Senior Manager, People Operations

7–10+ years of progressive People Operations or HR leadership experience, including ownership of multi-state U.S. compliance and support for international entities. Demonstrated experience designing and scaling HR systems, workflows, and automation to improve employee experience, data accuracy, and operational efficiency. Strong background in total rewards and benefits strategy, including cost modeling, vendor management, and partnership with Finance to ensure financial sustainability. Proven judgment and expertise in policy development, employee relations, leave of absence administration, and risk mitigation in collaboration with Legal. Advanced analytical capabilities, with experience using people data to drive workforce planning, compensation cycles, retention strategies, and executive decision-making. Experience operating in a federal-contractor environment, including OFCCP, VEVRAA, EEO-1, ACA, and related compliance and reporting obligations. Hands-on experience administering multi-state and international People Operations programs, including benefits, leaves, and employment registrations. Strong working knowledge of HRIS and people systems (e.g., Rippling, Workday, BambooHR, UKG), including workflow automation and reporting. Prior experience partnering cross-functionally with Finance, Legal, IT and external vendors to deliver compliant, scalable People programs. Experience supporting change management initiatives and rolling out HR programs across a distributed or growing organization.

Lead the People Operations function across US and international entities. Design and maintain people systems and workflows that automate the employee experience. Design and manage competitive, cost-effective benefits programs. Develop and refine internal policies. Own compensation frameworks and annual cycles in partnership with Finance. Lead the implementation of HR programs like performance management, employee engagement initiatives, and manager enablement. Own leave of absence (LOA) administration. Partner with Legal on employment matters, compliance risk, and change-management communications. Partner with Finance to oversee workers’ compensation, unemployment insurance, and multi-state registrations. Use data to inform decisions: headcount forecasting, turnover analysis, engagement trends, and talent risk. Continuously evaluate and improve People Operations processes.