Senior Manager, Payroll and People Operations

We need to output HTML fragment with sections for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. The posting includes: About the company description (maybe "About the role"? Actually "The Role" heading is present. We can treat that as "About the role". Then responsibilities: "What You Do" with subsections: Payroll Leadership, Benefits & Leave Program Ownership, HR Operations & Systems, Governance & Reporting, Compensation & Total Rewards, People Leadership, Other Duties as Required. Those are responsibilities. Then requirements/qualifications: "What You Bring" includes education, experience, knowledge, etc. Could split into Requirements and Qualifications? The instruction says use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to decide which sections to include based on content. We have no explicit Pay or Schedule info. So we should NOT include Pay or Schedule sections because posting does not state them. Benefits: there is benefits program ownership details; we could include a Benefits section summarizing benefits info. However the Benefits section is part of responsibilities; but we could still create a Benefits section with details about health insurance, retirement plans, etc. The instruction: "Prefer a few substantive sections over many thin ones." So we could combine Benefits into Responsibilities or have separate Benefits if substantive. The posting includes details about benefits program ownership, plan design, etc. That's substantive. So we can include a Benefits section. Skills: maybe we can extract skills from "What You Bring": AI usage, vendor management, project management, communication, organizational skills, discretion, etc. Could create a Skills section. Requirements: education, experience, certifications. Qualifications: maybe similar to requirements; but we could treat Requirements as mandatory experience/education, Qualifications as preferred assets (CPP/PLP, Quebec payroll experience, etc). But we need to avoid filler. We'll include both if there is distinct content. Let's parse: About the role: The company description and role overview (first paragraphs before "The Role"). Responsibilities: The "What You Do" section with subpoints. Requirements: Bachelor's degree preferred; PLP or CPP designation or actively working toward one; 10+ years progressive payroll, benefits, HR ops experience including multi-entity cross-border; Quebec payroll experience strong asset; 3-5 years people leadership; In-depth knowledge of US and Canadian payroll, tax, benefits regulations; familiarity with pay equity and transparency; Working knowledge of compensation practices or aptitude; Experience owning/administering HRIS (BambooHR); Familiarity with EOR arrangements and job classification/FLSA exemption analysis asset; Genuine daily user of AI tools; Prior experience operating as both player and coach; Strong vendor management and project management skills; High degree of discretion; Excellent communication and organizational skills. Qualifications: Could be similar but maybe we treat "Preferred" items as Qualifications: PLP/CPP designation, Quebec payroll experience, familiarity with EOR, job classification/FLSA exemption analysis, experience with compensation practices, etc. But we need to avoid duplication. Perhaps we combine Requirements and Qualifications into one section? But instruction says we can use both headings if content exists. We'll split: Requirements = mandatory: Bachelor's degree preferred (maybe still requirement), 10+ years experience, 3-5 years people leadership, in-depth knowledge of US/Canadian payroll/tax/benefits, working knowledge of compensation practices or aptitude, experience owning/administering HRIS, genuine daily user of AI tools, prior experience as player/coach, strong vendor management/project management, discretion, communication/org skills. Qualifications = preferred/assets: PLP or CPP designation or actively working toward one, Quebec payroll experience strong asset, familiarity with EOR arrangements (Rippling) and job classification/FLSA exemption analysis asset, experience owning/administering HRIS (maybe already), familiarity with compensation practices benchmarking, etc. But there is overlap. We'll try to keep distinct. Skills: maybe list AI usage, vendor management, project management, communication, organizational, discretion, coaching, etc. Could be extracted from "What You Bring". But we already have many of those in requirements. To avoid thin sections, maybe we skip Skills and incorporate into Requirements/Qualifications. However instruction says we can include Skills if substantive. We'll see if we have enough distinct skill items: AI tools usage (Claude, Copilot), vendor management, project management, communication, organizational, discretion, coaching/people leadership, HRIS administration, compensation analysis, payroll processing, benefits administration, leave management, compliance, reporting. That's substantive. Could create Skills section. Benefits: details about benefits program ownership: health insurance, retirement plans, related offerings, plan design, vendor/broker strategy, renewals, rates, administrative standards, escalation, leave management program, policy design, jurisdictional compliance, open enrollment, etc. That's substantive. Pay: none. Schedule: none. Thus output sections: About the role, Responsibilities, Benefits, Skills, Requirements, Qualifications (maybe order: About the role, Responsibilities, Benefits, Skills, Requirements, Qualifications). Ensure we use

