What are the responsibilities and job description for the HR Systems & Operations Lead position at Markmonitor Inc.?
JOB SUMMARY
The HR Systems & Operations Lead owns and evolves the company’s HR systems, people data, and operational processes. This role serves as the central point of coordination for HR systems administration, employee records, and people-related reporting, while also acting as a key resource for compensation, benefits, and payroll-related questions, and will support the HR team.
The position supports a globally distributed workforce, including employees paid through a combination of direct payroll and employer-of-record (EOR) partners. As the organization continues to grow and align operations following recent acquisitions, this role plays a critical part in improving consistency, data integrity, and scalable people processes. This is an individual contributor role with meaningful ownership and decision-making authority, reporting to the Director of HR.
ESSENTIAL DUTIES & RESPONSIBILITIES (INCLUDES OTHER DUTIES AS REQUIRED)
HR Systems & Data Management
- Owns the day-to-day administration, integrity, and ongoing optimization of HR systems across a mixed and evolving global technology environment.
- Maintains accurate employee records, workflows, permissions, and reporting across regions, entities, and employment models (direct payroll and EOR).
- Supports system integrations, configuration changes, and process improvements associated with organizational growth and operational alignment.
- Partners with IT, payroll providers, EOR partners, and third-party vendors to troubleshoot issues and improve system functionality.
- Develops and delivers recurring and ad hoc people reports, dashboards, and data analysis to HR and business leadership.
- Conducts regular data audits to identify and resolve inconsistencies, ensuring data integrity and compliance across all HR systems.
- Maintains HRIS process documentation, workflows, and user guidelines to ensure consistent and compliant system usage across the organization.
- Stays current with HRIS platform updates, releases, and emerging HR technology trends; proactively recommends enhancements or process improvements.
Compensation, Benefits & Payroll Support
- Serves as a primary point of contact for employee questions related to compensation, benefits, and payroll, ensuring timely and accurate responses.
- Supports administration of broker-managed benefits programs across regions, including enrollments, life event changes, and open enrollment activities.
- Assists with annual benefits renewals and evaluation of benefits structures as the organization scales globally.
- Supports compensation-related processes, including data preparation for compensation cycles, audits, benchmarking inputs, and reporting.
- Coordinates closely with payroll providers to support accurate processing and resolve discrepancies.
HR Operations & Generalist Support
- Supports core HR operations, including recruiting, onboarding, offboarding, employee lifecycle changes, documentation, and policy administration.
- Ensures reliable record keeping and compliance across U.S. and international employee populations, escalating complex issues as appropriate.
- Assists with standardizing HR processes and documentation across regions and recently acquired entities.
- Provides general HR operational support to employees and managers, contributing to positive and responsive employee experience.
- Contributes to the development of scalable HR processes and systems aligned with private equity operating expectations.
- Builds effective working relationships with internal stakeholders throughout the organization. Provides positive employee experiences.
- Supports HR activities such as employee engagement and performance management.
Workforce Analytics & Reporting
- Develops and maintains HR dashboards and workforce metrics to support data-driven decision-making by HR and business leadership.
- Translates complex HR data into clear, actionable insights for management, supporting headcount planning, attrition analysis, and compliance reporting.
- Supports DEI reporting, compliance filings (e.g., EEO-1), and any other regulatory workforce data submissions.
POSITION REQUIREMENTS
- Strong attention to detail, data accuracy, and process documentation required.
- Comfortable operating independently in a fast-paced, evolving environment required.
- Ability to manage multiple priorities and meet deadlines in a lean team environment.
- Excellent communication and interpersonal skills; able to explain technical HR system concepts clearly to non-technical stakeholders.
- Working knowledge of data privacy principles and employment compliance requirements across U.S. jurisdictions.
EDUCATION & CERTIFICATIONS
- Bachelor’s degree in Human Resources, Business Administration, Information Systems, or related field (or equivalent experience).
- SHRM-CP, PHR, or equivalent HR certification a plus.
- Coursework or certification in HRIS platforms (e.g., Workday, ADP, BambooHR, UKG) preferred.
SKILLS AND EXPERIENCE
- 3–6 years of experience in HR operations, HRIS administration, people operations, or a related HR role.
- Experience managing HR systems and people data; experience supporting system changes or integrations a plus.
- Working knowledge of compensation and benefits administration, including responding to employee inquiries and supporting annual processes.
- Experience supporting multi-state and/or international employee populations, including EOR-supported models.
- Proficiency with at least one HRIS platform (e.g., ADP Workforce Now, Workday, BambooHR, UKG, or similar); ability to learn new systems quickly.
- Strong Excel/Google Sheets skills for data analysis and reporting; familiarity with HR analytics tools or dashboards a plus.
- Demonstrated ability to identify process inefficiencies and implement practical improvements.
- Experience in a PE-backed, high-growth, or post-merger environment is a plus.
TRAVEL
- Minimal (up to 10%) for meetings, training, or business needs.
DISCLAIMER
This job description has been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to the position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the position. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate.