People Operations Lead

Osmo•Elizabeth, NJ

6d•$140,000 - $160,000•Onsite

About The Position

Osmo is a digital olfaction company focused on improving human health and wellbeing by giving computers a sense of smell. With applications across various industries, Osmo leverages automation and AI/ML to solve complex problems. The company is seeking a People Operations Lead to transition the People function from reactive support to proactive, data-informed partnership. This individual will work closely with the Chief People Officer to manage the operational infrastructure of the People function, ensuring it can scale effectively. This is a hands-on role responsible for payroll, benefits, compensation cycles, HRIS management, and generating essential people analytics for executive leadership and the board. The role reports to the Chief People Officer and collaborates with the Finance department.

Requirements

6+ years in people operations, HR operations, or total rewards.
End-to-end payroll ownership experience.
Hands-on multi-state payroll experience for exempt and non-exempt populations.
Familiarity with hourly pay, overtime, and timekeeping.
Benefits ownership experience through renewal, open enrollment, and daily administration.
Compensation operations experience, including benchmarking, band construction, merit cycle execution, and equity administration.
Data-driven mindset with strong analytical capabilities, including advanced spreadsheet skills.
Comfortable operating with general guidance in a fast-paced environment.
Ability to bring structure to ambiguous problems within existing frameworks.

Nice To Haves

Experience supporting both exempt and non-exempt populations.
Experience on a lean People Operations team.
Experience supporting a manufacturing, lab, or warehouse workforce through a ramp.
HRIS implementation or migration experience.
Prior partnership with Finance on payroll reconciliation, headcount modeling, or equity administration.
Multi-state employee relations and compliance exposure.
SQL or BI tooling proficiency.

Responsibilities

Manage the HRIS and ATS as systems of record, including configuration, integrations, permissions, and data flow.
Build and maintain core HR reporting, including headcount, attrition, tenure, span of control, cost per head, time to fill, and function-level metrics.
Manage monthly and quarterly reporting for the executive team.
Manage vendor relationships and ensure adherence to service level agreements.
Administer the immigration visa process for employees and potential hires.
Manage all aspects of employee leave, including FMLA, state-specific programs, disability, parental leave, workers' compensation, and ADA accommodations.
Manage ACA reporting, Form 5500, non-discrimination testing, and COBRA.
Oversee I-9s, employment verifications, personnel files, and records retention.
Maintain the employee handbook, state-specific addenda, required notices, and the annual compliance calendar.
Ensure multi-state registrations are current as the company hires into new states.
Handle EEO-1, OSHA 300 logs, and respond to audits.
Address employee inquiries regarding pay, benefits, leave, and policy, escalating sensitive issues to the CPO.
Manage annual benefits renewal and open enrollment, including broker management, plan design, cost modeling, employee communications, and enrollment execution.
Administer medical, dental, vision, 401(k), and ancillary plans, handling eligibility, carrier feeds, invoicing, and discrepancy resolution.
Maintain job architecture, including job codes, families, levels, and FLSA classifications.
Manage the annual compensation cycle, including benchmarking, budget modeling, manager tooling, calibration, and system entry.
Price roles against survey data and provide offer recommendations to hiring managers.
Run multi-state payroll for exempt and non-exempt employees in partnership with Finance, ensuring accuracy, timeliness, and audit trails.
Build and administer timekeeping, scheduling, and attendance systems in preparation for manufacturing ramp-up, covering overtime, shift differentials, meal and rest periods, retro pay, and wage-and-hour compliance.