People Operations Manager

Summary

Reporting to the Senior People Operations Manager, Responsible for the delivery business staff of compensation, HRIS, and other HR operations.

Responsibilities

Business Staff Compensation

• Provides consultation and guidance on business staff pay recommendations based on internal and external equity.
• Provides strategic and operational leadership in the design, development, implementation, administration, and communication of business staff compensation programs including base pay, variable pay, and recognition.
• Conducts research and analysis to ensure business staff compensation programs and philosophy remain competitive and compliant with regulatory requirements.
• Oversees the administration of business staff compensation processes including job evaluations, salary adjustments, promotions, and annual performance-based compensation reviews.
• Develops and maintains business staff job descriptions, job classifications, and compensation guidelines, ensuring consistency and fairness across the firm.
• Leads the business staff annual compensation planning cycle including the development of guidelines, reviews recommendations to ensure compliance with guidelines, and develops recommendations for senior management consideration.
• Develops and conducts training and education on business staff compensation programs.

HR Systems and Analytics

• Ensures optimization of the firm’s HRIS to improve administrative efficiencies, workflows and processes.
• Ensures business requirements are properly configured within all HR systems.
• Researches, troubleshoots, and resolves unexpected results or process flaws; recommends solutions or alternate methods to meet requirements.
• Identifies and resolves complex technical problems and engages additional functional resources, as necessary.
• Manages vendor relationships and ensures quality of services and support.
• Supports other HR systems with troubleshooting, reporting, and maintenance as needed.
• Identifies and resolves complex technical problems and engages additional functional resources, as necessary.
• Tracks and reports on significant human capital actions such as staffing, retention, attrition, and other vital metrics.
• Partners with key stakeholders to understand key business priorities, designs analyses and recommends data analytics solutions that drive strategic and tactical decision making.
• Maintains highest degree of data integrity in systems by running queries and overseeing data audits
• Stays up-to date on internal and external developments in HR, data science, analytics, HRIS and technology trends.

People Operations

• Monitors and evaluates the efficiency and effectiveness of people operations delivery methods and procedures.
• Assesses and monitors workload, administrative and support systems, and internal reporting relationships; identifies opportunities for improvement and directs the implementation of changes

Requirements

• Bachelor’s degree; or an equivalent combination of education and experience.
• Certified Compensation Professional (CCP) a plus
• 5 – 10 years of experience in compensation administration.
• 3 – 5 years of experience with HRIS management.
• Knowledge of market pricing and benchmarking jobs.
• Experience working with cloud-based human capital management software.
• Excellent attention to detail.
• Highly advanced Excel skills (vlookup, pivot tables).
• Strong analytical skills and project management skills with the ability to handle complex issues.
• Ability to focus on Firm needs with a commitment to quality and customer service.
• Ability to effectively handle pressures and demands from multiple customers and competing priorities.
• Ability to drive tasks to completion without direct control of resources.
• Strong teamwork and ability to lead cross functional projects.
• Ability to handle highly sensitive information in a confidential and professional manner.
• Ability to communicate with technical and non-technical users