Olly Olly

People Operations

• Own HR operations end to end, including payroll, benefits, employment tax, compliance, employee relations and HRIS
• Run multi-state payroll, audits, reconciliations and issue resolution
• Manage benefits administration, renewals, open enrollment and broker relationships
• Maintain employment tax filings and registrations, including Q4 filings and W-2s
• Manage compliance for the global contractor population
• Lead the BambooHR migration through data cleanup, testing, parallel payroll runs, cutover and adoption
• Own PeopleOps systems, vendors and budget
• Handle investigations, corrective action, performance issues, accommodations and terminations
• Coach managers through sensitive situations and engage outside counsel when needed
• Own the handbook, policies and compliance calendar
• Own onboarding through offboarding and document repeatable lifecycle processes
• Partner with leaders on performance management, role clarity and organizational design
• Lead and develop two PeopleOps Generalists
• Collaborate with IT Support, Facilities and Recruiting on onboarding, offboarding, access and hiring
• Act as HR Business Partner to department leaders, especially Sales and Customer Success
• Partner with the CEO and leadership team using data, risks and recommendations

Explore Senior Manager, People Operations at Olly Olly. Review requirements and application details.

Senior Manager, People Operations

• Own HR operations end to end, including payroll, benefits, employment tax, compliance, employee relations and HRIS
• Run multi-state payroll, audits, reconciliations and issue resolution
• Own benefits administration, annual renewal, open enrollment and broker relationships
• Maintain accurate employment tax filings and registrations, including Q4 filings and W-2s
• Manage compliance for the global contractor population
• Lead the migration to BambooHR, including data cleanup, testing, parallel payroll runs, cutover and adoption
• Own PeopleOps systems, vendors and budget
• Handle HR investigations, corrective action, performance issues, accommodations and terminations
• Coach managers through sensitive situations and engage outside counsel when needed
• Own the handbook, policies and compliance calendar
• Own onboarding through offboarding, including new-hire orientation
• Convert manual, inconsistent processes into documented, repeatable processes
• Partner with leaders on performance management, role clarity and organizational design
• Lead and develop two PeopleOps Generalists
• Collaborate with IT Support, Facilities and Recruiting on onboarding, offboarding, access and hiring
• Act as HR Business Partner to department leaders, especially Sales and Customer Success
• Partner with the CEO and leadership team, providing data, risks and recommendations