People Operations Manager

The expected base salary for this role is $65,000 per yearThe People Operations Manager role serves as a key operational support function, ensuring the smooth processing and management of essential HR and payroll activities.This position plays a critical role in aligning operational activities with the broader People team and agency objectives, driving efficiency and accuracy across various employee lifecycle processes.ResponsibilitiesData Management: Maintain and manage accurate employee data within HR and payroll systems, ensuring compliance with internal policies and legal requirements.Payroll Inputs & System Management: Process and validate payroll inputs, coordinating with payroll providers and finance teams to ensure accurate and timely employee payments.Unemployment Claim Reviews: Review and respond to unemployment claims, ensuring proper documentation and timely submission in collaboration with relevant stakeholders.Labor Wage Filings with PEO: Oversee labor wage filings in coordination with the PEO, ensuring adherence to regional labor laws and regulatory requirements.Operations Queries & Ticketing: Act as the primary contact for operational queries and ticketing, resolving employee and manager inquiries related to HR processes, payroll, and benefits. Escalation to HR Manager & HR Director, where necessary.Benefit Administration: Manage employee benefits, including enrollments, terminations, and issue resolution, while liaising with benefits providers and internal stakeholders.Onboarding & Offboarding: Facilitate a smooth onboarding experience for new hires, including documentation collection, system setup, and coordination with key stakeholders. Manage offboarding processes, ensuring compliance with exit procedures and system deactivation.Freelance & Contractor Administration: Manage agreements, terminations, and issue resolution, while liaising with internal stakeholders and finance.I-9 Process & Compliance: Oversee I-9 verification for new hires, ensuring timely completion and compliance with federal requirements. Maintain accurate records and manage re-verifications as needed.Midcycle Changes: Process and track midcycle changes, including promotions, salary adjustments, job title changes, and reporting line updates.Data Reporting & Compliance: Support reporting and compliance initiatives, including audits, employee changes, and relations matters, ensuring accuracy and alignment with legal and internal standards.Regional & Country-Specific Requests: Address and execute ad hoc regional and country-specific HR requests alongside HR Managers, adapting to local regulatory and business needs as they arise.Skills and CompetenciesAttention to Detail and Accuracy: Ensures precise data entry and payroll processing, minimizing errors in employee records, benefits administration, and compliance reporting.Effective Communication and Responsiveness: Provides clear, timely, and professional communication to employees, managers, and external vendors, ensuring smooth resolution of queries and seamless onboarding and offboarding experiences.HRIS and Payroll System Proficiency: Demonstrates strong technical ability in HR and payroll systems, efficiently managing employee data, processing payroll inputs, and handling system-related troubleshooting.Compliance and Regulatory Knowledge: Maintains up-to-date knowledge of employment laws, wage filings, benefits regulations, and I-9 compliance, ensuring adherence to regional and federal requirements.Problem-Solving and Decision-Making: Quickly assesses and resolves payroll discrepancies, benefits issues, and operational challenges, applying a solutions-oriented approach to support employees and the business.Data Analysis and Reporting: Uses HR data to generate reports, support audits, and provide insights into workforce trends, employee changes, and compliance requirements.Process Improvement and Adaptability: Continuously evaluates and refines HR processes, identifying opportunities to enhance efficiency, improve accuracy, and adapt to evolving business and regulatory needs.Collaboration and Cross-Functional Coordination: Works effectively with payroll, finance, benefits providers, and HR teams to ensure smooth operations, aligning efforts with broader company objectives.Confidentiality and Integrity: Handles sensitive employee information with the utmost discretion, maintaining compliance with data privacy policies and ethical HR practices.