Manager, HR Operations

Amylyx Pharmaceuticals•Cambridge, MA

2d•$129,000 - $145,000•Hybrid

About The Position

The Manager, HR Operations supports the day-to-day operational activities that enable an effective and efficient employee experience across the organization. The role serves as a key point of contact for employees and HR colleagues across HR systems and data administration, employee documentation, benefits, payroll coordination, unemployment administration, employee lifecycle transactions, compliance activities, and HR reporting. The position also supports Amylyx’s migration to and implementation of Workday, including data validation, process design, testing, documentation, implementation activities, and ongoing system optimization. The ideal candidate is highly organized and service-oriented, comfortable working with HR technology and data, and able to work effectively in a fast-paced, evolving environment. Amylyx supports remote work within the United States, subject to state eligibility restrictions; applicants residing and/or working in Alaska, Arizona, Hawaii, Michigan, or Tennessee are not currently being considered. The role requires presence at the Cambridge, Massachusetts office at least once weekly. The remote work setting must support privacy, reliable internet, phone access, and video conferencing. The estimated pay range is $129,000–$145,000 USD.

Requirements

At least 5 years of progressive experience in HR operations, HR administration, HRIS, employee services, benefits, payroll support, or a related HR function.
At least 2 years of Workday experience.
Strong technical aptitude and comfort working with systems, data, reporting, spreadsheets, and technology-enabled HR processes.
Knowledge of employee lifecycle administration, general HR practices, and compliance requirements.
Strong attention to detail and demonstrated commitment to data accuracy and quality.
Excellent organizational and project-management skills, with the ability to manage multiple priorities and deadlines.
Strong written and verbal communication skills and a customer-service-oriented approach to employee support.
Ability to identify process gaps, troubleshoot issues, and recommend practical solutions.
Ability to work independently and collaborate effectively across HR, Payroll, Finance, IT, Legal, and external vendors.
Demonstrated ability to handle confidential and sensitive information appropriately.
Comfort working in a fast-paced, evolving environment and adapting as organizational needs and priorities change.
Ability to work from a remote location with privacy, reliable internet access, phone access, and video-conferencing capability.
Ability to be present at the Cambridge, Massachusetts office at least once weekly.

Nice To Haves

Experience participating in an HRIS implementation, migration, testing, or optimization initiative.
Bachelor’s degree in Human Resources, Business Administration, or a related field; equivalent relevant professional experience will also be considered.
Experience supporting a multi-state workforce.

Responsibilities

Manage HRIS and employee data administration, including employee data changes, reporting relationships, titles, compensation changes, promotions, transfers, terminations, organizational changes, data audits, and data integrity.
Respond to employee questions about HRIS, performance management systems, employee data, system access, and related HR technology.
Support the Workday migration and implementation, including data preparation and validation, testing, process mapping, documentation, user acceptance testing, issue identification, and implementation activities.
Partner with the Senior Director, HRIS, and other HR colleagues to improve HR processes, workflows, automation, reporting, and the employee experience through technology.
Prepare and manage employment-related documents, including employment verifications, employment letters, mortgage and visa letters, benefit coverage letters, and other requested documentation.
Coordinate unemployment administration, including state-specific notices and documentation, claims responses, coordination with state agencies and vendors, hearing preparation, and collection of termination-related information.
Provide backup benefits administration support, including employee questions, eligibility and enrollment issues, qualifying life events, coverage confirmations, vendor and carrier escalations, open enrollment, COBRA coordination, and invoice and reconciliation support.
Provide backup onboarding support, including new-hire documentation, I-9/E-Verify, background checks, employment eligibility, employee record creation, orientation logistics, and coordination with Payroll and IT.
Manage HR operational aspects of offboarding, including termination documentation, final-pay coordination, benefits termination and COBRA, unemployment notices, equipment and process checklists, HRIS termination, and personnel-file documentation.
Support payroll by coordinating employee changes affecting payroll, new hires and terminations, deductions, taxable benefits, and resolution of employee payroll discrepancies.
Maintain accurate and complete electronic personnel records, required notices and acknowledgements, and document-retention practices.
Support HR compliance activities, including state-specific onboarding and offboarding requirements, required postings and notices, annual compliance activities, EEO-1 and VETS-4212 reporting, I-9 audits, and tracking regulatory changes affecting HR administration.
Prepare and maintain recurring HR reporting, including headcount, turnover, employee census reporting, benefits audits, HRIS audits, and other HR metrics.
Process and coordinate employee lifecycle transactions, including promotions, transfers, manager changes, compensation changes, location changes, status changes, and other employee actions.
Own and triage the HR inbox/service center, ensuring employee questions and requests are handled accurately, professionally, and promptly.
Coordinate incoming HR mail and correspondence, triaging materials and routing them to the appropriate teams for action and follow-up.
Develop and maintain HR operations procedures, process documentation, checklists, templates, and employee self-service resources.
Handle sensitive employee and Company information with discretion and confidentiality.
Perform other duties and responsibilities as assigned.