HR Operations & Total Rewards Manager

Vericel Corporation•Burlington, MA

2d•$110,000 - $130,000•Hybrid

About The Position

Vericel Corporation is seeking a hands-on HR Operations & Total Rewards Manager to drive effective delivery and continued evolution of HR programs and processes. This is a manager-level individual contributor role with no direct reports, working as part of a collaborative HR team. The position owns key operational activities across the employee lifecycle, benefits, compensation, HR systems, and compliance, while providing timely support to employees and managers. The role combines day-to-day execution with process improvement, workforce data analysis, and thoughtful use of technology, including AI, to improve HR efficiency and service delivery. It is onsite Monday through Thursday at the Burlington, Massachusetts office, with the flexibility to work remotely on Fridays. The expected annual salary range is $110,000–$130,000. Actual compensation depends on qualifications, experience, and skills; bonus, incentive pay, equity, and benefits may also be provided.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent relevant experience.
Typically 7+ years of progressive HR experience, including independent ownership of HR Operations and/or Total Rewards programs.
Strong benefits administration experience, practical leave-program knowledge, and ability to manage vendors and complex employee questions.
Working knowledge of compensation analysis, market benchmarking, and recurring compensation processes.
Strong Microsoft Excel skills, including pivot tables, lookup functions such as XLOOKUP/VLOOKUP, and data reconciliation and analysis.
Experience with HRIS, data management, reporting, HR compliance, employee lifecycle processes, and cross-functional projects.
Excellent judgment, prioritization, follow-through, and communication; ability to work independently, influence partners, and provide thoughtful employee service.

Nice To Haves

Experience with ADP Workforce Now or comparable HCM systems and talent management platforms such as Lattice.
Experience with compensation survey tools such as Aon Radford and third-party benefits and leave administrators.
Experience with HR technology enhancements, process redesign, and responsible use of AI tools in HR workflows.
Experience in life sciences, biotechnology, medical device, manufacturing, or another regulated environment; relevant HR certification.

Responsibilities

Own and continuously improve employee lifecycle processes, including onboarding, employee transitions, and offboarding, ensuring efficient workflows, accurate execution, and a positive employee experience.
Manage HR systems and data integrity by reviewing information across platforms, resolving discrepancies, and using technology to strengthen processes, reporting, and operational efficiency.
Analyze workforce data and HR metrics to identify trends, anticipate needs, and present actionable insights and recommendations to HR leadership.
Manage recurring HR compliance obligations, including employment postings, ACA, VETS-4212 and EEO-1 reporting, recordkeeping, audits, and related deadlines.
Partner with Payroll to ensure employee changes and HR information are accurately documented, captured, and communicated for payroll processing.
Drive HR process improvements and operational projects; contribute to HRIS initiatives through requirements gathering, testing, coordination, and implementation follow-through; use technology and AI thoughtfully to improve efficiency and service delivery.
Serve as a responsive resource for employees and managers, and support HR colleagues on evolving priorities and projects.
Own day-to-day benefits administration and enhancements, including eligibility, enrollment, vendor coordination, employee support, and data reconciliation.
Partner with brokers, carriers, COBRA and leave administrators to monitor service delivery, resolve complex issues, and help employees navigate benefits, leave, and disability programs.
Coordinate and execute Open Enrollment activities with HR leadership, including communications, system readiness, employee education, and post-enrollment review; plan and deliver recurring wellness and benefits education events.
Conduct compensation analysis, including market pricing, job benchmarking, salary positioning, and internal equity reviews; support annual compensation planning and administration.
Compile, validate, and analyze data for compensation survey participation; partner with HR leadership on compensation recommendations, job architecture, career leveling, and program enhancements.