for each heading. Use

• for lists. Use

  for prose. We must not repeat job title as heading. Not include Job ID etc. We must remove boilerplate: EEO statement, accommodations, contact info, etc. Also remove "AI is central to how Versaterm builds..." paragraph at end (that's boilerplate). Also remove "Versaterm is an equal opportunity employer..." etc. We need to preserve all substantive information. Let's extract content. First, About the role: The initial paragraphs before "The Role": "The Company Versaterm is a PE-backed, high-growth SaaS company building a fully integrated platform across the entire public safety ecosystem — dispatch, law enforcement, forensics, courts, and beyond. We've grown through strategic acquisitions and deep product investment. What connects all of it is a single purpose: give public safety agencies the tools and insights to make better decisions in high-stakes moments. When a 911 call is answered, a detective investigates a case, or a forensic lab processes evidence, there's a good chance our software is working behind the scenes. That's been true for over four decades. AI is central to where we're going. Not as a feature but as core infrastructure. We're embedding intelligence directly into the workflows our customers rely on every day, and we're doing it alongside them. Our customers tell us what the mission demands. We build what answers it. This work attracts a specific kind of person — someone who wants to be pushed by great people, build things that outlast a sprint cycle, and go home knowing the work connected back to something real." That's about the company and role context. We'll put that in About the role. Responsibilities: Under "What You Do". We'll break into subpoints maybe as list items. Could keep subheadings? But we only allowed

  for section headings; subheadings not specified. We can just list responsibilities as

  • each bullet. Could include the subheadings inside li text. Let's extract each responsibility block: - Payroll Leadership: Own accurate, timely payroll processing — semi-monthly for U.S. and Canadian entities, biweekly for Quebec — including ad hoc payments, commissions, and bonuses. Maintain the ability to personally step in and run a full payroll cycle in any entity; this is a working leadership role, not a purely administrative one. Ensure compliance with federal, state, provincial, and Quebec-specific payroll tax regulations, including statutory and year-end filings (e.g., W-2s, T4s, T4As, RL-1s, T2200s), and maintain accurate state/provincial tax registrations and agency accounts. Act as data steward and primary partner to the payroll vendor (ADP) and own the Employer of Record (EOR) relationship (Rippling) for countries outside of North America; Support payroll and benefits integration for newly acquired entities as needed. Own payroll budgeting, forecasting, and internal controls — including recurring data validation and audit practices — and document processes to reduce key-person dependencies. - Benefits & Leave Program Ownership: Own the benefits program — health insurance, retirement plans, and related offerings — including plan design, vendor/broker strategy, renewals, rates, administrative standards, and escalation for vendors and third-party administrators. Own the leave management program end-to-end: policy design, jurisdictional compliance, and personal ownership of complex or high-risk cases. Ensure benefits and leave administration comply with applicable regulations — including ACA, ERISA, COBRA, FMLA, ADA, and Section 125, and Canadian/Quebec equivalents (ESA, EI, CPP, CNESST) — as well as privacy requirements for employee health information. Lead annual open enrollment across US and Canadian entities, including employee communications, education, and enrollment support in collaboration with benefits brokerages. - HR Operations & Systems: Own the HRIS (BambooHR) as system administrator, ensuring data integrity, clean workflows, and reliable reporting. Own People & Culture policy and compliance programs ensuring they are effective, well-documented, and audit-ready. Drive continuous improvement in HR service delivery, standardizing processes and closing gaps in the employee and manager experience. Use AI as a standard working tool across the role — for payroll and benefits analysis, compensation modeling, policy drafting, and reporting. - Governance & Reporting: Oversee recordkeeping and retention for payroll, benefits, and HR files in line with privacy requirements. Manage budgets across payroll, benefits, and HR operations, monitoring and reconciling spend. Support internal and external audits related to payroll, benefits, and HR operations. Support required workforce reporting (e.g., EEO-1) by maintaining accurate job classification data. - Compensation & Total Rewards: Administer and maintain the compensation framework — pay bands, job classification, and market benchmarking — in partnership with the CHRO. Support the annual compensation cycle, including budget planning, calibration, and recommendations for new hires, promotions, and equity adjustments. Ensure compensation practices comply with pay equity and pay transparency requirements across applicable jurisdictions. - People Leadership: Manage, coach, and develop a team across payroll and People & Culture operations, acting as both a player and a coach, and support team member professional growth. Partner cross-functionally with Finance, HR Business Partners, IT, and the CHRO. Provide front-line and escalated support to employees on payroll, benefits, leave, and compensation matters. Model discretion and confidentiality in handling sensitive employee and compensation information. - Other Duties as Required: Perform other related duties as assigned to support team objectives, departmental needs, and overall organizational priorities. Now Benefits section: Could be separate but we already have Benefits & Leave Program Ownership under responsibilities. However we could still create a Benefits section focusing on benefits program details. But to avoid duplication, maybe we keep Benefits as part of Responsibilities. However instruction says we can include Benefits section if posting actually states them. It does state benefits program details. We could still include a Benefits section summarizing that info, but we would be duplicating content from responsibilities. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." It doesn't forbid duplication, but better to avoid redundancy. However we need to include a Benefits section only if we have real specific content for it. We have that content in responsibilities. Could we move that content to Benefits section and remove from responsibilities? That would still preserve all info. But then responsibilities would lose benefits details. Might be okay to separate. Let's decide: We'll create a Benefits section with the benefits program details (health insurance, retirement plans, plan design, vendor/broker strategy, renewals, rates, administrative standards, escalation, leave management program, policy design, jurisdictional compliance, open enrollment, etc.). Then responsibilities section will exclude the benefits & leave program ownership bullet (or we could keep a short note). But to preserve all info, we need to ensure that info appears somewhere. If we put