Own administrative and strategic aspects of the company’s benefits program, including health & welfare, 401(k), wellness initiatives, and leave policies, partnering closely with our HRIS + HR services provider.  Lead the annual benefits renewal and open enrollment process, from vendor partnership to employee communication and system configuration.  Serve as the escalation point for complex employee benefits inquiries. Evaluate offerings for competitiveness and cultural alignment. Partner with brokers and providers to optimize plans and resolve escalated issues.

Serve as the primary system administrator and subject matter expert for our HRIS  (Rippling), ensuring data accuracy, security, and building robust reporting and analytics capabilities. Lead the ongoing optimization of HR systems, including the integration of other modules such as performance management systems into Rippling. Drive process improvement initiatives across all People Operations functions, identifying opportunities to document, update, automate and enhance efficiency. Manage vendor relationships with our benefits brokers and HRIS provider.  Train managers and employees on effective system use. Partner with Finance and Payroll for accurate, seamless processing. Policy Creation & Compliance Develop, maintain, and help implement HR policies and procedures in partnership with Legal, ensuring they are clearly communicated and consistently applied. Serve as the HR partner to HRBPs & the Legal department on all compliance matters, proactively monitoring for changes in federal, state, and local employment laws and updating policies accordingly.  Manage compliance requirements for all employee types (full-time, part-time, contractors) and oversee processes for leave of absence and unemployment claims. Provide guidance to HRBPs, managers and employees on policy interpretation and application. Compensation Philosophy & Pay Bands Manage application, intake and maintenance of external compensation benchmarking to ensure competitive and equitable pay. Maintain and ensure application of the company’s compensation framework and pay bands, especially as it pertains to hiring, career advancements and ongoing communications. Partner with HRBPs and managers on defining process for maintaining + applying corporate + functional competencies across the organization Leadership, Development & Cross-Functional Partnership