Head of HR Operations

Join Hamilton Lane, a global leader in private markets, as we scale to meet the demands of our growing client base. Here, you’ll work with ambitious, high‑performing teams built on integrity, candor and collaboration, backed by our market-leading data and technology. We invest heavily in our people and our partners, giving you the platform to enrich lives, safeguard futures and grow your career.  
 
What We Do 
As one of the largest private markets investment firms globally, we provide innovative solutions to institutional and private wealth investors around the world, specializing in flexibility and full-spectrum access. We currently employ approximately 800 professionals operating in offices throughout North America, Europe, Asia Pacific and the Middle East, and have $1.0 trillion in assets under management and supervision, composed of $146.1 billion in discretionary assets and $871.5 billion in non-discretionary assets, as of December 31, 2025.  

The Head of HR Operations is a strategic and execution‑focused leader responsible for designing, optimizing, and overseeing all HR operational systems, processes, and infrastructure. This role ensures a seamless employee lifecycle experience, drives operational excellence across HR programs, leads Workday governance and data integrity, manages HR technology roadmaps, and delivers the analytics needed for informed business decisions. The leader partners closely with HR Centers of Excellence, HR Business Partners, IT, Finance, Legal, and business leaders to ensure the HR function operates efficiently, compliantly, and in alignment with organizational priorities.

Key Responsibilities

1. HR Operations Leadership

• Lead the end‑to‑end HR operations function, overseeing process design, HR service delivery, compliance, and systems administration.
• Serve as the primary owner of HR policies, SOPs, HR calendar, HR intranet content, and help desk operations.
• Ensure a consistent, high‑quality employee and manager experience across all operational touchpoints.
• Establish governance models for operational decision‑making and workflow prioritization.

2. Workday Ownership & HR Technology Strategy

• Serve as the core HR owner and strategic partner to HRIS/IT for Workday and all HR technology.
• Prioritize all HR tech requests, enhancements, integrations, and system updates.
• Identify opportunities to automate HR processes, implement AI solutions, and streamline workflows.
• Lead HR technology projects, scrums, upgrades, and vendor evaluations; ensure projects are delivered on time and within budget.
• Collaborate with COEs (L&D, Benefits, TA, BPs) to ensure technology supports functional and enterprise needs.

3. Onboarding and Employee Lifecycle Operations

• Own the full operational onboarding process, including Workday setup, provisioning workflows, system access, and coordination with IT.
• Oversee employment documentation, compliance requirements, global orientation scheduling, and new hire logistics.
• Partner with Talent Acquisition, Benefits, IT, and BPs to ensure a high‑quality Day 1 experience and smooth handoffs.
• Provide operational support for immigration, global mobility steps, and tracking of required documents.

4. Policy, Compliance, and Risk Management

• Maintain and publish the company’s HR policies, employee handbook, and standard operating procedures.
• Coordinate cross‑functional policy reviews with Legal and other stakeholders.
• Ensure operational adherence to regulatory requirements, SOPs, Workday data accuracy, and documentation standards.
• Serve as the HR lead for audits, including HR data audits, regulatory reports, compliance verifications, and audit responses.
• Partner with Compliance on training, LMS requirements, and regulatory reporting.

5. Data Integrity, Reporting & Workforce Analytics

• Own HR reporting infrastructure, dashboards, and analytics used by COEs, HRBPs, and business leaders.
• Ensure accuracy and quality of all Workday data, position controls, workforce headcount reporting, and operational metrics.
• Partner with Finance to support budget modeling, forecasting, and headcount planning within Workday.
• Create scalable reporting for talent, HR programs, operational performance, and workforce planning.

6. Employee Support, HR Service Delivery & Issue Resolution

• Oversee the HR help desk, ensuring timely and accurate responses to employee and manager inquiries.
• Manage day‑to‑day HR administrative operations, including content updates, calendars, knowledge bases, and FAQs.
• Provide escalation pathways for sensitive employee situations in partnership with Benefits, BPs, and Legal.
• Continuously refine service delivery models to improve efficiency and experience.

7. Cross‑Functional Program Delivery

• Coordinate HR program launches across the full HR calendar and ensure readiness, communication, and system alignment.
• Work across TA, L&D, Benefits, and BPs to support shared operational needs for performance cycles, promotions, onboarding, and training logistics.
• Ensure clear project management, milestones, and cross-team coordination for major HR initiatives.

Qualifications

• 12+ years of progressive HR Operations, HRIS/HR technology, or People Operations experience, with at least 5 years in a senior leadership role.
• Strong expertise in Workday architecture, workflows, and configuration governance.
• Demonstrated ability to scale HR processes in high‑growth or multi‑location environments.
• Proven success in driving automation, AI‑enabled HR solutions, or major system upgrades.
• Deep experience in policy management, compliance, and HR service delivery models.
• Exceptional project management, change management, and cross-functional leadership skills.
• Strong analytical, reporting, and data‑driven decision‑making capabilities.
• Ability to influence executive stakeholders and lead with a strategic, solutions‑oriented mindset.

Competencies

• Operational Excellence & Continuous Improvement
• Systems & Data Fluency
• Executive Communication
• People Leadership & Talent Development
• Risk Mitigation & Governance
• Process Design & Optimization
• Strategic Thinking with Practical Execution

We offer a competitive salary, annual discretionary bonus and a comprehensive benefits package which includes: Medical, Prescription, Dental, Paid Time Off, 401k plan, Life and Disability Insurances, Tuition Reimbursement, Employee Stock Purchase Program, Health Club Reimbursement and Flexible Spending Accounts.

Hamilton Lane is an affirmative action-equal opportunity employer. All qualified applicants will be considered for employment without regard to their race, color, creed, religion, sex, pregnancy, national origin, ancestry, citizenship status, age, marital or partnership status, sexual orientation, gender identity or expression, disability, genetic predisposition, veteran or military status, status as a victim of domestic violence, a sex offense or stalking, or any other classification prohibited by applicable law.

If you need a reasonable accommodation to complete your application, please contact Human Resources at humanresources@hamiltonlane.com.

Hamilton Lane is not accepting unsolicited assistance from search firms for this employment opportunity. Please, no phone calls or emails. All resumes submitted by search firms to any employee at Hamilton Lane via-email, the Internet or in any form and/or method without a valid written search agreement in place for this position will be deemed the sole property of Hamilton Lane. No fee shall be paid in the event the candidate is hired by Hamilton Lane as a result of the referral or through other means.