, organizational leaders, and cross-functional stakeholders on strategic HR initiatives, organizational change efforts, workforce planning, and other enterprise priorities.

• Lead and support cross-functional projects designed to improve operational efficiency, enhance team effectiveness, and deliver a consistent employee experience.

• Identify opportunities to simplify, streamline, and optimize HR processes, and develop recommendations that improve efficiency and organizational effectiveness.

• Develop, maintain, and enhance documentation, standard operating procedures (SOPs), policies, and process guides for HR programs and operations.

• Support HR compliance activities, including internal audits, documentation reviews, and monitoring of applicable federal, state, and local employment regulations.

• Monitor changes in employment laws and regulatory requirements and recommend appropriate updates to HR policies, programs, and procedures.

• Support HR Operations initiatives, including HR technology implementations, system enhancements, process improvements, and policy updates.

• Develop and maintain project plans, timelines, deliverables, and status updates to ensure successful execution of HR initiatives.

• Collaborate with cross-functional teams to identify dependencies, resolve issues, manage priorities, and drive projects through completion.

• Leverage workforce data and HR insights to identify trends, evaluate opportunities, and support data-informed business and people decisions.

• Support HR processes and programs related to organizational growth, acquisitions, and other business transformation initiatives.

• Serve as a trusted advisor to HR and organizational leadership by providing sound judgment, practical recommendations, and a solutions-oriented approach.

• Promote an inclusive, high-performing culture grounded in collaboration, accountability, and continuous improvement.

• Provide a service-oriented approach to supporting HR stakeholders and addressing questions related to policies, processes, and programs.

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred.

• Minimum 5 years of progressive Human Resources experience, with demonstrated experience supporting multiple HR functions, programs, and projects.

• Strong business acumen with the ability to translate business objectives into practical and effective people solutions.

• Strong knowledge of HR best practices, employment laws, and regulatory requirements.

• Proven ability to influence stakeholders and drive results within cross-functional and matrixed organizations.

• Excellent communication, presentation, relationship-building, and executive-influencing skills.

• Strong analytical and critical-thinking skills, with the ability to leverage workforce data and insights to inform decisions.

• Experience with HR technology and systems; Workday experience preferred.

• Experience with HR analytics, process improvement, project management, or HR operations.

• Proficiency with Microsoft Office applications, including Excel, PowerPoint, and Word.

• Strong attention to detail and a demonstrated commitment to data accuracy and operational excellence.

• Ability to manage multiple priorities, projects, and deadlines in a fast-paced environment while remaining organized and adaptable.

• Collaborative, service-oriented approach with the ability to build strong relationships across HR and business functions.

• Ability to interpret and clearly communicate HR policies, procedures, and regulatory requirements to a variety of stakeholders.

• Demonstrated continuous improvement mindset with a focus on simplifying processes, increasing efficiency, and enhancing the employee experience.

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred

This position is an exempt position. The annualized base pay range for this role is expected to be between $85,000–$95,000 base salary compensation range. Actual base pay may vary based on factors including, but not limited to, experience, subject matter expertise, geographic location where work will be performed, and the applicant’s skill set. The base pay is just one component of the total compensation package. Other rewards may include an annual cash bonus and a comprehensive benefits package, including but not limited to medical, dental, vision, life insurance, and 401(k). Please note that the job title is subject to change based on the selected candidate’s experience and education.

Focus is a leading financial services firm comprised of integrated wealth management, family office, and business management services. Blending deep expertise and expansive resources with a boutique, client-first fiduciary philosophy, Focus helps individuals, families, and institutions navigate complex financial situations with highly personalized solutions tailored to their unique needs. To learn more about Focus, visit www.focusfinancialpartners.com or follow the company on LinkedIn.

EEO Statement: Focus is an equal opportunity employer and bases its employment decisions on the employee or candidate’s skillset, and without regard to an employee or candidate’s race, color, religion, sex (including pregnancy), gender identity, sexual orientation, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by local, state and/or federal law.

 

Focus complies with federal and state disability laws and makes reasonable accommodations for applicants and employees with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please contact careers@focuspartners.com

The following language is for US based roles only

 

For California Applicants: Information on your California privacy rights can be found here

 

For Indiana Applicants: It is unlawful for an employer to discriminate against a prospective employee on the basis of status as a veteran by refusing to employ an applicant on the basis that they are a veteran of the armed forces of the United States, a member of the Indiana National Guard or a member of a reserve component.

 

For Maryland Applicants: I UNDERSTAND THAT UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A POLYGRAP OR SIMILAR TEST.  AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 

 

For Massachusetts Applicants: It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment.  An employer who violates this shall be subject to criminal penalties and civil liability. 

 

For Montana Applicants: If hired, the employment relationship is governed by the Wrongful Discharge from Employment Act. Mont. Code Ann. Section 39-2-901.

 

For Rhode Island Applicants: Focus is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island and is therefore covered by the state’s workers’ compensation law. If you willfully provide false information about your ability to perform the essential functions of the job, with or without reasonable accommodations, you may be barred from filing a claim under the provisions of the Workers’ Compensation Act of the State of Rhode Island if the false information is directly related to the personal injury that is the basis for the new claim for compensation.  The Company complies fully with the Americans with Disabilities Act.