People & Culture (P&C) Operations Manager

About the Role

Reporting to the Chief People Officer, the People & Culture (P&C) Operations Manager is a critical, hands-on role responsible for optimizing the entire employee experience through strategic development, meticulous implementation, and effective management of core HR operational functions. This position is the engine behind our P&C strategy, focusing on leveraging systems, deep data analysis, and robust processes to ensure compliance, streamline efficiency, drive continuous improvement, and create a seamless and positive experience for all employees throughout their lifecycle.

This role requires a unique blend of operational excellence, great quantitative skills, and a commitment to data integrity.

Key Responsibilities

Total Rewards & Compensation Operations

• Job Evaluation & Leveling: Lead the administration and maintenance of the global job leveling framework and job architecture. Partner with P&C Business Partners and leadership to conduct job great for new and revised roles, ensuring internal equity and external market competitiveness.
• Compensation Administration: Manage the end-to-end annual compensation review cycle, including merit increases, bonus payouts, and equity refreshes. Participate in and analyze salary surveys, with a knowledge of the Radford framework being highly beneficial.
• Benefits Management: evaluations and administration of competitive, cost-effective global benefits programs (health, retirement, time off). Conduct detailed cost/benefit analysis and benchmarking to ensure market competitiveness.
• Vendor Management & Compliance: Manage global relationships with benefits brokers, providers, and vendors. Ensure rigorous compliance with all applicable local and international laws and regulations related to benefits and compensation.

• HRIS Management & Optimization: Serve as the subject matter expert (SME) for the HRIS. Lead the configuration, optimization, and automation of P&C processes within the system to maximize efficiency and scalability.
• Transaction & Auditing: Execute day-to-day transactions (new hires, offboarding, data updates) and maintain confidential team member records. Implement routine data audits to validate system integrity and data accuracy.
• Troubleshooting & Support: Manage the daily operations, maintenance, and troubleshooting of system issues, acting as the escalation point for complex system and data inquiries from end-users.

Data, Analytics & Reporting (Strong Focus Area)

• Advanced Data Analysis: Collect, clean, analyze, and interpret complex global HR data (headcount, attrition, engagement, compensation, benefits utilization) to identify trends, forecast future needs, and translate raw data into actionable business insights for P&C and executive leadership.
• Metric Development & Dashboards: Develop, maintain, and automate robust P&C dashboards and reports in Excel and HRIS (or other reporting tools) to track key operational metrics (KPIs) and measure the effectiveness of all P&C programs.
• Data Integrity & Governance: Own the quality, accuracy, and security of all P&C data across systems, conducting routine and ad-hoc audits to ensure absolute data reliability for decision-making.
• Data-Driven Recommendations: Provide quantitative, data-driven recommendations and scenario modeling to P&C leadership on strategic initiatives, process improvements, and resource allocation.

Education/Qualifications Qualifications

Required Skills & Experience (The Must-Haves)

• Minimum of 4+ years of progressive experience in HR/P&C Operations, Total Rewards, or HRIS Administration, ideally within a high-growth Technology or SaaS organization.
• Exceptional Data Proficiency: Expert-level capability in Google Sheets, (e.g., VLOOKUPs, Pivot Tables, logical functions, complex data manipulation, modeling, and charting) to analyze large datasets and create comprehensive reports.
• Strong Analytical Acumen: Proven ability to collect, synthesize, and interpret raw HR data into clear, concise, and actionable management reports and presentations.
• HRIS Expertise: Deep functional knowledge of a major HRIS platform (e.g., Workday, SuccessFactors, UKG, Rippling, BambooHR), including reporting, maintenance, configuration, and data integration.
• Operational Excellence: Demonstrated ability to manage complex, multi-faceted projects (e.g., annual enrollment, compensation cycles) with a strong focus on detail and deadlines.
• Regulatory Compliance: Solid understanding of core Canadian, US, and, preferably, international employment laws and compliance requirements related to compensation and benefits.

Working Conditions

Typical office environment with the ability to work remotely/hybrid as per company policy.

Ability to work across global time zones as needed for international P&C operations and vendors.

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