Senior HR Manager in Dallas, Texas at Mod Op

About Mod Op

Mod Op is a full-service advertising agency able to offer clients a full suite of solutions. Mod Op can offer you access to low-cost, high-quality health care options and a team of enthusiastic, collaborative and motivated coworkers who see career development and personal development as intertwined.

At Mod Op, we’re more than just an agency—we’re a team of forward-thinking professionals who are passionate about driving client success. We believe in fostering meaningful relationships, collaborating across disciplines, and delivering impactful solutions that help businesses grow. If you are a strategic thinker with a passion for building lasting client partnerships, we’d love to hear from you. Join us and be part of a company that values innovation, creativity, and excellence in everything we do.

About the role

The Senior HR Manager will be responsible for overseeing day-to-day HR operations, employee relations, compliance, and HR systems data administration, and providing exceptional support to 240+ US employees. Given the current lean team structure, this role will operate across the full spectrum of HR work, from strategic advisory down to hands-on administrative, coordination, and ticketing-level tasks. The role also requires the ability to operate with a high degree of autonomy and sound independent judgment. Strong problem-solving skills, high initiative, and the ability to build positive, collaborative relationships across the organization, including close coordination with Accounting/Finance, which owns payroll and 401k admin. Dallas-Fort Worth based candidates are strongly preferred.

What you'll do

HR Operations & Employee Support

• Own day-to-day HR operations, including employee relations, onboarding, offboarding, compliance, and performance management support.
• Serve as a trusted HR partner to managers and employees, providing guidance on employee relations, performance, policies, and workplace questions.
• Develop, maintain, and communicate HR policies and practices in line with federal, state, and local requirements.
• Lead new-hire onboarding and orientation, as well as offboarding and exit interviews.
• Manage the HR helpdesk/ticketing queue and respond to employee requests, including employment verifications, document requests, offer letters, I-9s, unemployment claims, personnel files, and exit paperwork.
• Administer leave programs end-to-end, including FMLA, state leave, PFL, STD, and LTD. Manage documentation, employee and manager communications, carrier claims, tracking, and return-to-work coordination.
• Serve as a first point of contact for routine benefits questions and partner with Accounting on payroll and benefits-related employee needs.
• Support recruiting and hiring in partnership with hiring managers and the Talent Acquisition & Development Manager.
• Oversee required training, certifications, and continuing education.

HR Systems, Data & Compliance

• Maintain accurate employee records and HRIS data in Rippling, including hires, terminations, status changes, compensation, work locations, and other employee data.
• Manage time tracking and PTO administration.
• Monitor state tax and withholding information from an HR perspective and flag changes that may create new state compliance requirements.
• Build, maintain, and interpret HR dashboards and reports in Rippling and other business systems.
• Regularly audit HR data, benefits, leave records, personnel files, compliance documentation, and reporting to identify and correct errors or risks before they become problems.
• Track HR metrics and turn data into useful insights and recommendations for the CPO and leadership.
• Partner with Accounting on information needed for payroll, benefits, and financial reporting.

Partnership & Leadership

• Operate with a high degree of autonomy, making sound decisions without needing day-to-day direction.
• Partner effectively across HR, Accounting/Finance, Talent Acquisition, and business leadership.
• Identify inefficiencies, risks, and emerging issues and bring solutions—not just problems—to the CPO.
• Adapt to changing priorities and workload, including periods of increased activity related to acquisitions or company growth.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• 5+ years of progressive full-time HR experience, particularly in HR operations, employee relations, and compliance.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Strong knowledge of employment laws and HR best practices.
• Hands-on experience with Rippling HRIS platform (workflows, data, reporting) required!
• Strong HR reporting, data analysis, and data-quality skills.
• Experience supporting acquisition integrations (policy, benefits, systems alignment) preferred
• Excellent communication, relationship-building, and conflict-resolution skills.
• Strong judgment and the ability to work independently with minimal oversight.
• A proactive, problem-solving mindset—you naturally look for issues, understand root causes, and find sustainable solutions.
• Strong ownership and follow-through, with a high level of attention to detail and accountability.
• Willingness to jump into both strategic HR work and hands-on administrative tasks as needed.