Manager, Total Rewards & People Operations

Position Summary

We’re looking for a hands-on People leader who is as passionate about people as they are about data; who’s energized by crafting people-centered benefits and total rewards strategies—and rolling up their sleeves to make those strategies work in real life. You’ll think of employees as our internal customers and go above and beyond to deliver thoughtful, timely, and creative solutions that truly make a difference. This role owns the full scope of our benefits and people programs while also driving the day-to-day HR operations that keep everything running smoothly.

You’ll lead a small team and work cross-functionally to ensure employees get the clear, high-touch support they need to navigate benefits, compensation, and core HR processes. You pair analytical thinking with real empathy, stay relentlessly curious, and use AI as a natural extension of your toolkit. You appreciate that employees don’t live and breathe HR like we do, so “high-touch, high-care” support is your default. If you love building thoughtful programs and being deep in the work, you’ll thrive here.

Position Scope

Total Rewards

• Design, implement, and continuously refine benefits and compensation programs using data-driven insights to optimize competitiveness and ensure they’re both equitable and aligned with business strategies.
• Lead the full open enrollment cycle—plan evaluation, vendor coordination, communications, and post-OE analysis—ensuring accuracy, clarity, and strong employee support.
• Oversee year-round benefits compliance, using systems and AI-assisted workflows to track deadlines, audit accuracy, and maintain required documentation.
• Oversee annual compensation cycles, bonus program, and conduct market pricing, salary benchmarking, and job architecture updates using reliable data sources and modern analytical methods.
• Oversee the administration of employee leaves of absence, including FMLA, disability, parental, and other statutory or company-sponsored leaves; ensures compliance with applicable laws and provide compassionate, clear guidance to employees throughout the process.
• Monitor rewards trends, evaluate ROI, and recommend thoughtful adjustments backed by data.

People Operations

• Lead People operations, ensuring our processes, policies, and systems are accurate, compliant, and built for scale.
• Directly manage a small team and support their development through coaching in systems thinking, process discipline, and effective problem-solving.
• Oversee core HR technologies, vendor relationships, and automation opportunities, using analytics to identify opportunities to streamline, automate, or improve accuracy and experience.
• Ensure HR compliance, overseeing adherence to labor laws, company policies, and regulatory requirements while managing audits and reporting.
• Build repeatable, organized processes and calendars for key HR cycles (open enrollment, merit, audits, compliance milestones).
• Drive continuous improvement: identify bottlenecks, pressure-test assumptions, and build better ways of working.

Employee Experience & Support

• Act as a high-EQ, high-touch resource for employees and managers navigating total rewards and HR processes and partner closely with People Partners on the same.
• Translate policies and programs into clear, easy to understand language that helps employees feel confident and informed.
• Identify themes in employee questions or issues and use that insight to improve processes, clarify resources, or enhance communication.
• Partner with teams across the business to strengthen understanding and adoption of people programs, tailoring communication to different audiences.
• Use modern tools—including AI where appropriate—to elevate clarity, efficiency, and responsiveness in employee support.
• Other duties as assigned 

Leadership Responsibilities

• Act as a mentor and coach, guiding team members in their professional growth, and providing continuous feedback and conducting regular one-on-one meetings to discuss goals, challenges, and achievements. 
• Lead by setting a positive example, prioritizing the needs of the team, removing obstacles that hinder their success, and empowering team members by providing the tools, resources, and support they need to excel in their roles. 
• Identify and nurture individual varying strengths and specialized abilities to foster career development and job satisfaction. 
• Create and maintain a positive, inclusive, and collaborative work environment, promoting open communication and a sense of belonging within the team. 
• Set clear expectations and performance goals aligned with the broader organizational strategy, ensuring everyone understands their role in achieving company objectives. 
• Ensure regular, clear, and transparent communication with the team about organizational updates, changes, and expectations, facilitating open dialogue and encouraging feedback from all team members.
• Partner with recruiting in driving recruitment processes to attract top talent, and develop strategies to retain high-performing team members by recognizing achievements and creating opportunities for advancement.

Qualifications

• Bachelor’s degree in a related field required
• 7+ years of progressive HR experience with significant responsibility in benefits, compensation, and HR Operations with multi-state employer(s); prior experience in a leadership role preferred.
• Experience supporting or overseeing benefits and rewards outside the U.S., or demonstrated ability to learn and navigate international nuances in partnership with vendors and local experts.
• Deep understanding of benefits programs (healthcare, retirement plans, etc.) and experience managing retirement plan audits, including collaboration with external auditors and internal stakeholders.
• Expertise with regulatory requirements (e.g., FMLA, FLSA, ERISA, ACA, HIPPA).
• Strong analytical skills with the ability to interpret data, spot patterns, and translate insights into practical recommendations.
• Strong communication and stakeholder-management skills, including the ability to present to executives and translate complex benefits and compensation information into clear, human language for audiences without deep subject expertise.
• High emotional intelligence with a track record of delivering thoughtful, supportive employee guidance.
• Insatiable curiosity and a continuous-improvement mindset; you’re someone who enjoys rethinking processes and building better ones.
• Proven success using AI to streamline work, analyze information, or generate insights.
• Excellent judgment and emotional intelligence; you know when to lead with structure and when to lead with empathy.
• A service mindset: you understand that employees rely on you to help make the complex feel easy.
• Experience with HRIS systems (e.g. Rippling, Awardco, Lattice, etc.) and a passion for systems thinking.
• Comfort balancing strategy and execution—some days you’re designing benefits strategies, other days you’re rolling up your sleeves to fix a workflow.