Human Resources Manager (Start-Up) (100% on-site)

Phamily•New York, NY

3h•$120,000 - $150,000•Onsite

About The Position

The HR Operations Manager will own and scale the systems, processes, programs, and data infrastructure supporting the People function. This hands-on individual-contributor role partners with cross-functional stakeholders to develop, implement, and continuously improve operational processes and systems across the employee lifecycle, from recruiting through offboarding. The role builds the foundation of core HR functions, including compensation, benefits, HRIS, payroll, and compliance, while ensuring operations are compliant, secure, data-driven, scalable, and supportive of a seamless employee experience. The position is based five days per week in the Chelsea, New York office and reports to the Vice President, Talent Management. The role is responsible for complying with organizational security, privacy, and compliance policies, including separation-of-duties requirements, and protecting the confidentiality, integrity, and availability of information and systems accessed.

Requirements

5+ years of progressive HR management and leadership experience, with direct ownership and accountability for HR Operations, programs, systems, processes, and cross-functional initiatives.
Hands-on experience managing full-cycle payroll for salaried and hourly employees, including timecards, audits, reconciliations, deductions, and issue resolution.
Experience leading HRIS and/or payroll system implementations or migrations, including vendor selection, project management, configuration, data migration, testing, and launch.
Hands-on experience managing employee benefits, 401(k), equity, open enrollment, and total rewards programs.
Strong HR technology experience with platforms such as Justworks, Lattice, EasyLlama, Notion, or comparable HR systems.
Advanced Excel or Google Sheets and HR analytics skills, including pivot tables, complex formulas, data reconciliation, and analysis across multiple datasets.
Ability to build dashboards and workforce reporting, identify trends, and translate HR data into actionable business insights for leadership.
Strong knowledge of U.S. employment laws and HR compliance.
Strong project management, problem-solving, attention to detail, and stakeholder management skills.

Nice To Haves

Experience leading HR Operations within a high-growth startup environment.
Proven experience independently leading an end-to-end HRIS and/or payroll vendor selection and implementation.
Bachelor's degree in Human Resources, Business Administration, or a related field, and/or HR certification such as SHRM-CP/SCP or PHR/SPHR.
Builder mentality and ability to operate effectively in high-ambiguity environments where processes may not be fully developed.

Responsibilities

Own and execute end-to-end HR operations across the employee lifecycle, including onboarding, payroll, benefits, compensation, performance management, learning and development, and offboarding.
Manage full-cycle payroll for salaried and hourly employees, including timecards, payroll changes, deductions, audits, reconciliations, and issue resolution.
Administer and continuously improve employee benefits, 401(k), equity, lifestyle perks, and other total rewards programs.
Lead annual open enrollment and benefits initiatives, including vendor management, employee communications, system configuration, audits, and improvements to benefit offerings.
Lead selection and implementation of a new HRIS and payroll vendor, including requirements gathering, vendor selection, configuration, integrations, data migration, auditing, testing, launch, go-live, and optimization.
Own and optimize the People team's HR technology ecosystem, including HRIS/payroll, Lattice, EasyLlama, Notion, and other HR tools and systems.
Develop, streamline, and automate scalable HR processes, workflows, methodologies, templates, and toolkits to improve operational efficiency and the employee experience.
Build and maintain dashboards and reporting covering headcount, turnover, hiring, compensation, payroll, benefits, performance, compliance, and workforce planning; identify insights, risks, and opportunities and recommend actions to senior leadership.
Lead cross-functional HR projects from planning through execution, establishing milestones, ownership, timelines, documentation, and measurable outcomes.
Serve as a point of contact for employees and managers, providing HR support and policy and procedure guidance and resolving HR Operations issues.
Comply with applicable organizational security, privacy, and compliance policies, including separation-of-duties requirements, and protect the confidentiality, integrity, and availability of accessed information and systems.