Senior Manager, HR Operations

Lotte Biologics Usa•Syracuse, NY

2d•$91,000 - $142,000•Onsite

About The Position

We are LOTTE BIOLOGICS ! Delivering Therapies That Enable a Healthier World . A new company, built on 80 years of tradition. We embody our core values of being Inspired by Science , Embracing Diversity , Fostering Talent , and Connecting Lives . Our mission is to be the most trusted partner in the industry, with high standards of quality and continuous innovation, to reliably deliver benefits for patients worldwide. Position Summary The Senior Manager, HR Operations leads daily HR operations with end-to-end ownership of payroll, benefits, compensation administration, and the HRIS. This role leads a team across payroll, benefits, and HRIS, drives reliable service delivery and strong internal controls, and serves as the primary HRIS owner.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field (or equivalent experience).
7+ years of progressive HR operations experience with deep ownership in payroll, benefits administration, and HRIS; including 3+ years of people leadership.
Hands-on experience owning HR systems (HRIS/payroll/time/benefits), including configuration, reporting, security roles, and end-user support.
Proven ability to lead process improvement and strengthen controls in a high-accuracy environment (payroll/benefits), including support for audits, reconciliations, and system implementations or major upgrades.
Strong people leadership and manager capability, including setting expectations, coaching performance, driving accountability, and leading a distributed team through change.
Operational and analytical mindset with strong attention to detail, sound judgment, and a control-oriented approach.
Clear, practical communication skills with the ability to translate policies and system processes for employees and managers.
Strong HRIS aptitude and comfort working hands-on in systems (configuration, reporting, troubleshooting) and partnering with vendors.
Customer service orientation with strong prioritization skills, follow-through, and ability to manage competing deadlines.

Nice To Haves

Certified Payroll Professional (CPP) and/or PHR/SPHR (or demonstrated equivalent expertise).
Experience supporting HRIS platforms (particularly UKG, Paylocity or similar systems) is strongly preferred, including system optimization, user adoption, and ongoing enhancements.

Responsibilities

Lead HR Operations service delivery for payroll, benefits, compensation administration, and HRIS, ensuring timely, accurate, compliant execution.
Maintain SOPs, controls, and a continuous improvement cadence; partner with HR leadership and Finance on escalations, operational decisions, and risk mitigation.
Coach performance, build technical capability, and establish operating routines to ensure consistent, audit-ready execution and strong customer service.
Maintain a control-oriented environment (approvals, segregation of duties as feasible, documentation) and ensure compliance with applicable requirements.
Provide operational reporting and KPIs to support decisions and track effectiveness of HR operations.
Own end-to-end payroll processing, audits, reconciliations, and timely, accurate pay in compliance with federal, state, and local requirements.
Manage payroll calendars and employee communications; ensure taxation/filings, year-end (W-2), and administration of garnishments and leave pay rules.
Optimize payroll and timekeeping workflows in the HRIS, including configuration governance, testing, and change control.
Partner with Finance on payroll-to-GL reconciliation, accruals, interfaces, and audit support; deliver routine and ad hoc payroll reporting.
Administer compensation processes and tools, including job/position data, pay changes, allowances, and HRIS workflows, ensuring documentation, approvals, and audit readiness.
Support annual compensation cycles (e.g., merit/bonus planning) through system configuration support, data validation, and coordination of approvals and downstream payroll processing.
Provide compensation reporting and basic market/pricing support as needed (in partnership with HR leadership or external resources), ensuring consistent application of pay practices.
Own end-to-end benefits administration, including eligibility, enrollments/changes, vendor file management, billing reconciliation, and issue resolution.
Manage benefits vendors and broker/consultant partnerships; support renewals, plan changes, and cost tracking in alignment with established direction from HR leadership.
Lead open enrollment execution and employee communications (materials, webinars, office hours), ensuring timely decisions and accurate downstream payroll deductions.
Maintain benefits SOPs, controls, and compliance (e.g., ACA, HIPAA, COBRA, ERISA), ensuring accurate records and audit readiness.
Own leave management and workplace accommodations programs end to end, setting standards for compliant administration; overseeing system workflows and vendor performance; resolving complex or sensitive cases and escalations; and ensuring consistent policy application, regulatory compliance, and audit ready documentation across federal, state, and local requirements.
Own HRIS operations across core modules (Payroll, Time & Labor, Benefits, HR, Onboarding), including post-go-live stabilization, vendor escalation, and change management.
Manage interfaces and downstream files (e.g., benefits carriers, payroll exports, finance/GL as applicable) and maintain data governance standards for employee and job data.
Deliver standard reporting and analytics (e.g., headcount, turnover, payroll/benefits metrics, operational SLAs) and enable appropriate self-service reporting.
Set service standards and response expectations; coach the team to deliver accurate, timely, and respectful support to employees and managers.
Own the operational HRIS workflows and handoffs that support onboarding and offboarding (in partnership with Talent/HRBPs), ensuring data, access, pay, and benefits steps are completed accurately and on time.
Strengthen connection with the workforce through proactive, timely communications and onsite engagement touchpoints such as benefits fairs, enrollment support, and key HR operations updates.
Support site community and belonging by partnering on employee events and onsite moments that bring people together (e.g., site celebrations, summer food trucks), including planning support, communications, and operational coordination.