PEOPLE OPERATIONS MANAGER - COMPENSATION & HRIS

$95,000 - $100,000/Yr

Check It Out - New York, NY

Full-time - Mid Level

New York, NY

Apparel Manufacturing

About the position

The People Operations Manager - Compensation & HRIS at Nexxen plays a crucial role in ensuring that the organization's Human Resource Information System (HRIS) applications and modules are effectively managed to support various HR functions. This position is responsible for overseeing the compensation function, which includes planning, developing, and implementing global compensation programs, policies, and procedures that align with the company's goals and competitive practices. The role requires a thorough understanding of best practice business processes and workflows, ensuring that they are in place to support the administration of compensation programs, annual performance reviews, benefits administration, payroll, and reporting efforts. The position is based in New York and follows a hybrid work schedule, requiring in-office presence two days a week and remote work for the remainder. Daily responsibilities include maintaining the HRIS, ensuring compliance with internal policies and government regulations regarding compensation programs, and providing technical support to HR system users. The manager will collaborate with executive leadership and HR staff to identify system improvements and enhancements, manage permissions and access for HR systems users, and program custom functions and documentation. Additionally, the role involves overseeing salary surveys, monitoring compensation practices, and providing advice on pay decisions and job evaluations. The manager will also be responsible for auditing HRIS and other HR systems for data integrity and ensuring compliance with data security and privacy requirements. The People Operations Manager will train and oversee junior staff, manage their daily workflow, and provide constructive feedback for performance evaluations. This position requires a proactive approach to developing creative solutions for compensation-related programs and incentive plans, as well as maintaining knowledge of trends in HR system providers and technology. The role is integral to ensuring that the HRIS meets organizational needs and goals, and that compensation practices are cost-effective and aligned with corporate objectives.

Responsibilities

• Support and maintain the organization's Human Resource Information System (HRIS) applications and modules.
• Manage the compensation function for the organization, including planning, developing, and implementing global compensation programs, policies, and procedures.
• Ensure that company compensation programs are consistently administered in compliance with internal policies and government regulations.
• Partner with management to develop, implement, and administer compensation programs.
• Monitor the effectiveness of existing compensation practices and recommend changes that are cost-effective and consistent with compensation trends and corporate objectives.
• Provide advice to corporate staff on pay decisions, policy interpretations, and job evaluations.
• Oversee participation in salary surveys and monitor salary survey data to ensure corporate compensation objectives are achieved.
• Maintain the optimal function of the HRIS, including installation, customization, development, maintenance, and upgrades.
• Provide technical support, troubleshooting, and guidance to HR system users.
• Collaborate with executive leadership and HR staff to identify system improvements and enhancements; recommend and implement solutions.
• Manage permissions, access, personalization, and similar system operations and settings for HR systems users.
• Program custom functions and documentation such as automated queries, filters, macros, and reports.
• Compile or assist with the acquisition of complex data reports, summaries, and logs for senior executives and HR staff.
• Audit HRIS and other HR systems/software for data integrity, partnering with the HR team when needed.
• Serve as lead representative and liaison between HR, information services, external vendors, and other stakeholders for HR system design and implementation projects.
• Ensure system compliance with data security and privacy requirements.
• Create, document, and train standard operating procedures and best practices in Payroll, HR, Benefits, Time & Attendance, and other features included in client profiles.
• Responsible for end-of-year maintenance in HRIS including rollovers, calendars, placement management, and other utilities as needed.
• Develop, test, and implement new integrations, interfaces, and upgrades of HR systems in conjunction with vendors and internal partners such as Finance and IT teams.
• Define, evaluate, and configure HR systems/tools to ensure efficiency in HR processes and data integrity across all HR systems.
• Conduct ongoing scheduled activities of system and user audits and upgrades.
• Communicate with the HR team, Operations, Finance, and other departments to review cross-departmental impacts and reconcile data sharing.
• Understand and use qualitative/quantitative measurement and data collection design principles to present data.
• Ensure compliance with federal, state, and local compensation laws and regulations.

Requirements

• Bachelor's degree in Human Resources Management, Business Administration, or related field required.
• A minimum of five years of related experience is required, with some payroll experience preferred.
• Proficiency in Microsoft Excel and preferred experience with AON Radford and CompXL.
• Thorough understanding of all areas of information systems with a highly technical understanding of ADP Workforce Now.
• Strong verbal and written communication skills, including the ability to convey complex information clearly and understandably.
• Interpersonal and technical support skills.
• Prioritization, organizational skills, and attention to detail.
• Strong analytical and problem-solving skills and ability to interpret and communicate data.
• Familiarity with human resource policies and procedures to ensure the HRIS meets organizational needs and goals.
• Knowledge of state and federal laws, especially as they apply to base compensation and incentive compensation programs.

Nice-to-haves

• Experience with HRIS implementation and management.
• Knowledge of data security and privacy requirements in HR systems.
• Experience in training and developing junior staff.

Benefits

• Medical insurance
• Dental insurance
• Vision insurance
• Disability insurance
• 401(k) plan
• Employee Assistance Program (EAP)
• Parental leave
• Unlimited vacation
• Company-paid holidays