PEOPLE OPERATIONS MANAGER - COMPENSATION & HRIS
Company: Nexxen
Location: New York
Posted on: October 19, 2024
Job Description:
People Operations Manager - Compensation & HRISWho is Nexxen
(formerly, Tremor Video, Unruly, Amobee)?
The following information aims to provide potential candidates with
a better understanding of the requirements for this role.
One platform. Endless opportunities.In an ecosystem where
everyone's trying to get closer - buyers to sellers, platforms to
clients, brands to consumers - Nexxen bridges new opportunities in
ways that others cannot. Data, service and planning capabilities
are our superpowers, enabling our clients to better reach and
understand audiences across screens. We have the tools, expertise
and ambition to empower our clients to take the future into their
own hands. And not just our clients, but our employees too.Why join
the Nexxen team?While we have a lot of technology to brag about, we
win with our people. We embody the words, "I C.A.N." each day,
striving to be as Authentic as possible. Because we care not just
about closing deals and hitting metrics, but about venturing
together - with our clients and our peers - beyond the status quo
and celebrating along the way.What You'll Do:This position ensures
accurate best practice business processes/workflows and other
system dependencies are in place within the HRIS to support the
administrators of compensation programs, annual performance
reviews, benefits administration, and open enrollment, payroll, and
reporting efforts. This role will be based out of New York. Our
team follows a hybrid schedule working in-office two days a week
and remotely for the rest.Each day can be different here at Nexxen,
but some of the things you can expect to be doing daily are:
- Support and maintain the organization's Human Resource
Information System (HRIS) applications and modules such as managing
the compensation function for the organization, including planning,
developing, and implementing new and revised global compensation
programs, policies, and procedures to align with the company's
goals and competitive practices.
- Responsible for ensuring that company compensation programs are
consistently administered in compliance with internal policies and
government regulations.
- Partner with the management of the development, implementation
and administration of compensation programs.
- Monitor the effectiveness of existing compensation practices
and recommend changes that are cost-effective and consistent with
compensation trends and corporate objectives.
- Provide advice to corporate staff on pay decisions, policy
interpretations, and job evaluations.
- Partner to develop creative solutions for specific
compensation-related programs and incentive plans.
- Oversee the participation in salary surveys and monitor salary
survey data to ensure corporate compensation objectives are
achieved.
- Oversee and maintain the optimal function of the HRIS, which
may include installation, customization, development, maintenance,
and upgrade to applications, systems, and modules.
- Provide technical support, troubleshooting, and guidance to HR
system users.
- Collaborate with executive leadership and HR staff to identify
system improvements and enhancements; recommend and implement
solutions.
- Manage permissions, access, personalization, and similar system
operations and settings for HR systems users.
- Program custom functions and documentation such as automated
queries, filters, macros, and reports.
- Compile or assist with the acquisition of complex data reports,
summaries, and logs for senior executives and HR staff.
- Audit HRIS and other HR systems/software as needed for data
integrity, partnering with the HR team when needed.
- Serve as lead representative and liaison between HR,
information services, external vendors, and other stakeholders for
HR system design and implementation projects.
- Ensure system compliance with data security and privacy
requirements.
- Maintain knowledge of trends and developments in HR system
providers, vendors, and technology.
- Create, document & train standard operating procedures and best
practices in Payroll, HR, Benefits, Time & Attendance & other
features included in client profiles.
- Responsible for end-of-year maintenance in HRIS including
rollovers, calendars, placement management, and other utilities as
needed.
- Develop, test, and implement new integrations, interfaces, and
upgrades of HR systems in conjunction with vendors and internal
partners such as Finance and IT teams.
- Define, evaluate, and configure HR systems/tools together with
HR and non-HR groups to ensure efficiency in HR processes and data
integrity across all HR systems.
- Responsible for developing and performing ongoing scheduled
activities of conducting system and user audits and upgrades.
- Communicate with the HR team, Operations, Finance and other
departments to review cross-departmental impacts and reconcile data
sharing.
- Understand and use qualitative/quantitative measurement and
data collection design principles to present data.
- Ensure compliance with federal, state and local compensation
laws and regulations, especially as they apply to base compensation
and incentive compensation programs, company policies, and
operations.Supervisory Responsibilities:
- Train and oversee junior staff in the department.
- Oversee the scheduling, assignments, and daily workflow of
junior staff in the department.
- Provide constructive and timely feedback for performance
evaluations.
- Perform other duties as required.What Will I Bring?
- Bachelor's degree in Human Resources Management, Business
Administration, or related field required.
- A minimum of five years of related experience is required, some
payroll experience is preferred.
- Proficiency in Microsoft Excel and preferred experience with
AON Radford and CompXL.
- Thorough understanding of all areas of information systems with
a highly technical understanding of ADP Workforce Now.
- Verbal and written communication skills, including the ability
to convey complex information clearly and understandably.
- Interpersonal and technical support skills.
- Prioritization, organizational skills and attention to
detail.
- Strong analytical and problem-solving skills and ability to
interpret and communicate data.
- Familiarity with human resource policies and procedures to
ensure the HRIS meets organizational needs and goals.
- Show judgment and initiative to accomplish job duties on
time.
- Be able to work independently and manage confidential
information.
- Knowledge of state and federal laws, especially as they apply
to base compensation and incentive compensation programs, company
policies, and operations.In support of pay transparency and equity,
the minimum and maximum full-time annual base salary for this role
in New York is $95,000 - $100,000 at the time of posting. While
this is our reasonable expectation this is not a guarantee of
compensation or salary, actual compensation is influenced by a wide
range of factors including but not limited to skill set, level of
experience, education, certifications, responsibility, and
geographic location. Candidates hired to work in other locations
will be subject to the pay range associated with that location. We
offer a variety of benefits including medical, dental, vision,
disability insurance, 401(k), EAP, parental leave, unlimited
vacation, and company-paid holidays. The specific programs and
options available will vary depending on the state, start date, and
employment type. Our Talent Acquisition team will be happy to
answer any questions you may have.
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Keywords: Nexxen, Norwalk , PEOPLE OPERATIONS MANAGER - COMPENSATION & HRIS, Human Resources , New York, Connecticut
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