HR Infrastructure Manager

The HR Infrastructure Manager plays a critical role in advancing the efficiency, scalability, and overall effectiveness of the HR function. Serving as a strategic right hand and thought partner to the HR Director, this role is responsible for designing, building, and modernizing the HR infrastructure that supports a growing business.

This position leads high-impact initiatives that shift HR away from transactional work and toward data-driven, technology-enabled, and future-ready people systems. The role is ideal for a HR professional who thinks in systems, excels at process optimization, and proactively designs solutions that improve compliance, elevate the employee experience, and enable organizational capability at scale.

Salary range is $100,000 - $115,000/yr., HR Infrastructure, Systems & Process Optimization

• Partner with the HR Director to translate business priorities into scalable HR strategies, systems, and project roadmaps.
• Evaluate existing HR workflows, documentation, and capabilities to identify opportunities for simplification, automation, and redesign.
• Design, implement, and maintain HR policies, standard operating procedures (SOPs), playbooks, and toolkits aligned with compliance and business needs as shared by HR Director.
• Lead projects to modernize HR practices, ensuring consistency, scalability, and exceptional internal customer service.
• Build and maintain a modern HR knowledge architecture that enables leader and employee self-service where appropriate.

HR Technology, Automation & AI Enablement

• Lead or support the selection, implementation, optimization, and integration of HR technology platforms.
• Serve as the primary owner of HRIS enhancements, system governance, and process alignment across tools.
• Partner with HR leadership to identify opportunities where automation and AI can eliminate low-value work and improve speed, insight, and decision quality.

People Analytics & Data-Driven Decision Support

• Design and maintain HR dashboards, metrics, and reporting that inform strategic and operational decision-making.
• Translate workforce data into clear insights and recommendations related to talent, engagement, performance, retention, and organizational health.
• Establish data standards and reporting cadence to ensure consistency, accuracy, and alignment with business outcomes.

Employee Experience

• Co-develop and maintain onboarding, engagement, recognition, and leader enablement frameworks in partnership with the HR Generalist and HR leadership.
• Create practical tools and communications that equip leaders to confidently and consistently navigate HR processes.

Employee Relations, Compliance & Risk Stewardship

• Provide guidance on employee relations matters, policy interpretation, performance management, and investigations as needed.
• Ensure HR practices remain compliant, audit-ready, and risk-aware through proactive monitoring and documentation.
• Monitor emerging employment laws and trends to inform system, policy, and process design. Strategic HR Support & Change Leadership
• Lead cross-functional HR initiatives and change efforts with strong project governance, communication, and stakeholder alignment.
• Research and recommend best practices in HR functions.
• Support change management and communication efforts related to HR programs and transformations.

• 10+ years of progressive HR experience across multiple functional areas, with demonstrated success leading enterprise-level projects, systems, or transformations.
• Proven ability to design and scale HR infrastructure, not just administer programs.
• Strong experience with HR technology, automation, analytics, and reporting.
• Exceptional project management, systems thinking, and executive-level communication skills.
• High level of discretion, judgment, and comfort operating as a trusted advisor to senior leadership, * Bachelor's degree in Human Resources, Business Administration, Analytics, or a related field; advanced degree or professional certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.

Paid training, Paid parental leave, Parental leave, Health insurance, 401(k) matching, Paid time off, Vision insurance, Dental insurance, Wright-Pierce's goal is to foster a culture of health and wellness. We accomplish this by creating a work environment that promotes healthy living, encourages volunteerism, and supports personal development and well-being. To achieve this goal, we offer a variety of benefits, some of which are highlighted below. Check out our full benefits overview for more.

• Medical, dental, and vision insurance beginning on date of hire
• Wellness program with fitness reimbursement
• Mental health and well-being benefit
• Paid volunteer hours
• 401(k) match with employer match and profit-sharing contribution with no vesting period
• Defined career development path, mentorship program, and Wright-Pierce University training program
• Paid time off, paid and floating holidays, and paid parental leave
• Flexible work schedules and hybrid work environment