Human Resources Manager - People Operations

Verathon Inc; Duluth, Northern (GA, KY); On-site; USD 110,000 - 120,000; Full time

Benefits offered by this job

Generous PTO

Healthcare coverage

HSA with company contributions

401(k) with company match

ESPP

Tuition reimbursement

Parental leave

Hybrid work model

Job summary

IPA is seeking a Human Resources Manager – People Operations to partner with business leaders, shaping compensation and people programs for about 60 staff. You’ll design pay strategies, oversee salary structures, and ensure equity across the organization.

You will drive market pricing, lead RFPs for compensation tech, and implement scalable processes while managing bi-weekly payroll in the U.S. and collaborating with Finance to optimize the employee experience.

Qualifications

• Bachelor’s degree in Human Resources, Business, Finance, or a related field.
• 5+ years of progressive experience in Human Resources, with strong focus on compensation strategy, program design, and HR business partnership.
• Proven experience leading vendor selection processes, including RFP development, evaluation, and system implementation.
• Strong analytical skills with experience using compensation data, market benchmarking, and HRIS or compensation planning software.
• Deep knowledge of compensation principles, pay equity laws, and emerging pay transparency regulations.
• Excellent communication and stakeholder management skills, with the ability to translate complex compensation concepts for diverse audiences.

Responsibilities

• Serve as a trusted HR Business Partner to approximately 60 employees, advising leaders on employee relations, performance management, talent development, and organizational change.
• Design and lead IPA’s compensation and total rewards strategy, ensuring alignment with business goals, market competitiveness, and internal equity.
• Develop and maintain salary structures, merit and bonus frameworks, and pay equity practices that support performance and retention.
• Lead market pricing and compensation survey participation, providing clear guidance to managers on compensation decisions and job evaluations.
• Own the evaluation, selection, and implementation of compensation planning technology, including leading a formal RFP process.
• Build scalable compensation processes and communication strategies that promote transparency and employee trust.
• Manage end-to-end bi-weekly U.S. payroll processing through UKG (HRIS), ensuring accuracy, compliance, and effective partnership with Finance.
• Use people data and analytics to inform decisions, identify trends, and continuously improve people programs and the employee experience.

Skills

HR Business Partner

Compensation strategy

HR analytics

Vendor selection

Pay equity

Education

Bachelor's degree in Human Resources, Business, Finance, or related field

Tools

HRIS

Compensation planning software

Job description

Human Resources Manager - People Operations

Job Category: Human Resources

Requisition Number: HUMAN018833

• Posted : August 13, 2026
• Full-Time
• Hybrid

Locations

Showing 1 location

Human Resources Manager – People Operations

Department:HumanResources

Reports to:VP of HR

Direct Reports:up to 1

Type:Full-Time

Status:Exempt

Schedule:Hybrid(M-F: 3 days on-site, 2 days remote)

Salary:$110,000 - $120,000 + Bonus Eligible

The Role

We’reseeking a Human Resources Manager – People Operations to serve as a strategic business partner and lead the design, execution, and evolution of IPA’s compensation and people operations programs. This is an opportunity to build, modernize, and scalepeoplesystems that drive equity, performance, and organizational effectiveness while strengthening IPA’s ability to attract, reward, andretainop talent.

WhatYou’llDo

• Serve as a trusted HR Business Partner to approximately 60 employees, advising leaders on employee relations, performance management, talent development, and organizational change.
• Design and lead IPA’s compensation and total rewards strategy, ensuring alignment with business goals, market competitiveness, and internal equity.
• Develop andmaintainsalary structures,meritand bonus frameworks, and pay equity practices that support performance and retention.
• Lead market pricing and compensation survey participation,providingclear guidance to managers on compensation decisions and job evaluations.
• Own the evaluation,selection, and implementation of compensation planning technology, including leading a formal RFP process.
• Build scalable compensation processes and communication strategies that promote transparency and employee trust.
• Manage end-to-end bi-weekly U.S. payroll processing through UKG (HRIS), ensuring accuracy, compliance, and effective partnership with Finance.
• Usepeopledata and analytics to inform decisions,identifytrends, and continuously improvepeopleprograms and the employee experience.

What You Bring

• Bachelor’s degree in Human Resources, Business, Finance, ora relatedfield.
• 5+ years of progressive experience in Human Resources, withstrongfocus on compensation strategy, program design, and HR business partnership.
• Proven experience leading vendor selection processes, including RFP development, evaluation, and system implementation.
• Strong analytical skills with experience using compensation data, market benchmarking, and HRIS or compensation planning software.
• Deep knowledge of compensation principles, pay equity laws, and emerging pay transparency regulations.
• Excellent communication and stakeholder management skills, with the ability to translate complex compensation concepts for diverse audiences.

You’llExcel If You:

• Think strategically while executing tactically.
• Thrive in collaborative environments and enjoy partnering across all levels of the organization.
• Use data and insights to drive fair, defensible, and competitive compensation decisions.
• Are passionate about pay equity, transparency, and building compensation programs employees trust and value.
• Adapt quickly,operateindependently, and bring creativity to complex challenges such as system implementation and change management.

What We Offer:

• The opportunity to build and own IPA’s compensation planning strategy in a high-impact, visible role.
• Direct partnership with senior leadership to alignpeoplestrategy with business growth.
• Autonomy to design scalable compensation frameworks and total rewards programs aligned with IPA’s culture and values.
• Professional development and career growth within a growing HR team committed to innovation and excellence.
• Competitive compensation and comprehensive benefits package.
• A hybrid work model with flexibility and collaboration built in (3 days in-office, 2 days remote).
• A mission-driven culture where your work directly shapes the employee experience and supports IPA’s purpose: improving infection prevention and operational efficiency inhealthcare.

Why JoinIPA?

At IPA,you'renot just joining acompany,you'rejoiningamission-driven, inclusive culture dedicated to improving infection prevention and operational efficiency in healthcare. We invest in our people with meaningful work, a collaborative environment, and benefits that support both your personal and professional success.

• Generous paid time offand company holidays
• Comprehensive healthcare coverage:medical, dental, vision, and Telemedicine
• Health Savings Account (HSA)withcompany contributions, plus optional FSA plans
• Company-paid life and disability insurance
• 401(k) with company match to support your retirement goals
• Employee Stock Purchase Plan (ESPP)own a piece of whatyou’rebuilding
• Tuition reimbursement to support continued learning and development
• Paid parental leave for when your family grows

At IPA, we believe your career should be both meaningful and sustainable. Ifyou'reready to make a real-world impact and grow with a company that invests in you,we’dlove to meet you.

Qualifications

Skills

Behaviors

Motivations

Education

Experience

Licenses & Certifications

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.For further information, please review the Know Your Rights notice from the Department of Labor.