Manager/Assistant Director, HR Programs and Operations

The American Enterprise Institute (AEI) seeks a full-time, in-person manager or assistant director, HR programs and operations, to join AEI’s HR & Talent Development team. Reporting to the vice president of HR and Talent Development, this role is responsible for the administration, execution, and continuous improvement of assigned HR programs and operational initiatives. The manager/assistant director will partner with HR leadership and managers across the organization to strengthen employee relations, support organizational effectiveness, improve HR operations, and advance departmental priorities.

Responsibilities include managing employee relations matters, performance management, assigned HR programs, compliance initiatives, cross-functional operational projects, and oversight of AEI’s internship program. The person in this position provides guidance to managers on workplace matters, supervises HR team members, improves HR processes and resources, and partners across departments to support operational improvements and a positive employee experience.

This role offers a great opportunity for anyone interested in expanding on their passion for human resources operations within a public policy research setting. We encourage you to apply even if you don’t meet every qualification listed below. Preferred experience includes HR, operations, program management, workforce analytics, or another related business field, but we’re interested in the skills, diverse expertise, and potential you would bring to the role.

AEI offers a stimulating and collegial work environment and excellent benefits. Qualified applicants should submit an application complete with a resume, cover letter demonstrating their interest in AEI’s mission, and transcripts. The anticipated start date for this position is as soon as possible.

About AEIAEI is a public policy think tank dedicated to defending human dignity, expanding human potential, and building a freer and safer world. The work of its scholars and staff advances ideas rooted in a belief in democracy, free enterprise, American strength and global leadership, solidarity with those at the periphery of our society, and a pluralistic, entrepreneurial culture.

AEI is committed to making the intellectual, moral, and practical case for expanding freedom, increasing individual opportunity, and strengthening the free enterprise system in America and around the world. Its work explores ideas that further these goals, and AEI scholars take part in this pursuit with academic freedom. AEI operates independently of any political party and has no institutional positions. Its scholars’ conclusions are fueled by rigorous, data-driven research and broad-ranging evidence.

• HR Programs and Operations
  • Manage assigned HR programs and operational initiatives, supporting their effective implementation and continuous improvement, including but not limited to immigration, manager training, HR events, HR communications, performance management, and compliance programs.
  • Provide oversight of AEI’s internship program, including recruitment, onboarding, programming, intern engagement, and continuous improvement.
  • Manage departmental and program-specific budgets, including budget planning, expense tracking, and coordination with HR executive leadership and the Finance team.
  • Evaluate and improve HR processes, workflows, and procedures to increase efficiency, consistency, and service delivery.
  • Develop and maintain tools, templates, documentation, and manager resources that support effective HR programs and operations.
  • Partner with HR, Finance, IT, Operations, and other departments to implement cross-functional initiatives impacting people operations.
  • Contribute to operational and organizational improvement projects by coordinating implementation, tracking progress, and supporting successful execution.
• Employee Relations and Workplace Support
  • Manage employee relations matters, including workplace investigations, performance concerns, corrective action, conflict resolution, employee complaints, and separations.
  • Support employee career development and advancement through coaching, growth planning, and internal opportunities.
  • Manage the interactive process for workplace accommodations, partnering with managers, employees, and external resources to identify appropriate solutions.
  • Advise managers on employee relations issues, policy interpretation, documentation, performance management, and workplace best practices.
  • Partner with HR leadership and managers to resolve sensitive workplace matters while balancing organizational needs, employee experience, and compliance requirements.
  • Identify trends in employee relations matters and recommend practical improvements that strengthen consistency, leadership effectiveness, and workplace culture.
• Governance, Compliance, and Risk
  • Drive efforts to ensure consistent application of HR policies, practices, and employment standards across the organization.
  • Develop and maintain standardized HR processes, documentation, and operational guidelines that promote consistency, accountability, and compliance.
  • Partner with legal counsel and HR leadership on employment matters, workplace investigations, policy implementation, and compliance-related initiatives.
  • Monitor compliance trends and recommend process improvements that strengthen effectiveness and reduce organizational risk.
  • Maintain accurate documentation and records related to employee relations, policies, immigration, accommodations, and other sensitive HR matters.
• Organizational Effectiveness
  • Partner with leaders to support organizational effectiveness initiatives, including organizational design, team structure, role clarity, and departmental planning.
  • Analyze operational challenges to identify opportunities for process improvements and organizational effectiveness.
  • Support the implementation of organizational changes through planning, communication, and coordination with managers and stakeholders.
  • Foster collaboration across departments to improve operational alignment and the employee experience.
• Team Leadership
  • Supervise, coach, and develop HR team members while fostering a collaborative, high-performing team environment.
  • In partnership with the vice president of HR and Talent Development, establish priorities, monitor progress, and provide ongoing feedback to support successful execution of departmental goals.
  • Delegate work effectively while ensuring quality, consistency, and timely completion of responsibilities.
  • Support the professional growth and development of team members through coaching, mentoring, and knowledge sharing.

Physical Requirements and Working Conditions at AEI

• The employee is expected to regularly stand, sit, talk, hear, and use hands and fingers to operate a computer, telephone, and keyboard. This job requires close-up vision for computer work.
• The employee must be able to lift up to 30 pounds.
• The employee must be able to work in a confined area.
• Moderate noise (e.g., from computers, phones, printers, and light traffic) is expected.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential responsibilities associated with this position.

• Manager: 4–6 years of full-time, applicable experience in human resources, employee relations, HR operations, or a related field.
• Assistant Director: 6+ years of full-time, applicable experience in human resources, employee relations, HR operations, or a related field.
• A bachelor’s degree in human resources, business, data analytics, organizational psychology, public policy, or a related field.
• SHRM-CP, PHR, or equivalent HR certification preferred.
• Experience managing employee relations matters, including performance management, workplace investigations, accommodations, conflict resolution, and policy interpretation.
• Demonstrated ability to lead projects and implement process improvements across departments.
• Previous experience supervising or mentoring employees preferred.
• Working knowledge of employment laws, HR best practices, and compliance requirements.
• Strong interpersonal skills with the ability to build relationships, exercise sound judgment, maintain confidentiality, and effectively advise managers and employees.
• Excellent organizational, communication, analytical, and problem-solving skills with the ability to manage multiple priorities in a fast-paced environment.
• Demonstrated ability to improve processes, develop operational efficiencies, and manage competing priorities.
• Proficiency with Microsoft Office Suite and HRIS platforms; experience with ADP Workforce Now preferred.

Benefits

AEI offers generous benefits, including 18 days of paid leave (15 days of paid annual leave and three personal or floating holidays); 12 days of paid sick leave; paid family leave; medical and dental coverage, in addition to a health savings account; medical and dependent care flexible spending accounts; a tuition assistance program of up to $5,200; life and disability insurance at no cost to employees; and a 403(b) retirement plan with a contribution from AEI, among other benefits. For more information, you can see a full summary of our benefits at https://www.aei.org/jobs/benefits/.

Compensation is based on a number of factors, including but not limited to the scope and responsibilities of the position; a candidate's full-time, applicable work experience; key skills and qualifications; and internal and external market considerations. The salary range for this full-time, exempt position is $65,000–$90,000. Salary is just one component of AEI’s total compensation package for employees.