In PersonAbout 30% annual travel for audits, leadership meetings, and external compliance reviews.
People & HRHR Operations & Coordination, Compensation & Benefits
About the job
Requirements
A bachelor's degree in Human Resources, Business Administration, Finance, or a related field.
At least 7 years of progressive human resources leadership experience in compensation, benefits, compliance, payroll, and human resources information systems management.
Professional certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, CEBS, or CCP.
Experience partnering with Finance teams on budgeting, accruals, and fiscal reporting.
Strong knowledge of payroll process compliance and federal and state labor laws.
Proficiency in human resources information systems such as UKG and the Microsoft Office Suite.
Demonstrated leadership and coaching experience.
Ability to anticipate and mitigate compliance risks while aligning People strategy with company goals.
Experience working in multi-state or multinational environments managing diverse labor laws, social compliance, and payroll processes.
Experience managing payroll automation and analytics dashboards.
Experience overseeing compensation, benefits, payroll, and compliance programs for organizations with 500 or more employees.
Cross-functional experience partnering with Finance, Legal, and Operations teams to implement compliance strategies.
Ability to frequently sit, stand, walk, reach, climb or balance, stoop, kneel, and crouch; sit, stand, and lift or move materials up to 25 pounds as needed.
Ability to travel approximately 30% annually for audits, leadership meetings, and external compliance reviews.
A master's degree in Human Resources, Business, or a related field is preferred.
Certifications such as SHRM-SCP, SPHR, CCP, or CEBS are preferred.
Experience leading corporate social responsibility and recovery-friendly workplace initiatives is preferred.
A proven track record managing human resources-related budgets and performance reporting is preferred.
CPA certification or coursework in accounting or finance is highly valued.
Advanced Microsoft Excel skills, including macros and advanced formulas, are preferred.
Experience using Power BI or other reporting tools to track, analyze, and present human resources and financial data is preferred.
Responsibilities
Lead, optimize, and evolve People Operations capabilities across performance management, compensation, benefits, payroll, compliance, audit, social responsibility, and analytics.
Design, implement, and continuously improve processes and systems to establish scalable and consistent People Operations practices.
Ensure effective, seamless processes that support the full employee lifecycle.
Deliver reporting and analytics that inform strategic decision-making, workforce planning, and organizational effectiveness.
Support and advance wellness and well-being programs that positively impact employee health, safety, and experience.
Partner with EHS and Operations to align People practices with the company’s safety strategy.
Apply the Crescent Safety Playbook to ensure clear, consistent, and effective communication and execution.
Mitigate workers’ compensation and incident-reporting risks by ensuring accurate, timely documentation and compliance, identifying process improvements, and supporting scalable safety-related People processes.
Ensure the accuracy, integrity, and timeliness of human resources information systems, payroll, and benefits data through audits and reconciliation.
Maintain vendor relationships with brokers, carriers, and partners to support service quality and continuous improvement.
Support the development and optimization of People systems, tools, and standardized processes, including the STAR framework.
Report on compensation, benefits, budgeting, and workforce metrics to support strategic decisions.
Maintain data integrity across UKG, PlanSource, and related systems.
Lead compliance and reporting processes to ensure accuracy and transparency across People data and dashboards.
Oversee benefits administration, including enrollment, eligibility, and vendor coordination.
Partner with Payroll, HRIS, Accounting, and IT to ensure data integration and operational effectiveness.
Analyze compensation and benefits trends, developing cost models and insights for leadership decisions.
Partner with Finance to manage health and welfare accruals and monitor People Group budget performance.
Oversee 401(k) plan administration and support required filings with internal and external stakeholders.
Improve HRIS workflows, systems, and reporting capabilities to enhance usability, accuracy, and scalability.
Lead process improvement initiatives to increase efficiency and reduce administrative burden across People Operations.
Manage day-to-day benefits administration, including enrollment accuracy, vendor file exchanges, eligibility, and resolution of escalated issues.
Serve as the subject matter expert for compensation, benefits, and total rewards strategy.
