HR & Legal Technology Operations Manager

We need to output HTML fragment with sections: About the company? The instruction: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). The posting includes "About The Company" and then description of role. We should not repeat job title as heading. We need sections only when posting has real specific content. We have content for About the Company (company description). Should we use heading "About the Company"? The list of example headings includes "About the role". But we can use "About the Company" as heading? The instruction says use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests those examples. Probably we should stick to those headings if applicable. There's no "About the role" content; we have "About The Company". Could treat as "About the Company" but not in list. Might be okay. However they said "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)". This implies we should use those headings when appropriate. For company description, maybe we can put under "About the role"? Not accurate. Could we omit About the Company? But we must preserve ALL substantive information. So we need to include company info somewhere. Could embed in a

without heading? Probably better to have a heading "About the Company". The instruction didn't forbid other headings, just gave examples. So we can use

About the Company

. Then Responsibilities: we have many bullet-like paragraphs. Need to convert to

• . The responsibilities are listed with headings like "Technology Partnership & Functional Alignment", "BambooHR Stabilization & Maturation (Near-Term Priority)", etc. Those are subheadings within responsibilities. Should we treat them as separate sections? The instruction says use

  for section headings (e.g. About the role, Responsibilities...). It doesn't forbid subheadings, but we could keep them as

  or just bold? But we only allowed to output HTML fragment; we could use

  for subheadings inside responsibilities. However instruction only mentions

  for section headings; not forbidding other levels. Safer to keep responsibilities as a single section with

