People Operations Manager

Key Responsibilities

• HRIS & PEO Management
• Serve as primary Rippling administrator, owning configuration, workflows, integrations, access controls, and data integrity across all People systems
• Manage the PEO relationship day-to-day, including employee data accuracy, carrier feeds, and vendor escalations; serve as the internal expert on PEO capabilities and limitations
• Lead evaluation and execution of future system migrations, including planning and executing a PEO-to-in-house transition as the company scales
• Lead UAT for system upgrades; serve as internal escalation point for HRIS issues and vendor coordination
• Payroll, Benefits & Leave Administration
• Lead end-to-end payroll processing across multiple entities (MSO and PC), including off-cycle, bonus, and complex transactions; serve as first point of escalation for all payroll issues
• Process and audit compensation changes — salary adjustments, promotions, off-cycle increases, and bonus payouts — ensuring accuracy, proper approvals, and timely execution in payroll
• Apply familiarity with healthcare/provider payroll structures, including wRVU-based compensation models
• Administer benefits across MSO and PC structures, including open enrollment and employee inquiries
• Manage all leave of absence programs end-to-end (CFRA, PDL, PFL, SDI, STD/LTD, parental leave, Workers’ Compensation), including top-up calculations, EDD/Guardian coordination, and return-to-work
• HR Operations & Compliance
• Own core People Operations workflows: onboarding, offboarding, job changes, and org updates - and build the SOPs, playbooks, and process guides that make them scalable
• Maintain HR compliance across the employee lifecycle: I-9s, new hire reporting, multi-state obligations, required postings, and record-keeping
• Monitor changes to California and federal employment law; proactively flag necessary policy or process updates
• Support audits, regulatory filings, and data requests (e.g., 401(k), workers’ comp)
• Data & Reporting
• Maintain accurate employee records and build recurring People metrics: headcount, turnover, compliance tracking, benefits participation, and leave utilization
• Provide ad hoc reporting and analysis to support management decisions and cross-functional requests

Required Qualifications

• 4–6 years in People Operations or HR Operations in a fast-paced, multi-entity or multi-state environment
• Strong hands-on HRIS experience - Rippling strongly preferred; must be able to own system administration, not just end-user functionality
• Experience operating within a PEO environment, with working knowledge of PEO structures, limitations, and transition planning
• Solid payroll operations experience with deep California wage and hour expertise, multi-entity payroll processing, and compensation change administration
• Hands-on California leave administration experience (CFRA, PDL, PFL, SDI, Workers’ Compensation)
• Demonstrated ability to build processes, SOPs, and infrastructure from scratch
• Exceptional attention to detail; able to manage sensitive information with discretion and operate independently in a fast-moving environment
• Experience in a healthcare or clinical organization, including familiarity with provider compensation structures (e.g., wRVU-based pay)
• Experience supporting or leading a PEO-to-in-house transition or HRIS migration