Advise and educate leaders and employees on compensation structures, benefits programs, wellness resources, and leave processes.
Lead annual compensation processes, including merit planning, structure reviews, pay equity analysis, and salary benchmarking.
Support incentive compensation planning and administration and align it with overall pay strategy.
Partner with leaders to design and maintain competitive, equitable compensation programs that attract and retain talent.
Promote Whole Person Well-Being initiatives to drive engagement and participation.
Oversee People Operations workflows and approvals to ensure accuracy, compliance, and alignment with policy and strategy.
Deliver reporting and insights through People dashboards, including retention, progression, and workforce trends.
Own and monitor the GoPTOMe process and People Group administrative workflows.
Review and approve People Group-related changes and actions, including benefits enrollments, pay adjustments, and HRIS changes, to ensure accuracy and policy alignment.
Provide monthly updates on progression, retention, promotion, and People Metrics dashboards.
Ensure compensation and benefits programs are market-competitive and aligned with Crescent Way values.
Build trusted partnerships across Finance, Operations, IT, and business leadership.
Translate People data and insights into clear, actionable communication for leaders and employees.
Deliver a consistent employee experience through effective program design, communication, and execution.
Support compensation planning, benefits forecasting, and accrual management with Finance.
Monitor compensation and benefits costs and identify risks and opportunities for optimization.
Lead analysis supporting annual benefits renewals and compensation structure decisions.
Contribute to financial models related to staffing, compensation, incentives, and benefits.
Use continuous improvement and technology to reduce costs, administrative burden, and waste while increasing efficiency and operational effectiveness.
Deliver timely compensation cycles and benefits processes, strong leader satisfaction with support, increased participation in well-being and benefits programs, improved understanding of compensation and benefits value, reliable reporting, clean audits, and effective budget partnership.
Desired Qualifications
Experience leading corporate social responsibility and recovery-friendly workplace initiatives.
A proven track record managing human resources-related budgets and performance reporting.
CPA certification or coursework in accounting or finance.
Advanced Microsoft Excel skills, including macros and advanced formulas.
Experience using Power BI or other reporting tools to track, analyze, and present human resources and financial data.
Manager, People Operations
The Manager, People Operations serves as a high-impact leader and true strategic operator within the People organization. Reporting to the Vice President of People & Culture, this role acts as the engine behind the function—combining deep subject matter expertise with operational rigor to lead, optimize, and evolve Crescent’s People Operations capabilities across performance management, compensation, benefits, payroll, compliance, audit, social responsibility, and analytics. This role ensures Crescent’s people programs are competitive, financially sound, and culturally aligned—contributing to the broader People Strategy and fostering a high-performing environment where all people can grow.
As both a builder and optimizer, this leader owns the operational foundation of HR—designing, implementing, and continuously improving processes and systems to establish scalable, consistent practices rooted in operational excellence. With a strong focus on employee experience, this role ensures the delivery of effective, seamless processes that support the full employee lifecycle. They deliver actionable reporting and analytics that inform strategic decision-making, workforce planning, and organizational effectiveness, serving as a key enabler of data-driven insights across the business.
This is a hands-on leadership role at a pivotal stage of growth—ideal for someone who thrives in building from the ground up, creates order from ambiguity, and excels at developing scalable, sustainable systems. The successful candidate brings a balance of strategic thinking and executional discipline, with a strong orientation toward continuous improvement and employee experience.
This Manager of People Compensation and Benefits will operate as outlined in the Crescent Way- 3 P’s:
Purpose
Process
People
While building on our Values of:
Doing it Right
Doing it Safe
Doing it Well
Qualifications
Education & Experience:
Bachelor’s degree in Human Resources, Business Administration, Finance, or related field.
7+ years of progressive HR leadership experience in compensation, benefits, compliance, payroll, and HRIS management.
Professional certification (i.e. SHRM-CP, SHRM-SCP, PHR, SPHR, CEBS, CCP certification).
Demonstrated experience partnering with Finance teams on budgeting, accruals, and fiscal reporting.
Strong knowledge of payroll process compliance and federal/state labor laws.
