Grow People Operations Manager

The Grow People Operations Manager is responsible for the end-to-end ownership and execution of all Grow People Operations functions, including payroll and payroll tax, benefits administration and strategy, HRIS and the broader HR technology stack, compliance, and HR vendor and contract governance. This role serves as the central point of accountability for ensuring accurate, compliant, and efficient people operations across the organization.

This individual partners closely with Finance, benefits and HRIS vendors, and internal stakeholders to manage critical programs and processes, while driving operational excellence, system optimization, and continuous improvement. The Manager plays a key role in enhancing the associate experience through payroll and benefits support, scalable systems, and reliable people operations practices.

Principal Functions of the Job

Key Responsibilities

Payroll Operations & Tax

• Payroll Administration + Tax: Lead full-cycle payroll processing and administration – regular and off-cycle payrolls, new hires, terminations, bonuses, commissions, salary adjustments, retroactive pay, deductions, and garnishments – and own multi-state payroll tax setup, deposits, and filings in partnership with ADP.
• ADP Audits + Weekly Payroll Audits: Perform weekly ADP and payroll audits validating earnings, deductions, taxes, timekeeping data, approvals, and general ledger inputs before every payroll is finalized.
• Year-End Payroll & Tax Planning: Partner with Finance on year-end payroll and tax planning, including W-2 processing, required filings, funding reviews, and support for internal and external audits.

HRIS & HR Technology

• HRIS Lead: Serve as the functional owner of the HRIS and related GP systems – configuration, workflows, permissions, testing, integrations, upgrades, and data governance – owning the associate lifecycle in the HRIS from pre-employment and onboarding through job changes, leaves, transfers, and offboarding. Maintain accurate organizational structures, reporting relationships, positions, compensation, and employment status across systems.
• HR Technology Roadmap: Own the GP technology roadmap across the ATS, HRIS, survey platform, and compensation tools, partnering with IT to evaluate, select, implement, and continuously improve the GP systems stack and its integrations with payroll, benefits, timekeeping, and financial systems.

Benefits Administration & Strategy

• Benefits Administration: Administer benefit eligibility, enrollments, life-event changes, terminations, COBRA administration, and reconciliation of elections, payroll deductions, and carrier records; oversee leave administration (FMLA, ADA accommodations, parental leave, disability, workers' compensation) in partnership with GP leadership, legal counsel, and external vendors.
• Benefits Vendors: Own day-to-day relationships with benefits carriers and vendors (e.g., Principal, Wellmark, Mutual of Omaha, Delta Dental, HealthEquity, Holmes Murphy), resolving discrepancies and monitoring service delivery.
• Open Enrollment: Lead full-scale annual Open Enrollment – planning, system configuration, testing, associate communications, enrollment support, vendor coordination, and post-enrollment audits.
• Benefits Planning + Strategy: Lead forward-looking benefits strategy – plan design evaluation, market benchmarking, and renewal recommendations to GP leadership – beyond year-to-year administration.

Compliance & Claims Administration

• MVR Compliance: Own the Motor Vehicle Record (MVR) compliance program for applicable roles, including monitoring, tracking, and escalation in line with policy and insurance requirements.
• Unemployment Claims Administration: Manage the unemployment claims process end-to-end, including response coordination, documentation, and hearing support as needed.
• Regulatory Compliance: Ensure ongoing compliance with ACA, COBRA, ERISA, FMLA, and other applicable federal, state, and local regulations; monitor legislative and regulatory changes and proactively recommend and implement updates. Coordinate and respond to internal and external audits, employment verifications, wage garnishments, and government notices.

People Analytics & Reporting

• People Analytics + Reporting: Build and maintain dashboards and recurring reporting covering headcount, turnover, retention, vacancies, payroll, benefits, compensation, workforce cost, and leave; develop and distribute regular and ad hoc reporting to leadership and Finance, and partner with Finance on payroll accounting, general ledger reconciliation, accruals, and workforce cost analysis.

