The HR Operations & Engagement Manager provides leadership for HR office administration while also driving initiatives that strengthen employee engagement, culture, and overall workplace experience. This role ensures the efficient delivery of HR processes—including onboarding, compliance, and employee support—while coordinating programs and projects that drive university HR strategy. The HR Operations & Engagement Manager partners closely with HR leadership to align day-to-day office operations and engagement initiatives with organizational values and priorities.

Key responsibilities

HR Office Administration & Operations:

Lead the daily operations of the HR office, ensuring timely, accurate, and employee-centered service delivery.Oversee administrative workflows such as onboarding, offboarding, compliance documentation, and records retention.Support the compliance of HR policies and practices are applied consistently across the organization.Develop and maintain standard operating procedures.Identify and implement efficiencies in existing processes and drive HR administrative staff to deliver high-quality HR support.

Onboarding & Employee Experience:

Oversee employee programs that impact employees across the organization. Collaborate with campus partners on President’s sponsored initiatives.Partner with leadership to provide updates on program status and executive onboarding.Manage and continuously improve the onboarding and orientation process to provide a welcoming and consistent new-hire experience.Partner with hiring managers and HR colleagues to ensure smooth transitions for new hires and exiting employees.Coordinate with leaders to embed engagement and culture-building elements into the employee lifecycle.

Employee Engagement & Culture Programs:

Partner on the development, coordination, and support of programs that drive engagement, recognition, and Belmont culture.Plan and deliver HR events, celebrations, and recognition activities.Partner with internal communications to promote engagement programs, highlight recognition stories, and reinforce Belmont values.Leverage learning management systems or HR information systems to align engagement with development. 

Listening & Feedback:

Assist on employee engagement surveys, focus groups, and pulse checks.Partner with data manager to analyze results to identify trends, challenges, and opportunities.Collaborate with HR leadership and business units to create and track action plans based on feedback.

Department Initiatives & Projects:

Coordinate the rollout of HR department initiatives and track progress against milestones.Provide project management support for HR priorities such as engagement campaigns, recognition strategies, or process improvements.Support change management and communication efforts for new HR practices and initiatives.

The above statements describe the job’s essential responsibilities and requirements.  They are not an exhaustive list of the duties that may be assigned to job incumbents.

Key Competencies

Employee-Centered Leadership: Balances operational excellence with a focus on culture and engagement.Collaboration: Works effectively across HR and business teams to advance both daily operations and long-term initiatives.Project Management: Skilled in coordinating HR initiatives from planning through implementation.Adaptability: Able to flex between administrative oversight and engagement leadership.Communication: Clear and engaging communicator who can build connection across all levels of the organization.

Impact of the Role

By combining operational oversight with engagement leadership, the HR Operations & Engagement Manager ensures employees receive consistent HR support while also feeling valued, connected, and inspired at work. This dual focus strengthens HR’s role as both a trusted service provider and a driver of positive organizational culture.