Proficiency in HRIS (e.g., UKG) and Microsoft Office Suite.
Demonstrated leadership and coaching experience.
Strategic Leadership in anticipating and mitigating compliance risks while aligning People strategy with company goals.
Experience working in multi-state or multinational environments to manage diverse labor laws, social compliance, and payroll processes.
Experience leading corporate social responsibility and recovery-friendly workplace initiatives.
Proven track record in managing HR-related budgets and performance reporting.
CPA certification or coursework in accounting/finance is highly valued.
Advanced skills in Microsoft Excel (e.g., macros, advanced formulas).
Experience working with Power BI or other reporting tools to track, analyze, and present HR and financial data.
Essential Duties and Responsibilities
Safety
Support and advance wellness and well-being programs that positively impact employee health, safety, and overall experience.
Partner with EHS and Operations to strengthen alignment between People practices and Crescent’s safety strategy.
Apply the Crescent Safety Playbook to ensure clarity, consistency, and effectiveness in communication and execution.
Drive risk mitigation efforts related to workers’ compensation and incident reporting by:
Ensuring accurate, timely documentation and compliance
Identifying process improvements through a continuous improvement (CI) approach
Supporting the development of scalable, proactive safety-related People processes
Quality
Ensure accuracy, integrity, and timeliness of HRIS, payroll, and benefits data through disciplined audits and reconciliation processes.
Maintain strong vendor relationships with brokers, carriers, and partners to ensure high-quality service delivery and continuous improvement.
Support the development and optimization of People systems, tools, and standardized processes (e.g., STAR framework).
Deliver accurate and actionable reporting on compensation, benefits, budgeting, and workforce metrics to support strategic decision-making.
Maintain and continuously improve data integrity across UKG, PlanSource, and related systems.
Lead compliance and reporting processes, ensuring alignment, accuracy, and transparency across all People data and dashboards
Ensure accurate and timely HRIS, payroll, and data including benefits, budgeting and People metrics, through ongoing audits and reconciliation, to support standard of excellence in data reporting and strategic decisions.
Support development and refinement of STAR processes and People Group tools.
Productivity
Oversee benefits administration to ensure accurate, efficient, and employee-focused delivery, including enrollment, eligibility, and vendor coordination.
Partner cross-functionally with Payroll, HRIS, Accounting, and IT to ensure seamless data integration and operational effectiveness.
Analyze compensation and benefits trends; develop cost models and insights to inform leadership decisions.
Partner with Finance to manage health & welfare accruals and monitor People Group budget performance.
Oversee 401(k) plan administration and support required filings in partnership with internal and external stakeholders.
Continuously improve HRIS workflows, systems, and reporting capabilities to enhance usability, accuracy, and scalability.
Lead process improvement initiatives that increase efficiency and reduce administrative burden across People Operations. Manage day-to-day benefits administration including enrollment accuracy, vendor file exchanges, eligibility, and troubleshooting escalated issues.
People
Serve as the primary subject matter expert for compensation, benefits, and total rewards strategy.
Advise and educate leaders and employees on compensation structures, benefits programs, wellness resources, and leave processes.
Lead annual compensation processes, including merit planning, structure reviews, pay equity analysis, and salary benchmarking.
Support incentive compensation planning, administration, and alignment with overall pay strategy.
Partner with leaders to design and maintain competitive, equitable compensation programs that attract and retain talent.
Support and promote Whole Person Well-Being initiatives to drive engagement and participation.
Oversee People Operations workflows and approvals to ensure accuracy, compliance, and alignment with policy and strategy.
Deliver regular reporting and insights through People dashboards, including key metrics such as retention, progression, and workforce trends.
Own and monitor the GoPTOMe process and People Group administrative workflows.
Review and approve People Group–related changes and actions (benefits enrollments, pay adjustments, HRIS changes) to ensure accuracy and alignment with policies.
Provide monthly updates on all People Dashboards
Progression, Retention, Promotion
People Metrics Dashboard
Customer Value
Ensure compensation and benefits programs reflect market competitiveness and alignment with Crescent Way values.
