Reporting Relationship

The Senior Manager, People Operations, Systems and Compliance is on the People & Culture team (P&C) and will report to the Chief People & Culture Officer (CPCO).

Position Overview

The Senior Manager, People Operations, Systems & Compliance is a skilled practitioner and operational leader responsible for Robin Hood's P&C systems, data integrity, talent management processes, and compliance portfolio. This role is the team's operational infrastructure owner ensuring the platforms, processes, and data that underpin the P&C function are sound, accurate, and built to scale.

Working in close partnership with the CPCO, Director, People & Culture, and Finance, the Senior Manager co-develops operational strategy and is accountable for executing with consistency, rigor, and clear documentation. This role operates at the intersection of systems and people managing the HRIS transition from ADP to a unified platform while ensuring the resulting infrastructure works equally well for Finance and P&C; owning compliance, audits, and policy administration while supporting the talent management processes that shape the employee experience. This is a high-impact, detail-oriented role that requires both technical fluency and the organizational discipline that complex, interconnected systems demand.

Responsibilities

Key responsibilities include, but are not limited to:

HRIS & Platform Transition

• Lead the full RFP and vendor selection process for Robin Hood's HRIS/HCM platform transition includes gathering requirements from P&C, Finance, and IT, evaluating vendors, and driving the selection in partnership with the CPCO and Finance, with careful attention to integration requirements across existing systems.
• Project-manage the end-to-end implementation of the new platform, serving as the primary P&C lead in a cross-functional effort with Finance to ensure the system works effectively for both departments and integrates seamlessly with Robin Hood's existing technology infrastructure.
• Maintain and optimize the current HRIS/HCM environment during the transition, ensuring data integrity, accurate recordkeeping, and minimal disruption to day-to-day operations.
• Own the ATS platform/module in partnership with the Senior Manager, People & Culture providing technical configuration, data integrity oversight, and systems support while the Senior Manager, People & Culture owns the recruiting workflow, reporting, and vendor relationship.
• Negotiate and manage vendor contracts for all P&C systems and platforms including the HRIS/HCM, ATS, and talent management tools overseeing renewals, SLA performance, and integration requirements; engage the CPCO for guidance on complex or high-stakes negotiations.

Talent Management Process

• Own the infrastructure and administration of Robin Hood's talent management processes including Culture Amp configuration, competency tracking, performance review cycles, and goal-setting workflows to ensure each cycle runs on time, consistently, and in alignment with the strategy set by the CPCO.
• Build and run the analytics behind onboarding and offboarding include tracking patterns, identifying where processes are working and where they need improvement, and partnering closely with the P&C team to implement enhancements that strengthen the employee experience.

Compliance, Policy & Workplace Safety

• Serve as primary compliance tracker for the team, monitoring changes in federal, state, and local employment law and ensuring HC policies, practices, and systems reflect current requirements on a timely basis.
• Manage time and attendance and time-off systems, ensuring accurate recordkeeping, policy compliance, and clean handoffs to Finance for payroll processing.
• Support the CPCO in maintaining and updating Robin Hood's employee handbook and HR policies; draft policy updates and communicate changes to staff clearly and on time.
• Own Robin Hood's background check program managing the vendor relationship, ensuring FCRA compliance and adherence to federal, state and local guidelines, and maintaining a consistent, legally sound process for all new hires and applicable existing staff.
• Lead EEO-1 reporting annually including collecting, validating, and submitting workforce data accurately and on time; partner with the Associate Manager on data collection and with the CPCO on any findings that require follow-up.
• Coordinate workplace safety compliance at 841 Broadway in partnership with the CPCO and Facilities team, ensuring all required protocols, postings, and reporting obligations are met.

People & Culture Hub

• Maintain the People & Culture Hub (Robin Hood's staff-facing intranet for all things P&C) serving as the central, accessible home for all outward-facing P&C documents, forms, processes, policies, and program information.
• Ensure the Hub is intuitive, current, and reflective of the full range of P&C offerings from benefits and leave resources to performance management tools and engagement programs so that staff can find what they need independently and with confidence.
• Establish a regular feedback loop with staff to assess the Hub's usability, relevance, and completeness; incorporate feedback into ongoing updates and improvements.
• Partner with the CPCO and P&C team members to ensure all content is accurate, consistently formatted, and aligned with current policy and practice; own the content calendar and update cadence.
• Develop and execute a communication strategy to drive staff awareness and adoption of the Hub, ensuring staff across all levels and departments know what is available and how to use it.