  • items, each item containing the description. Could embed subheadings as inside
  • . That preserves info. Similarly Requirements: list of bullet points. We'll make
    • . Preferred Qualifications: also list; we could make a "Qualifications" section? The instruction includes Qualifications as a possible heading. We have both Requirements and Preferred Qualifications. Could combine? Better to have Requirements section for required, and Qualifications section for preferred. The instruction says include a section ONLY when posting has real specific content. So we can have both Requirements and Qualifications sections. Benefits: The posting mentions benefits: medical, dental, vision insurance, retirement savings plan, gender neutral parental leave, unlimited paid time off, flexible time off, year-round half-day Fridays, hybrid 3 day in office, 2 day at home work environment, bonus eligibility (200% of target over last seven fiscal years), equity. Also total compensation philosophy includes competitive pay and benefits, bonus eligibility, equity, flexible time off, year-round half-day Fridays, hybrid 3 day in office, 2 day at home work environment. So we have benefits content. Should we create a Benefits section with
      • . Also Pay: The posting mentions "The base salary range for this role is listed above." Actually no range listed; they say "The base salary range for this role is listed above." But we don't see any range earlier. So no specific pay info. They say total compensation includes base salary, annual company-based performance bonus, equity. But no numbers. The instruction: never create Pay/Schedule/Benefits sections unless posting actually states them. For Benefits we have concrete benefits listed, so we can include Benefits. For Pay we have no specific numbers or range, just mention base salary, bonus, equity but no values. That's vague; maybe we should not create Pay section because no specific pay info. Schedule: they mention hybrid 3 day in office, 2 day at home work environment, year-round half-day Fridays, flexible time off. That's schedule info. So we could create a Schedule section with those details. However the instruction says include a section ONLY when posting has real specific content. We have schedule specifics: hybrid 3 day in office, 2 day at home, year-round half-day Fridays, flexible time off. So we can create Schedule section. But we also have flexible time off already in Benefits? Actually flexible time off is a benefit. Could be in Benefits. But schedule includes remote/hybrid details. We'll keep schedule separate. We must not include boilerplate like EEO, privacy notice, etc. Remove those. We must not repeat job title as heading. Not include Job ID. We must preserve all substantive information. Let's extract content: About The Company paragraph: "e.l.f. Beauty's purpose is to make the world a better place for every eye, lip, and face. Our deep commitment to clean, cruelty free beauty at an incredible value has fueled the success of our flagship brand e.l.f. Cosmetics since 2004 and driven our portfolio expansion. Today, our multi-brand portfolio includes e.l.f. Cosmetics, e.l.f. SKIN, e.l.f. Hair, Well People, Naturium and rhode. In our Fiscal year 26, we had net sales of $1.6 Billion and our business performance has been nothing short of extraordinary with 7 consecutive years of net sales growth. This consistent, category-leading growth is a testament to the strength of our team, strategy, and portfolio of brands. Our total compensation philosophy offers every full-time new hire competitive pay and benefits, bonus eligibility (200% of target over the last seven fiscal years), equity, flexible time off, year-round half-day Fridays, and a hybrid 3 day in office, 2 day at home work environment. We believe the combination of our unique culture, total compensation, workplace flexibility and care for the team is unmatched across not just beauty but any industry. Visit our Career Page to learn more about our team: https://www.elfbeauty.com/work-with-us" We should keep the URL? Probably yes as it's substantive. Not boilerplate. Now Responsibilities: we have several sub-sections. Let's capture each bullet as a list item. Technology Partnership & Functional Alignment: - Serve as the primary Technology partner to the People and Legal organizations, bringing the credibility to challenge, the judgment to listen, and clear accountability for technology outcomes - Translate HR and Legal operational needs into scalable technology capabilities, roadmaps, integrations, and delivery priorities - Engage with People and Legal leadership to align technology investments with functional strategy, enterprise architecture, security, data, and operating standards - Proactively identify opportunities to simplify processes, improve user experience, reduce manual work, and strengthen controls through technology and automation - Provide leaders with clear visibility into application roadmaps, delivery progress, risks, dependencies, and capability improvements BambooHR Stabilization & Maturation (Near-Term Priority): - Assess the current BambooHR implementation and identify gaps in configuration, data quality, integration, security, supportability, and process coverage - Drive a structured stabilization effort: clean up the environment, establish governance, close adoption gaps, and build a sustainable technology operating model - Partner with HR Operations to clarify and document the core HR processes that technology must enable, translating process requirements into system design and configuration - Establish clear system ownership, support models, release practices, and change management disciplines to ensure BambooHR delivers consistent value - Build the data and integration foundation — including employee master data, organizational hierarchy, interfaces, and reporting — required for future platform evolution Legal Technology & Operations Enablement: - Own the technology landscape supporting Legal, including the roadmap, lifecycle, support model, integrations, and continuous improvement of Legal applications - Partner with Legal leadership and Legal Operations to translate business processes into effective technology solutions across areas such as contract lifecycle management, legal intake and workflow, e-signature, document and knowledge management, and other legal operations capabilities - Assess the current Legal application portfolio for capability gaps, duplication, risk, adoption, integration needs, and opportunities for rationalization or automation - Establish technology governance and operating discipline for Legal systems, including ownership, access, data, vendor management, release planning, support, and lifecycle management - Ensure Legal technology solutions integrate appropriately with the broader enterprise ecosystem, including ERP, procurement, HR, identity, collaboration, and data platforms - Identify practical opportunities to use AI and automation to improve contract review, intake, knowledge retrieval, workflow efficiency, and other Legal operations use cases while partnering with Security, Privacy, and Legal stakeholders on appropriate controls HR Platform Strategy & Roadmap: - Own the long-term HCM platform technical roadmap, evaluating organizational and technical readiness to scale beyond the current solution as the business grows - Partner with People leadership to assess platform fit — including capability gaps, integration complexity, security, data, supportability, and total cost of ownership — without anchoring prematurely to any single vendor - Lead the Technology workstream for structured, objective platform and vendor evaluations, bringing market knowledge, architecture judgment, and enterprise standards - Ensure platform decisions account for integration with the broader enterprise technology landscape, including ERP, finance, supply chain, identity, data, and collaboration platforms - Stay current on the enterprise HCM market, emerging capabilities, and best-fit criteria for high-growth organizations AI, Automation & Innovation: - Maintain a forward-looking perspective on how AI and automation are reshaping HR and Legal technology, while grounding recommendations in clear business use cases, data readiness, risk, and enterprise standards - Evaluate and pilot capabilities that can reduce administrative burden, improve decision quality, accelerate workflows, and improve employee or functional user experience - Partner with HR, Legal, Security, Data, Architecture, and Technology leadership to shape practical AI roadmaps for the supported functions - Ensure data, integration, access, and governance foundations are sufficient to support responsible AI and analytics capabilities as they mature Technology Landscape Oversight: - Serve as the single point of Technology visibility for HR and Legal applications and related SaaS platforms - Maintain a clear view of the value, health, lifecycle, cost, technical debt, and risk profile of each solution, rationalizing the portfolio over time to reduce fragmentation - Ensure integrations and dependencies across HR, Legal, and the broader enterprise technology and data environment are understood, documented, monitored, and governed - Oversee the health and evolution of connected HR systems such as ATS, LMS, workforce management, total rewards, and employee engagement platforms, as well as Legal systems supporting contracts, workflow, documents, and related operations - Ensure high standards for data integrity, system interoperability, access controls, privacy, security, auditability, and compliance with enterprise technology standards - Own or coordinate vendor and SaaS lifecycle management for the supported portfolio, including performance, roadmap alignment, renewals, and technical dependencies Now Requirements: list: - Bachelor’s degree in Information Systems, Computer Science, Business, Human Resources, or related field. - 7+ years of experience owning or supporting enterprise applications in a business-facing Technology capacity, with meaningful experience in HR technology; exposure to Legal technology is strongly preferred - Proven track record as a trusted Technology partner to functional leadership — able to translate business needs while maintaining clear technology ownership and standards - Hands-on experience with at least one enterprise-grade HCM platform (SAP SuccessFactors, Workday, Oracle HCM, or equivalent) - Demonstrated experience stabilizing, maturing, or optimizing an underdeveloped enterprise application environment, not just implementing net-new systems - Strong understanding of core HR processes including Hire-to-Retire, Recruit-to-Onboard, Talent Management, Learning & Development, and Workforce Planning - Working knowledge of Legal technology and Legal Operations processes, such as contract lifecycle management,