Build strong, trusted partnerships across Finance, Operations, IT, and business leadership.
Translate People data and insights into clear, actionable communication for leaders and employees.
Deliver a consistent, high-quality employee experience through effective program design, communication, and execution.
Financial
Partner with Finance to support compensation planning, benefits forecasting, and accrual management.
Monitor cost performance across compensation and benefits programs; identify risks and opportunities for optimization.
Lead analysis supporting annual benefits renewals and compensation structure decisions.
Contribute to the development of financial models related to staffing, compensation, incentives, and benefits.
Drive continuous improvement and leverage technology to reduce cost, increase efficiency, and enhance operational effectiveness.
Embrace CI and technology solutions to reduce administrative burden and waste.
Cultural Competencies
Do It Right
Doing what is right for our customers, doing what is right for our company and doing what is right for our People. Continually improving the quality of our products and services. Monitoring and measuring every key ingredient which could negatively impact our quality. Doing it Right ensures we are always becoming a Premier Service Provider.
Identifies and counters resistance to change
Advocates continuous improvement
Forges teams and provides direction
Provides constructive performance feedback
Willingly adjusts the make-up of the team
Plans, delegates, and follows up
Guides others to improve collaboration
Entrepreneurial initiative
Do It Safe
Creating a safe environment and supporting our People to reach their highest potential. A safe environment where all forms of risk are assessed and controlled. A safe environment open to new ideas, where our people’s opinions and overall well-being count. A diverse environment where everyone fits and can be successful.
Self-assured yet humble
Able communicator—good clarity, balanced talker and listener
Patient
Effectively assertive and able to handle conflict and confrontation
Solution vs. blame oriented
Mixture of firmness and flexibility
Has energy and enthusiasm
Holds self and others accountable
Willing to take calculated risks
Do It Well
Optimizing all our resources to efficiently and effectively perform all tasks well. Our overall productivity as a company is a reflection of the thousands of activities performed well each and every day by everyone. At Crescent, our ability to Do it Well is a real source of pride valued by our customers.
Systematic trainer, willing and able to develop people
Good work ethic, task focused and willing to extend extra effort
Able to follow structure where it exists and create structure where it does not
Resilient—able to deal with the unexpected, not easily flustered
Maintains sense of urgency
Follows up to ensure quality task completion
Disciplined Self Starter
Work Environment / Physical Demands
Dynamic, fast-paced environment requiring adaptability to changing business and customer needs.
Ability to frequently sit, stand, walk, reach with hands and arm’s length, climb or balance, stoop, kneel, and crouch.
Ability to work in a fast-paced, dynamic environment with competing priorities.
Ability to travel occasionally for audits, leadership meetings, and external compliance reviews, about 30% of travel required annually.
Ability to sit, stand, and lift/move materials as needed (up to 25 pounds).
Management Reasoning and Organizational Skills
High average to above average general intelligence, good common sense and an ability to learn and apply lessons from direct experience
Practical problem solver
Ability to anticipate and look ahead
Mental agility and the capacity to handle an up-tempo work pace
Idea generator
Has viable administrative, organizational and time management skills
Can shift focus as needed
Thorough, accurate, detail-oriented
Effective time management and ability to prioritize
Exhibits big picture thinking and a combination of Short-term and Long term (Strategic) thinking
Systems Usage
UKG
Comp Analyst
Benefit provider portal navigation
Office Suite (i.e., Outlook, Excel, and Word)
Fax Machine
Telephone
Scanners and Printers
Greenhouse
Hire Credit
Quick Base
Everify
Help Hotline
Intranet
Performance Metrics and Trends
Safety
Quality
Productivity
People
Customer Value
Financial
Ontime reporting, useability of reporting, corrective actions from reporting
We will absolutely know the Manager- People Operations is successful if they can:
Deliver accurate and timely completion of compensation cycles and benefits processes
Achieve high leader satisfaction with compensation and benefits support
Increase participation in well-being and benefits programs
Improve understanding of compensation and benefits value across the organization
Provide reliable reporting, clean audits and effective budget partnership