A bachelor's degree in Human Resources, Business Administration, or a related field is required.
At least 5 years of progressive human resources operations or generalist experience, including at least 2 years with direct ownership of human resources systems and payroll processes.
Proficiency with ADP Workforce Now and HiBob/Bob is required, along with experience using a human resources information system platform such as ADP Workforce Now, HiBob/Bob, Workday, BambooHR, or similar.
Familiarity with 401(k) plan administration, benefits compliance including ERISA, ACA, and COBRA, and leave laws including FMLA and state-specific programs.
Deep knowledge of human resources compliance requirements, employment law, and federal and state best practices.
Ability to interpret data, identify trends, and translate findings into actionable recommendations.
Accuracy and attention to detail in payroll oversight, benefits administration, and employee data management.
Ability to communicate complex information clearly in writing and verbally to varied audiences.
Discretion and professionalism in handling sensitive and confidential employee information.
Ability to manage competing priorities in a fast-paced, dynamic environment.
Proficiency with Microsoft Office Suite, including Word, Excel, and PowerPoint, and experience with project management or collaboration tools.
Interest in evaluating and implementing AI tools and automation platforms, and ability to leverage AI-enabled analytics and systems for data-informed decisions while maintaining human-centered practices.
Commitment to fostering an inclusive and diverse work environment and promoting equity and inclusivity in executing duties.
Ability to follow security controls and policies protecting personal, sensitive, and confidential data; provide recommendations for security control improvements when applicable; and complete mandatory security, policy, and procedure training.
Responsibilities
Oversee and administer core human resources operations, including employee records management, human resources information system maintenance, and data integrity across people systems.
Generate and analyze human resources metrics and reports to support leadership decisions about workforce trends, retention, and operational effectiveness.
Serve as the primary liaison with the third-party payroll provider, ensuring accurate and timely payroll execution and resolving discrepancies.
Review and audit payroll outputs, reconciliations, and reports for accuracy and compliance before finalization.
Manage payroll-related employee changes, including hires, terminations, status changes, and compensation updates, and submit them accurately and promptly to the payroll provider.
Monitor payroll compliance with federal, state, and local wage and hour laws, escalating issues and coordinating corrective action as needed.
Lead employee lifecycle processes, including onboarding, offboarding, status changes, and leave administration.
Administer employee benefits programs, including open enrollment, vendor coordination, and employee communications.
Support compensation administration, including salary adjustments, job leveling, and benchmarking activities.
Maintain and audit compliance with federal, state, and local employment laws and regulations, and support audits and regulatory filings.
Serve as the primary contact for human resources policy questions and ensure consistent policy application across the organization.
Design, develop, and maintain human resources resources, including employee handbooks, policy documentation, job aids, onboarding materials, and manager guides.
Build and curate a current, accessible library of people resources reflecting organizational values and best practices.
Lead the design and implementation of people programs and initiatives, including performance management cycles, engagement surveys, and recognition programs.
Advise managers on human resources matters, including performance management, corrective action, career development, and employee relations.
Guide managers on workplace accommodations, including ADA-related requests and medically driven modifications, to achieve legally compliant and compassionate outcomes.
Coach managers on difficult conversations, documenting performance concerns, and applying human resources policies consistently and equitably.
Partner with managers to identify team-level trends and recommend people strategies addressing engagement, retention, or performance challenges.
Lead the design and implementation of company communications about human resources programs, policies, and initiatives.
Contribute to culture and engagement initiatives, including coordinating company-wide programs and recognition efforts.
Partner with human resources leadership to develop, document, and continuously improve human resources processes and standard operating procedures.
Manage relationships with external vendors, third-party administrators, and human resources service providers.
Perform other duties as assigned by MTA leadership.
Desired Qualifications
Multilingual ability.
Human resources certification such as PHR, SHRM-CP, or equivalent.
Experience supporting multi-state or global workforces.
Experience in a fully remote or distributed work environment.
POSITION OVERVIEW
The People Experience (PX) Operations Manager serves as the operational backbone of the HR function (a.k.a. People Experiences) at MTA, ensuring that people-centered processes, systems and programs run efficiently and effectively across the organization. This role is responsible for overseeing day-to-day HR operations including HRIS administration, payroll coordination, compliance and employee lifecycle management from onboarding through offboarding. The PX Operations Manager partners closely with cross-functional leaders to align HR processes with business needs while maintaining a high standard of accuracy, confidentiality, excellence and care. This is a pivotal role for someone who thrives at the intersection of systems thinking and people-first values.
ESSENTIAL DUTIES & RESPONSIBILITIES
Cultural Activator & Digital Security Steward
Exemplify and amplify MTA’s core values:
Creatively Agile
Teaming with Trust
Talent Empowered
Clarity of Character
Service with Soul
Sparks/spreads joy and excitement for all things MTA (i.e. culture, initiatives, products, team accomplishments, etc.)
