Senior Manager, People Operations

The Paper Store•Acton, MA

2d•Hybrid

About The Position

The Senior Manager, People Operations is the operational engine behind our HR function. This person makes sure payroll runs clean, benefits work, compliance is airtight, and the team executing all of it is supported and growing. We will consider Director-level candidates whose experience and scope of leadership align with where we are heading. This is a builder and operator role. You will directly lead a team of three HR professionals covering payroll operations, HRIS administration, benefits administration, and leave management, while also owning the strategic gaps we are actively working to close: compensation structure, compliance reporting, vendor management, and more. Reporting directly to the CPO, you will translate high-level people strategy into day-to-day operations that actually work at scale. This role is not right for someone who wants to set strategy and hand it off. You will be close to the work. You will know the details. And you will be expected to make things better, not just maintain them.

Requirements

7-10 years of progressive HR experience, with at least 3 years in a people manager role overseeing HR operations functions.
Demonstrated hands-on experience with payroll processing, HRIS administration, and benefits administration. You have done this work, not just supervised it.
Working knowledge of employment law and HR compliance requirements, including leave administration, ERISA, ACA, EEO-1, and state-specific labor regulations.
Proven ability to lead and develop a team, set priorities, and build accountability without micromanagement.
Strong analytical skills with the ability to use data to identify problems and recommend solutions.
Progressive experience using artificial intelligence as a business driver.
Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience.

Nice To Haves

Experience with Paycom as an HRIS platform, including familiarity with its configuration, workflows, and reporting capabilities.
Background in multi-location retail or distribution environments with a large hourly workforce.
Experience managing a self-insured benefits model, 401(k) administration, or a benefits broker relationship.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience leading a payroll outsource partner selection and transition.

Responsibilities

Lead and develop a team of HR professionals responsible for payroll operations, HRIS administration, benefits administration, and leave management by setting clear expectations, coaching their performance, and building the team's overall capability.
Own end-to-end payroll operations, including processing accuracy, employee changes, terminations, timecard support, state tax setup, and labor reporting across all applicable jurisdictions.
Oversee Paycom as our HRIS platform, including all system configurations, access controls, workflow setups, personnel action form administration, employee data integrity, and issue resolution.
Manage benefits administration, including Paycom cleanup and maintenance, EDI file setup and weekly error reporting, invoice and billing reconciliation, broker and vendor relationships, leave administration, and workers' compensation reporting.
Drive compliance across HR operations, including ADA process management, ERISA and plan document compliance, required reporting such as 5500, EEO-1, and ACA, and timely filing of all necessary documentation.
Build and maintain SOPs, user guides, and process documentation that enable the team to operate consistently and scale effectively as the organization grows.
Lead compensation strategy, structure, and benchmarking efforts, including total rewards statement development.
Manage external vendor relationships, including benefits brokers, payroll providers, and other HR service partners, with responsibility for contract negotiations and ongoing performance management.
Partner with the CPO and Finance on the HR operating budget, supporting resource planning and broader strategic initiatives.
Identify and close operational gaps, including part-time benefits processes in Paycom, 401(k) planning, wellness and engagement programming, and policy development.
Analyze HR metrics and reporting data to identify trends and support informed decision-making across staffing, compliance, and total rewards.
Support cross-functional HR projects from scoping through execution, including system implementations, process improvement efforts, and organizational change initiatives.
Perform all other duties as assigned.