Payroll and Benefits Manager

Radiance Holdings•Lakewood, CO

16h•$85,000 - $100,000•Hybrid

About The Position

Radiance Holdings is a platform company that acquires, builds, and manages franchise and related companies in the beauty and self-care sector. Our mission is to nurture and empower our companies and teams to cultivate and realize the boundless joy and opportunity of beauty and wellness as a business. We spread joy by growing joyful brands. We currently own two premier Franchise Brands, Sola Salon Studios and the Woodhouse Day Spas. We are actively pursuing additional brands in our sector. The Payroll and Benefits Manager is responsible for owning and evolving the systems, programs, and infrastructure that power the employee experience across Radiance Holdings. This role will initially serve as the hands-on owner of payroll, benefits, and compensation administration, ensuring accuracy, compliance, and a high-quality employee experience. Over time, this role will evolve into a strategic builder responsible for designing scalable HR Operations systems and programs to support a growing multi-brand platform. This is a “player-coach” role for someone who thrives in both execution and design, building the future while running today’s operations.

Requirements

6–10+ years in payroll, benefits, compensation, or People Operations
Strong experience with multi-state payroll and benefits compliance
Demonstrated exposure to compensation programs or pay cycle management
Experience with HRIS systems (ADP WFN strongly preferred)
Proven track record of improving systems or scaling HR operations
Advanced knowledge of multi-state payroll processing, payroll tax requirements, wage and hour rules, and year-end payroll reporting.
Strong technical understanding of benefits administration and compliance requirements, including ACA, COBRA, ERISA, FMLA, HIPAA, and related reporting obligations.
Experience administering compensation programs, including salary changes, bonus administration, variable pay, market benchmarking, and pay cycle support.
Proficiency with HRIS, payroll, and benefits platforms, with ADP WFN experience strongly preferred.
Ability to audit payroll, benefits, compensation, and HRIS data for accuracy, compliance, and process improvement opportunities.

Responsibilities

Own end-to-end payroll processing, ensuring accurate and timely execution
Oversee payroll tax filings and reporting (W-2, 941, etc.)
Administer employee benefits programs including health, dental, vision, retirement (401k), leave and wellness offerings
Serve as primary point of contact for employee payroll and benefits inquiries
Ensure compliance across federal, state, and local regulations (FLSA, ACA, ERISA, COBRA, FMLA, HIPAA)
Own compensation operations, including salary changes, bonus administration, and commission/variable pay support
Partner with VP of People Ops and leadership to design and evolve compensation philosophy and structure
Conduct market benchmarking and analysis to ensure competitive and equitable pay practices
Support annual compensation cycles (merit reviews, promotions, adjustments)
Ensure pay practices align with internal equity, budget constraints, and business growth
Build and maintain compensation frameworks that can scale across multiple brands and entities
Own HRIS and payroll systems (ADP WFN), ensuring accuracy, scalability, and integration
Design & manage workflows across the employee lifecycle (onboarding, comp changes, leaves, offboarding)
Identify and eliminate manual processes through automation and system optimization
Develop reporting and dashboards for payroll, compensation, and benefits insights
Lead annual benefits renewal process and vendor negotiations
Evaluate and evolve benefits offerings for competitiveness and cost-effectiveness
Partner with brokers and vendors to optimize plans and employee experience
Improve employee communication and understanding of total rewards
Establish and maintain a proactive compliance framework across payroll, benefits, and compensation
Conduct audits and ensure adherence to all regulatory requirements
Monitor regulatory changes and implement updates to policies and programs
Partner cross-functionally with Legal and Finance on risk mitigation
Assess current-state People Ops and identify opportunities to scale
Design a multi-brand People Operations model (systems, workflows, governance)
Build SOPs, documentation, and playbooks
Develop roadmap for future People Ops team structure (including potential specialist role)