Senior Manager, Payroll and People Operations

Role Overview

The Senior Manager, Payroll and People Operations is a hands-on leader who owns payroll, benefits, leaves, compensation, and HR operations across Versaterm’s U.S., Canadian, and Quebec entities.

What You Will Do

Own accurate, timely payroll processing, maintain compliance with federal, state, provincial, and Quebec-specific payroll tax regulations, and administer the benefits program.

Why It Might Be a Fit

The role combines close, working oversight of payroll with building a reliable, well-run People Operations function and a structured, well-managed approach to compensation and benefits.

Requirements

• 10+ years of progressive payroll, benefits, and HR operations experience
• Multi-entity, cross-border (U.S./Canada) operations experience
• In-depth knowledge of U.S. and Canadian payroll, tax, and benefits regulations
• Familiarity with pay equity and pay transparency requirements
• Working knowledge of compensation practices and benchmarking
• Experience owning or administering an HRIS (BambooHR or similar)
• Familiarity with Employer of Record (EOR) arrangements (Rippling or similar)
• A genuine, daily user of AI tools (Claude, Copilot) in your own work
• Prior experience operating as both a player and a coach
• Strong vendor management and project management skills
• High degree of discretion and professionalism in handling confidential payroll, benefits, and compensation information

Benefits

• Health insurance
• Retirement plans
• Related offerings
• Payroll budgeting and forecasting
• Internal controls
• Data validation and audit practices
• Leave management program
• Employee communications and education
• Enrollment support
• HRIS (BambooHR) administration
• People & Culture policy and compliance programs
• Continuous improvement in HR service delivery
• Recordkeeping and retention for payroll, benefits, and HR files
• Workforce reporting (e.g., EEO-1)
• Compensation framework (pay bands, job classification, market benchmarking)
• Annual compensation cycle
• Pay equity and pay transparency requirements
• Team member professional growth
• Front-line and escalated support to employees
• Model discretion and confidentiality in handling sensitive employee and compensation information

Tagged as: Forecasting, Project Management