Immigration

• Serve as the primary owner of Robin Hood's immigration compliance function, managing the relationship with outside immigration counsel, maintaining oversight of all active visa cases, and ensuring adherence to applicable federal, state, and local immigration laws and deadlines.
• Direct and oversee the Associate Manager, Operational Efficiency on the day-to-day administration of immigration cases, including tracking visa statuses and renewal deadlines, collecting and organizing required documentation, and serving as the internal point of contact.

Qualifications

• 7+ years of progressive HR or people operations experience, with demonstrated depth in HRIS administration, data & analytics, compliance, and talent management process ownership.
• Experience leading or significantly contributing to an HRIS/HCM implementation or platform transition, including vendor evaluation, requirements gathering, and cross-functional project management; familiarity with ADP and comparable platforms required.
• Experience building and managing staff-facing resources in Notion or a comparable platform, including content architecture, ongoing maintenance, and driving staff awareness and adoption.
• Strong analytical skills; demonstrated ability to build, maintain, and improve workforce dashboards and reports that translate data into clear, actionable insights for leadership.
• Solid knowledge of federal, state, and local employment law including FMLA, NYS PFL, ADA, FLSA, and applicable NYC regulations with experience tracking regulatory changes and ensuring timely policy compliance.
• Experience managing time and attendance systems and supporting payroll coordination with Finance.
• Familiarity with talent management platforms (e.g., Culture Amp) and the ability to configure, administer, and continuously improve the systems that support performance review cycles, goal setting, and competency tracking.
• Experience coordinating immigration matters with outside counsel, including visa tracking and documentation management, preferred.
• Experience leading EEO-1 reporting and supporting broader compliance filing obligations, including data collection, validation, and timely submission.
• Highly organized and detail-oriented; able to manage multiple complex, interconnected systems and deadlines simultaneously with rigor and follow-through.
• Strong communicator; able to translate compliance requirements, system changes, and data findings into clear communications for staff and leadership alike.
• Collaborative and proactive; comfortable working across P&C, Finance, IT, Facilities, and Legal to ensure systems and processes work well for all stakeholders.

Robin Hood Organizational Competencies

• Adaptability: Navigates the complexity and ambiguity of leading a major HRIS transition while simultaneously maintaining current systems, managing compliance obligations, and supporting talent management cycles with flexibly handling multiple demands and learning quickly when new challenges arise.
• Collaboration & Relationship Building: Leads cross-functional efforts with Finance, IT, Facilities, and Legal by setting clear goals, establishing roles, and managing stakeholder needs and concerns proactively to ensure systems and processes work effectively across the organization.
• Communication: Communicates as an effective storyteller, translating complex data, system changes, and compliance requirements into clear, accessible information for staff and leadership; shares insights proactively to influence decision-making and drive continuous improvement.
• Personal Effectiveness: Independently organizes, plans, and manages the design and execution of complex, interconnected deliverables from the HRIS implementation to compliance audits to talent management cycles with a high degree of autonomy, rigor, and follow-through.
• Inclusion: Promotes the value of a diverse workforce through equitable data practices and talent management processes; coaches and partners with others to improve inclusion and equity in the systems and processes this role owns.
• Problem Solving: Analyzes root causes of data integrity issues, compliance gaps, and process inefficiencies by leveraging quantitative and qualitative data to inform decision-making, anticipate problems before they occur, and develop long-term solutions that improve system performance and the employee experience.
• Strategic Thinking: Leads cross-functional projects and executes on strategic initiatives including the HRIS transition with a systems-thinking mindset; develops processes to collect, manage, and leverage data in ways that improve organizational decision-making and proactively identifies opportunities to enhance data management and platform performance.
• Innovation: Iterates on and improves P&C systems, talent management processes, and compliance workflows over time; applies systems thinking to understand how different parts of the P&C infrastructure interact; and brings a user-centered mindset to building and continuously improving the People & Culture Hub in Notion as a living, staff-facing resource that grows with the organization.
• Leading People: Connects team plans and goals to organizational strategy; makes informed decisions about system design and process architecture and communicates them effectively; provides meaningful input and feedback to the Associate Manager and other P&C team members on process improvements within their shared workflows.