HR Operations Manager

Daloopa•New York, NY

6d•Hybrid

About The Position

We are growing FAST and need an HR Operations Manager who’s fully invested in helping us build the next chapter of our team and scale the operational foundation of our People function. This role is responsible for and owns payroll, HR systems, benefits administration, compliance, and employee lifecycle processes operate with precision and reliability. We need someone who owns HR operations end to end. That means payroll runs on time and without errors, Rippling is clean and audit-ready, onboarding and offboarding are smooth and compliant, and compliance risks get caught before they become problems. This is not a coordination role. You build, improve, and run the systems yourself, and you are the first person managers and employees turn to when they have an HR question. That means having answers, not routing tickets. This role directly supports company growth and requires strong operational ownership, attention to detail, and the ability to continuously improve processes in a fast-moving environment.

Requirements

3–5 years of HR experience with strong operational ownership.
Direct experience running payroll and administering an HRIS, preferably Rippling.
Multi-state benefits and payroll experience.
Working knowledge of employment law, with NY experience preferred.
You should be able to point to specific improvements you made: errors you eliminated, processes you automated, compliance gaps you closed.

Nice To Haves

Background in a startup, high-growth SaaS, fintech, or AI company is a strong plus.

Responsibilities

Own, build, improve, and run the HR systems yourself. When something breaks, you fix it. When something is inefficient, you improve it.
Run payroll end to end and validate every cycle for accuracy and compliance.
Own HRIS administration in Rippling including employee records, permissions, reporting, and workflows.
Partner with Finance on payroll reconciliation and workforce reporting so leadership always has a clean, accurate picture of headcount and costs.
Administer benefits programs and manage broker and provider relationships.
Keep the company compliant with federal, state, and local employment law including wage and hour requirements, leave administration, and required notices.
Identify compliance risks before they surface as problems.
Own the full employee lifecycle operationally. That means new hires are onboarded fast with all documentation, system access, and compliance requirements completed on day one.
Track leave accurately.
Ensure offboarding is clean, compliant, and professional every time.
Build and maintain HR SOPs that give the company a reliable operational foundation.
Continuously identify inefficiencies and eliminate them.
Create workflows that scale with the business rather than create bottlenecks as headcount grows.
Be the first person managers and employees turn to on HR processes, policies, and operational questions. Give them clear answers and fast resolution so they can stay focused on their work.