HR Vendor & Contract Governance

• HR Vendor & Contract Governance: Own vendor and contract lifecycle management across GP's technology and service providers (e.g., ADP, benefits carriers, HRIS, survey, and compensation tools) – supporting negotiations, tracking contract terms and renewal dates, ensuring timely invoicing, reconciliation, and payments, and monitoring vendor performance. Serve as the primary point of contact for external vendor partners.

Associate Support & Process Excellence

• Serve as the primary escalation point and subject-matter expert for complex payroll and benefits matters, providing timely, thoughtful, and confidential support to associates and leaders; support associate programs such as IRU and Holiday Club.
• Develop self-service resources, manager guides, process maps, FAQs, and associate communications that make Grow People programs easier to understand and navigate.
• Build, document, and continuously improve GP operating procedures, service-delivery standards, calendars, workflows, and controls; identify and implement efficiencies and automation to support scalability as the organization grows.
• Protect sensitive associate information by maintaining strict confidentiality and appropriate data security, access, and record-retention practices.

Other

· Other duties as assigned.

· Adheres to all company policies and procedures.

Supervisory Responsibilities

Position has no formal leadership responsibilities and no direct reports.

Level of Supervision Received

• This position will have access to supervision as needed to resolve issues or problems.

Qualifications

· Bachelor's degree in Human Resources, Business, Finance, or a related field or equivalent experience.

· 4–7+ years of experience in payroll, benefits, HR operations, or related field.

· Strong experience with HRIS systems (ADP Workforce Now preferred) and exposure to ATS, survey, and compensation technology platforms.

· Deep knowledge of payroll processing, multi-state payroll tax, benefits administration, and compliance regulations (ACA, COBRA, ERISA, FMLA).

· Experience building and maintaining people analytics dashboards/reporting from HRIS and payroll data.

· Experience managing vendor relationships and contracts, including negotiation support and performance management.

· Advanced Excel and reporting/BI capabilities.

· PHR, SHRM-CP, CEBS, CPP (Certified Payroll Professional), or similar certifications preferred.

Skills & Competencies

· Strong ownership mindset and accountability

· High attention to detail and accuracy

· Ability to manage multiple priorities and deadlines

· Strong analytical and problem-solving skills; comfortable translating data into insights and recommendations.

· Excellent communication and stakeholder management, including vendor negotiation.

· Service-oriented with a focus on associate experience

· Continuous improvement mindset

Physical Requirements of The Job?

Normal office environment, primarily seated, using computer, phone and other routine office equipment.?The noise level in the work environment is usually moderate.

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While performing the duties of this job, the associate is regularly required to communicate in person and on the telephone or by videoconference.? The associate is frequently required to use hands to finger, handle, or feel in order to operate computer keyboard, office equipment, and other essential tasks.? The associate is frequently required to sit, stand, walk, bend, stoop, and reach with hands and arms. This position infrequently lifts, carries, or otherwise moves and positions objects weighing up to 25 pounds.?

The physical demands and work environment described here are representative of those that must be met by an associate to successfully perform the essential functions of this job.? Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.?

Duties and responsibilities, as required by business necessity may be added, deleted, or changed at any time at the discretion of management, formally or informally, either verbally or in writing. Scheduling, assignments, and work location may be changed at any time, as required by business necessity.

Krause Group believes in People First. We are an Equal Opportunity Employer building a culture of equity and inclusion.

Krause Group Purpose

Our purpose is to enhance the way people experience the world.

Krause Group Mission

Our mission is to nurture our family of brands, creating opportunities to do good in the world.

Krause Group Values

· Agility - We challenge the status quo with open minds, flexibility, and speed. We are comfortable being uncomfortable. We view change as opportunity.

· Courage - We take risks. We innovate. We win or learn. We push limits, disrupt norms, and define our own?path.

· Growth Mindset - We are building an organization and legacy that will outlive us. We are continuously learning. There is no final-destination, only the journey to be better than we were yesterday.

· Inclusion - We actively seek and welcome alternative points of view. Diverse perspectives improve decision-making and make us all more successful.

· Integrity - We do the right thing, even when it’s difficult. We do not take shortcuts and always take accountability.

· Community Focused - We are committed to positively impacting our communities, stakeholders, and associates. We do good and encourage others to join?us.