Commitment to DEI: Demonstrated commitment to fostering an inclusive and diverse work environment, including the ability to support DEI initiatives (and implement, if applicable to role), as well as promote equity and inclusivity in all aspects of executing duties and responsibilities
Responsible for following all MTA policies and procedures related to security controls for the protection of personal or sensitive data and all confidential information; personal and sensitive data is defined as such by GDPR: “confidential information is defined as all data, documents, or materials, in any form or medium, provided to the company that could reasonably be expected to be proprietary to a customer or sponsor; confidential information includes, but is not limited to, any information concerning or relating to the property, products, technology, business and affairs of that customer or sponsor”
Provide recommendations for improvements of MTA security controls, when applicable
Support company-wide compliance efforts through timely completion of all mandatory security, policies and procedure training
HR Systems & Data Integrity
Oversee and administer core HR operations including employee records management, HRIS maintenance and data integrity across all people systems
Generate and analyze HR metrics and reporting to support leadership decision-making on workforce trends, retention and operational effectiveness
Payroll Oversight
Serve as the primary liaison with the third-party payroll provider, ensuring accurate and timely payroll execution and resolution of any discrepancies
Review and audit payroll outputs, reconciliations and reporting to verify accuracy and compliance prior to finalization
Manage payroll-related employee changes (new hires, terminations, status changes, compensation updates) and ensure timely and accurate submission to the payroll provider
Monitor payroll compliance with federal, state, and local wage and hour laws, escalating issues and coordinating corrective action, as needed
Employee Lifecycle Management
Lead employee lifecycle processes including onboarding, offboarding, status changes and leave administration
Administer employee benefits programs, including open enrollment, vendor coordination and employee communications
Support compensation administration including salary adjustments, job leveling and benchmarking activities
Compliance & Policy
Maintain and audit compliance with federal, state and local employment laws and regulations; support preparation for audits and regulatory filings
Serve as the primary point of contact for HR policy questions, ensuring consistent application of policies across the organization
People Resources & Program Development
Design, develop and maintain HR resources including but not limited to, employee handbooks, policy documentation, job aids, onboarding materials and manager guides
Build and curate a library of people resources that is accessible, current and reflective of organizational values and best practices
Lead the design and implementation of people programs and initiatives, such as performance management cycles, engagement surveys and recognition programs
Manager Coaching & HR Advisory
Serve as a trusted advisor to managers on a wide range of HR matters, including but not limited to, performance management, corrective action, career development and employee relations
Provide guidance on workplace accommodations, including ADA-related requests and medically driven modifications, ensuring legally compliant and compassionate outcomes
Coach managers on how to approach difficult conversations, document performance concerns and apply HR policies consistently and equitably
Partner with managers to identify team-level trends and proactively recommend people strategies to address engagement, retention or performance challenges
Communications & Culture
Lead the design and implementation of company communications related to HR programs, policies and initiatives
Contribute to culture and engagement initiatives, including the coordination of company-wide programs and recognition efforts
Process Improvement & Vendor Management
Partner with HR leadership to develop, document and continuously improve HR processes and standard operating procedures
Manage relationships with external vendors, TPAs and HR service providers
Other duties as assigned by MTA leadership.
REQUIREMENTS
Education, Experience & Training
Professional fluency in English
Multilingual preferred
Bachelor’s degree in Human Resources, Business Administration, or a related field required; HR certification (PHR, SHRM-CP, or equivalent) strongly preferred
5+ years of progressive HR operations or generalist experience, with at least 2 years in a role with direct ownership of HR systems and payroll processes
Demonstrated experience with HRIS platforms (e.g., ADP Workforce Now, HiBob/Bob, Workday, BambooHR, or similar); proficiency with ADP Workforce Now and HiBob/Bob required
Experience supporting multi-state or global workforces preferred
Familiarity with 401(k) plan administration, benefits compliance (ERISA, ACA, COBRA) and leave laws (FMLA, state-specific programs)
Experience in a fully remote or distributed work environment preferred
Knowledge, Skills & Qualifications
Deep knowledge of HR compliance requirements, employment law, and best practices at the federal and state level
Strong analytical skills with the ability to interpret data, identify trends, and translate findings into actionable recommendations
Exceptional attention to detail and accuracy, particularly in payroll oversight, benefits administration, and employee data management
Excellent written and verbal communication skills; ability to present complex information clearly to a variety of audiences
High degree of discretion and professionalism in handling sensitive and confidential employee information
Ability to manage multiple competing priorities effectively in a fast-paced, dynamic environment
Strong interpersonal skills with a collaborative, service-oriented approach to working across teams and levels
Comfort with ambiguity and a proactive mindset – able to identify gaps and drive solutions without waiting for direction
Proficiency with Microsoft Office Suite (Word, Excel, PowerPoint) and experience with project management or collaboration tools
Genuine commitment to building inclusive, equitable, and people-centered workplaces
Openness to AI and emerging technologies; proactive interest in evaluating and implementing AI tools and automation platforms to enhance operational efficiency; ability to leverage AI-enabled analytics and systems to drive data-informed decision-making while maintaining human-centered business practices
BENEFITS
Employee individual group Health Insurance (100% coverage for employee, with option to add spouse and/or dependents)
Basic Life Insurance ($50,000 coverage)
Short- & Long-Term Disability
Optional guaranteed issue Life Insurance
Optional supplemental Dental & Vision Insurance
Flexible Paid Time Off
MTA 401K Plan (MTA will match dollar for dollar the first 3%)
Internet reimbursement
Remote work environment
Salary
Minimum: 95000 Maximum: 125000 Currency: USD Pay period: Annual Additional info: <strong>Working Conditions</strong><br><ul><li>Home-based office setting - virtual team environment with regular use of computers, phones, and other standard office equipment; regularly sitting, standing, walking, speaking, hearing and using hands and fingers to operate office equipment</li><li>Occasional travel, attendance at in-person and virtual meetings; interactions with employees, customers or vendors</li><li>Occasional lifting or moving of office supplies, files and/or materials weighing up to 20 pounds</li><li>Extended work hours during peak seasons</li></ul>