Role Description As an HR Operations Manager, you will develop, sustain and deliver our HR Operations programs and services. You will be the primary point of contact for Benefits, HRIS data/reports/programming, and Compliance. Additionally, you will support programs working with your team members in areas such as Diversity, Equity & Inclusion, Employee Experience, Onboarding, Exits, and Recruiting. - Ensure accuracy, appropriate storage and appropriate tracking of employee documentation. - Conduct bi-weekly payroll and ensure proper auditing. Process check requests as needed for terminations, etc. - Manage employee changes by auditing documentation and changing information in HRIS (ADP) and other systems (Lattice). - Work to continually improve the employee experience with the HRIS, and to streamline processes in the HRIS. - Provide standard and ad-hoc reports and metrics with HRIS data. - Manage open enrollment and ongoing relationships with benefits providers. - Work with leadership and brokers to select the right benefits for the company. - Ensure carrier connections are properly set up and communicate directly with carriers as needed. - Support employees on a day-to-day basis and answer questions about benefits and company policies. - Manage legal filings for 401K, Health & Welfare, ACA, EEOC, etc. - Ensure state by state compliance by registering new states as employees move or start in states outside of current population, setting up worker’s comp policy, ensuring benefits coverage, etc. - Develop and ensure compliance of company policies. Work with outside counsel and executive leadership on new policies, handbook amendments, etc. - Assist with compensation with the HRBP and Finance, maintaining salary ranges and managing data/spreadsheets during merit. - Other duties and tasks may be assigned as needed to support the business. Qualifications - Excellent organizational skills and attention to detail. - Strong verbal and written communication skills. - Excellent time management skills with a proven ability to meet deadlines. - Critical thinking skills, to connect the dots, to use best judgment and to apply discretion. - Analytical problem solver, to find the root causes of any recurring issues. - Ability to function well in a high-paced and quickly changing environment. - Proficient to advanced skills in Word and Excel, with basic knowledge of Powerpoint. - Advanced level skills in HR Information Systems. - Eager to learn and expand one’s skills and impact with a growing company. Requirements - Bachelor’s Degree in a related field or equivalent job experience is required. - At least four years of experience in HR is required. - At least two years of Benefits responsibilities are required. - At least one year of experience processing Payroll is required. - At least two years of HRIS responsibilities is required. - Experience with ADP WorkforceNow is desired. Benefits - Competitive salary and health benefits for eligible full time employees. - 401k matching, and a subsidy for internet or cell phone. - Generous PTO days, in addition to paid holidays that incorporate two days to honor and celebrate your heritage, culture, or traditions that matter most -- just tell us when! - Half Day Summer Fridays! - A company actively working to dismantle bias in our hiring practices, foster cultural inclusivity, and continuously examine policies and practices to ensure equity. - A fast-paced, team-driven culture that helps you grow your career with learning opportunities, autonomy and ownership, and chances to succeed (or fail-- hey, we’ve all learned through failure).

• Lead the organizations you support to achieve People objectives, including attracting, hiring and onboarding great talent, developing and retaining staff, and achieving goals around helping companies stay compliant. • Influence business and talent initiatives that support short and long-term business goals, including driving practices that enable high performance and operational excellence. • Initiate and maintain effective communications with leadership and employees; provide coaching and guidance on matters related to performance management, offer feedback on style and behaviors to improve employee productivity and engagement. • Engage in strategic workforce planning by assessing organizational capabilities; identify competency and talent gaps, ensure development of people resources; and introduce succession planning. • Identify and translate current and future business needs into a comprehensive People Plans. • Provide organizational development support through interventions such as organization design, development solutions, leadership coaching, and proactive change management. • Serve as the primary point of contact for assigned clients. • Process and maintain client HR data, including employee onboarding and offboarding, help administer payroll, benefits, and other HR functions, and ensure clients stay up-to-date on HR regulations and compliance requirements. • Provide excellent customer service

• Builds the business partner relationship with executives, management, and teams; understands the business, goals, and challenges; and identifies and develops solutions to address systemic issues. • Provides advice to executives and supports management teams in areas of organizational effectiveness, workforce planning, employee engagement, performance management, training, and development. • Analyzes HR trends and metrics, including conducting exit interviews, reviewing turnover data and engagement results. • Partners with practice leaders to develop effective and consistent people solutions, programs and policies throughout the business. • Advises, influences and coaches to build and support a diverse, inclusive, productive and high integrity work environment. • Provides guidance and input on restructures, workforce planning and succession planning. • Coaches and counsels managers on maintaining positive employee relations for a wide range of issues. • Supports managers with PIPs and involuntary terminations. • Conducts investigations in response to complex employee relations issues and recommends/implements courses of action based on investigation results. • Collaborates with business leaders on employee development and talent planning decisions. • Assists leaders with annual reviews and development plans for employees. • Develops strategies for practices to leverage tools, such as our HCM tool, UKG, to help them grow their business. • Produces HR-related information for the practice/discipline during the RFP process. • Maintains knowledge of legal requirements related to the management of employees, reducing legal risks and ensuring regulatory compliance. • Drives key HR team projects by taking a leadership role and managing project efforts including scheduling and resources as well as owning responsibility for holding project team members accountable for deliverables. • Identifies opportunities to develop and implement process improvement initiatives.

• Operationalize global talent programs across Canada and the US, including onboarding, mentoring, rewards, recognition, and employee engagement initiatives. • Provide day-to-day guidance to employees regarding general HR queries, company policies, procedures, and local labor laws. • Support US and Canadian benefits management, including the annual renewal process, market analysis, open enrollment, and complex issue escalation. • Collaborate closely with the Finance and Payroll teams to prepare and verify specific data required for accurate, timely payroll processing. • Advise on and direct matters related to compliance and North American employment law; ensure strict adherence to local Labor Code requirements. • Update, maintain, and audit internal HRIS (Workday) data to ensure data integrity and maximize process efficiency. • Collaborate with the Global Talent Team on regional and global internal compliance projects. • Manage full-cycle recruitment for mid-to-senior level positions across multiple departments. • Develop and execute creative sourcing strategies using a variety of tools (LinkedIn Recruiter, specialized job boards, networking, and referrals). • Screen, interview, and evaluate candidates for both technical capability and cultural alignment. • Partner closely with hiring managers to understand evolving role requirements and provide strategic talent acquisition guidance. • Maintain, audit, and update the Applicant Tracking System (ATS) to ensure data accuracy and compliance.