Senior Manager of People Operations & Employee Relations

Wealth.com; United States; Remote; USD 180,000 - 300,000; Full time

Benefits offered by this job

Fully remote

Unlimited PTO

Paid parental leave

Company equity via Carta

Full medical and dental benefits

Job summary

Wealth.com is seeking a Senior People Operations leader who will own payroll, benefits, leaves, and related programs for our rapidly growing global team. You will partner with managers to drive compliant, scalable processes and coach leaders through complex conversations.

This role sits at the heart of our People function as we scale. You will manage multi-state and international employment, collaborate across HR, finance, and operations, and drive HRIS automation.

Qualifications

• 6+ years in People Operations or HR
• Experience managing payroll and benefits at scale
• Strong cross-functional collaboration
• Experience with HRIS and payroll systems

Responsibilities

• Own payroll processes across the company and ensure accuracy
• Administer benefits, leaves, and related programs
• Lead onboarding and offboarding practices
• Coach managers on performance conversations
• Ensure compliance across multi-state and international employment
• Lead payroll enablement with Paylocity and integrations

Skills

People Operations

Payroll management

Benefits administration

Multi-state employment

Automation / HRIS

Tools

Paylocity

HRIS systems

Carta

Job description

• This is the kind of role that defines a career. You’ll help build Wealth.com’s People function and make it AI native from day one. The goal is ambitious: a world‑class operation, a team we’ll hold under 3% of the company even as we scale, and an employee experience you’ll still be proud of in ten years
• You will own everything that happens to a person here between the day they sign and the day they leave, and you will own the hard and important conversations along the way. Payroll runs. Benefits work. Leaves are administered so well that nobody has to check. Day one works. And when a manager has a performance problem, you’re their first call. This is the job that makes the rest of the function possible, because everything we build on top of it depends on a solid foundation
• We build together, as one team, and we use AI the way strong engineers do: to create tools, automate the grind, and surface insights we’d never find by hand. That lets a handful of us do the work of an entire department while sitting inside the business as real partners. We’re a Claude shop, and our people are obsessed with building. If you already build with other tools, bring them
• Here’s what that looks like. A leave request comes in and the paperwork runs itself: the forms, the filings, the payroll changes, the reminders. You spend your time on the call with the person going through it. If it’s repeatable, you build something that handles it and lets employees serve themselves. If it’s human, it gets more of you
• Own performance conversations, documentation, plans, investigations, and exits end to end. Coach managers through the hard parts and be in the room when it matters. Escalate the matters that need the Senior Director of People Operations, the CPO, or outside counsel, and handle everything else on your own
• Run payroll across the US and our international team, and manage benefits with our broker, 401(k), and open enrollment. Leave administration matters most: it hits people at the worst moment of their year, and we have to get it right every single time
• When a decision is made on comp, promotions, performance cycles, or benefits, make sure it shows up correctly in every system, every paycheck, and every employee’s inbox
• Manage multi-state and international employment, contractor classification, registrations, I-9s, and required compliance training, tracked so we actually know it happened
• Help us bring Paylocity live and own it afterward, along with the tools that connect to it. It should be one place that tells us who works here, in what role, for what money, reporting to whom, and it should be right
• The programs are designed elsewhere on the team. Making onboarding and offboarding happen flawlessly, every single time, is yours
• Connect payroll, benefits, leave, onboarding, and every program we run into one highly automated system that still feels personal to each employee. Use data and stay close to partners across Wealth.com so you see needs coming before anyone has to ask
• What’s on this page is the job on day one. A year from now, a big chunk of it should run on things you built, and we’ll keep count
• Zero day-one failures
• Every leave administered correctly, with the employee never once having to chase us
• Paylocity live and trusted: one system of record leadership uses to make decisions
• Managers running their own difficult conversations, with documentation behind them that would hold up if it ever had to
• A long, counted list of manual work you’ve retired, and employees answering their own questions that used to come to us

Benefits

• Company equity managed through Carta
• Full medical and dental benefits
• Unlimited PTO in an environment where taking time off to relax or recharge is supported and encouraged
• 401k with Match and 100% vesting upon hire
• Fully remote, flexible work environment (we do however meet together in person several times a year)
• Paid parental leave

• Employee Champion: You’re hungry, you love building, and you care about the person on the other side of every ticket
• Judgment Under Pressure: You’ve built a reputation for making the right call under pressure, and you speak for the People team with that same confidence. You can tell anyone no, including the CEO, and stand behind it
• Nice to have: International payroll or employment experience
• Builder Mindset: You’ve built automations yourself, and you can show us one. You build the system so the question stops arriving
• Employee Relations Ownership: You’ve owned employee relations cases end to end, and your documentation held up
• Payroll, Benefits & Leave Experience: You’ve run payroll, benefits, and multi‑state leave for a distributed company, and you can walk us through what broke on your watch and how you caught it
• HRIS Implementation: You’ve helped bring an HRIS or payroll system live, and you kept the data clean after
• Manager Trust: Managers come to you before there’s a problem, because they trust you
• 6+ years in People Operations or HR, much of it hands‑on at a fast‑growing company