VP of HR Ops

About the role

Eurofins Scientific is an international life sciences company providing analytical testing services across industries to ensure product safety, authenticity, and accurate labeling. With over 65,000 staff across 950+ companies in 57 countries and 800+ laboratories, Eurofins serves major clients globally and generated €7.3 billion in revenue in 2026. The Payroll / Benefits Vice President will lead strategy, governance, compliance, and delivery of payroll and employee benefits programs for approximately 13,500 U.S. employees across multiple legal entities.

Responsibilities

• Lead U.S. payroll operations for a large, multi-state workforce, ensuring accurate, timely, and compliant payroll processing across pay frequencies, employee types, locations, and business units.
• Oversee administration, governance, and employee experience of health and welfare, retirement, leave, wellness, voluntary, and other benefit programs, including self-insured medical and dental plans.
• Ensure compliance with federal, state, and local payroll, tax, wage and hour, benefits, ERISA, ACA, COBRA, HIPAA, FMLA, and other applicable employment-related regulations.
• Collaborate with HR, Legal, HRIS, and external advisors to resolve complex employee pay, time, tax, leave, and benefits matters.
• Manage executive compensation programs, including annual incentive, long-term incentive, deferred compensation, and executive benefit arrangements, ensuring accurate administration, documentation, approvals, payroll coordination, and alignment with plan terms and Group systems.
• Establish and maintain payroll and benefits policies, procedures, internal controls, audit practices, and documentation.
• Partner with Finance and Accounting on payroll funding, reconciliations, accruals, general ledger integrations, audits, reporting, and financial controls.
• Lead, develop, and coach payroll and benefits teams, building capability, accountability, customer service orientation, and career development.
• Manage vendor and broker relationships, including payroll providers, benefits administrators, brokers, auditors, and technology partners.
• Drive annual benefits planning, open enrollment, renewal analysis, plan design recommendations, rate setting, employee communications, and implementation activities.
• Own payroll and benefits system performance, data integrity, integrations, reporting, access controls, testing, upgrades, and process automation in partnership with HRIS and IT.
• Monitor service levels, issue resolution, compliance trends, root causes, employee inquiries, and KPIs to improve accuracy, timeliness, efficiency, and employee satisfaction.
• Lead merger, acquisition, restructuring, new entity, and workforce expansion activities related to payroll setup, tax registrations, benefits eligibility, plan transitions, and employee communications.
• Prepare executive-level reporting and recommendations on payroll operations, benefit costs, compliance risk, process improvement, workforce trends, and program effectiveness.
• Foster equitable, inclusive, and accessible payroll and benefits practices for a geographically dispersed and diverse workforce.

Qualifications

Basic Minimum Qualifications

• Bachelor’s degree in Human Resources, Accounting, Finance, Business Administration, or a related field; equivalent experience may be considered.
• Minimum of 10 years of progressive payroll, benefits, HR operations, finance operations, or total rewards experience, including leadership of teams and enterprise-scale programs.
• Demonstrated experience leading payroll and benefits for a complex, multi-state U.S. workforce, preferably in an organization with several thousand employees.
• Deep knowledge of U.S. payroll tax, wage and hour requirements, garnishments, year-end processing, W-2 reporting, ACA reporting, ERISA, COBRA, HIPAA, FMLA, and related compliance obligations.
• Experience managing payroll and benefits vendors, brokers, carriers, third-party administrators, auditors, and outside counsel or consultants.
• Experience leading and managing a self-insurance medical and dental plan, including rate setting, IBNR analysis, broker interaction, and recommendations to senior executives.
• Experience administering or overseeing executive compensation programs, including annual bonus plans, long-term incentive plans, equity or phantom equity awards, deferred compensation, executive severance, change-in-control arrangements, and executive benefit programs.
• Working knowledge of executive compensation governance, regulatory, tax, accounting, and disclosure considerations, including Section 409A, Section 162(m), SEC proxy disclosure concepts, pay-versus-performance reporting, clawback requirements, and equity compensation accounting considerations.
• Strong understanding of Oracle HCM, payroll, timekeeping, benefits administration, finance, and reporting systems, including integrations and data controls.
• Ability to work with highly confidential executive compensation information and exercise sound judgment, discretion, accuracy, and professionalism.
• Proven ability to lead process improvement, system optimization, compliance remediation, audits, and cross-functional projects in a fast-paced environment.
• Excellent analytical, communication, problem-solving, change management, and executive presentation skills.

Preferred Qualifications

• Certified Payroll Professional (CPP), Certified Employee Benefit Specialist (CEBS), SHRM-SCP, SPHR, CPA, or similar professional certification.
• Experience with large-scale HCM, payroll, timekeeping, and benefits platforms such as Workday, UKG, ADP, Dayforce, Oracle, SAP SuccessFactors, or similar systems.
• Experience supporting decentralized operations, field-based workforces, shared services, multiple legal entities, or organizations with significant acquisition activity.
• Background in evaluating benefits strategy, plan competitiveness, cost containment, employee communications, and compliance risk.

Leadership Competencies

• Operational Excellence: Builds scalable, controlled, and reliable payroll and benefits processes that support a large and complex workforce.
• Compliance Mindset: Anticipates regulatory risk, strengthens controls, and ensures accurate documentation, reporting, and audit readiness.
• Employee-Centered Service: Balances technical accuracy with responsive, clear, and respectful support for employees and leaders.
• Strategic Partnership: Connects payroll and benefits decisions to business priorities, workforce needs, financial impacts, and long-term talent strategy.
• Inclusive Leadership: Leads diverse teams with transparency, accountability, empathy, and commitment to continuous development.
• Data-Driven Decision Making: Uses metrics, trends, benchmarking, and root-cause analysis to improve outcomes and guide recommendations.