Job Description:

The Manager, Payroll & Benefits is a highly visible and critical role, responsible for the operational oversight of the company's payroll and employee benefits programs. This role ensures employees are paid accurately and timely, benefit programs are administered effectively, and all payroll and benefits processes comply with applicable federal, state, and local regulations.

The Manager will serve as a key partner to Human Resources, Finance, employees, and external vendors, driving operational excellence, process improvements, and a positive employee experience. This role will also leverage HR technology and data to improve efficiency, reporting, compliance, and decision-making across payroll and benefits.

Payroll Management

• Oversee the end-to-end payroll process, ensuring accurate and timely processing for all employees.
• Partner closely with Finance and Accounting on payroll funding, reconciliations, reporting, and accounting requirements.
• Ensure payroll practices comply with federal, state, and local wage and tax regulations.
• Manage payroll tax filings, year-end processes, W-2s, and other required payroll reporting.
• Review payroll results and reports to identify discrepancies and ensure data accuracy.
• Manage payroll-related audits and respond to internal and external inquiries.
• Partner with HR and Finance on compensation changes, bonuses, commissions, equity-related payroll activity, and other special payroll requirements.
• Maintain payroll procedures and controls to ensure consistency, accuracy, and compliance.
• Identify opportunities to automate and streamline payroll processes.

Benefits Management

• Manage the day-to-day administration of the company's health and welfare benefit programs, including medical, dental, vision, life, disability, FSA, HSA, 401k and other programs.
• Administer leave of absences including but not limited to medical, personal, military, maternity, paternity and personal leaves.
• Lead annual benefits renewal and open enrollment activities in partnership with brokers, carriers, and internal stakeholders.
• Evaluate benefit programs and make recommendations that balance employee needs, cost, competitiveness, and business objectives.
• Manage benefit vendors and serve as the primary point of contact for issue resolution and ongoing relationship management.
• Ensure accurate benefits eligibility, enrollment, deductions, and employee changes.
• Oversee compliance requirements, including ERISA, COBRA, HIPAA, ACA, Section 125, and other applicable regulations.
• Coordinate required benefit filings, audits, notices, and reporting.
• Monitor utilization, costs, and trends to identify opportunities for plan and process improvements.
• Develop employee communications and educational materials to help employees understand and effectively utilize their benefits.

Compliance, Risk and Data Management

• Stay current on federal, state, and local payroll and benefits legislation and ensure programs and processes remain compliant.
• Maintain appropriate documentation, controls, and procedures for payroll and benefits administration.
• Partner with legal counsel, brokers, auditors, and vendors as needed on compliance matters.
• Lead or support internal and external audits related to payroll and benefits.
• Partner with HRIS and HR teams to ensure payroll and benefits data is accurate and properly maintained within the HR system.
• Support system configuration, testing, integrations, and enhancements related to payroll and benefits.
• Develop and maintain reporting and analytics to support payroll, benefits, compliance, and workforce decisions.
• Establish strong data controls and reconciliation processes across HR, payroll, benefits, and finance systems.

Team & Vendor Leadership

• Lead, develop, and support payroll and benefits team members, fostering accountability, collaboration, and continuous improvement.
• Establish clear processes, service expectations, and performance standards for the function.
• Manage relationships with payroll providers, benefits brokers, carriers, third-party administrators, and other vendors.
• Negotiate vendor services and contracts as appropriate.
• Serve as a subject matter expert and escalation point for complex employee payroll and benefits questions.

Skills and Qualifications

• Bachelor's degree in Human Resources, Business, Finance, Accounting, or a related field preferred.
• Certified Payroll Professional (CPP), Fundamental Payroll Certification (FPC), Certified Employee Benefits Specialist (CEBS) or similar benefits and payroll certification desired.
• 6+ years of progressive experience in payroll, benefits, or related HR operations.
• Prior experience managing multi-state payroll and employee benefits programs required.
• Strong experience with Workday is required.
• Strong knowledge of payroll and payroll tax regulations, including equity, commissions, bonuses, garnishments, relocation, housing allowance, etc.
• Experience managing fully insured and self-insured benefits plans, and deep understanding of benefits compliance requirements.
• Experience directly supervising a team. Successful experience scaling a team in a high-growth environment a plus.
• Proven success scaling payroll and benefits programs preferred.
• Ex-US payroll and benefits experience preferred.
• Experience managing external vendors and broker relationships.
• Demonstrated ability to identify process improvements and implement scalable solutions.
• Ability to manage multiple priorities and deadlines in a fast-paced environment.
• Competencies: Professional Integrity, Discretion, Positive Attitude, Innovative, Independent Judgement, Teamwork/Collaboration, Verbal & Written Communication, Project Management, Attention to Detail, Analytical & Problem-Solving Skills, Data Interpretation, Adaptability

The anticipated hourly wage for this position is $103,500-$165,600

#LI-Hybrid

NOTE: This job description is not intended to be all-inclusive. Employee may perform other related duties as negotiated to meet the ongoing needs of the organization.

We are committed to offering competitive compensation. Starting pay is determined based on a variety of factors, including the role, job-related knowledge, skills, experience, education, internal equity, market data, and the location of the role, where applicable.

The level of the position will be determined based on the selected candidate's qualifications and experience. Final determination of the actual base salary offered depends on several factors, including but not limited to the candidate's skills, experience, education, location, and business needs. Employees are eligible for equity or long-term incentive awards, where applicable. Field Sales role employees are eligible for a quarterly commission structure. Non-Sales role employees are eligible for an annual bonus. The Company also offers a comprehensive benefits package that includes additional elements such as paid time off benefits, various health, vision, and dental insurance options, 401(k) retirement benefits and more for eligible employees. Details about these and other offerings will be provided at the time a conditional offer of employment is made. Candidates are always welcome to inquire about our compensation and benefits package during the interview process. Individuals hired as temporary employees, interns, and preceptors are not eligible for commissions, bonuses, and/or long-term incentive or equity awards. Eligibility for other benefits will be based on plan documents.