People Operations Manager

Requirements

• Education & Experience:
• Bachelor's degree in Human Resources, Business Administration, Finance, or related field.
• 7+ years of progressive HR leadership experience in compensation, benefits, compliance, payroll, and HRIS management.
• Professional certification (i.e. SHRM-CP, SHRM-SCP, PHR, SPHR, CEBS, CCP certification).
• Demonstrated experience partnering with Finance teams on budgeting, accruals, and fiscal reporting.
• Strong knowledge of payroll process compliance and federal/state labor laws.
• Proficiency in HRIS (e.g., UKG) and Microsoft Office Suite.
• Demonstrated leadership and coaching experience.
• Strategic Leadership in anticipating and mitigating compliance risks while aligning People strategy with company goals.
• Experience working in multi-state or multinational environments to manage diverse labor laws, social compliance, and payroll processes.
• Experience mitigating risks, implementing corrective action plans, and strengthening internal controls.
• Experience managing payroll automation and analytics dashboards.
• Experience overseeing compensation, benefits, payroll, and compliance programs for large, distributed organizations (500+ employees).
• Cross-functional experience partnering with Finance, Legal, and Operations teams to implement holistic compliance strategies.
• Master's degree in Human Resources, Business, or related field.
• Certifications: SHRM-SCP, SPHR, CCP (Certified Compensation Professional), or CEBS (Certified Employee Benefit Specialist).
• Experience leading corporate social responsibility and recovery-friendly workplace initiatives.
• Proven track record in managing HR-related budgets and performance reporting.
• CPA certification or coursework in accounting/finance is highly valued.
• Advanced skills in Microsoft Excel (e.g., macros, advanced formulas).
• Experience working with Power BI or other reporting tools to track, analyze, and present HR and financial data.
• Essential Duties and Responsibilities
• Safety
• Support and advance wellness and well-being programs that positively impact employee health, safety, and overall experience.
• Partner with EHS and Operations to strengthen alignment between People practices and Crescent's safety strategy.
• Apply the Crescent Safety Playbook to ensure clarity, consistency, and effectiveness in communication and execution.
• Drive risk mitigation efforts related to workers' compensation and incident reporting by:
• Ensuring accurate, timely documentation and compliance
• Identifying process improvements through a continuous improvement (CI) approach
• Supporting the development of scalable, proactive safety-related People processes
• Quality
• Ensure accuracy, integrity, and timeliness of HRIS, payroll, and benefits data through disciplined audits and reconciliation processes.
• Maintain strong vendor relationships with brokers, carriers, and partners to ensure high-quality service delivery and continuous improvement.
• Support the development and optimization of People systems, tools, and standardized processes (e.g., ST

Benefits

Additional Information

Manager, People Operations The Manager, People Operations serves as a high-impact leader and true strategic operator within the People organization. Reporting to the Vice President of People & Culture, this role acts as the engine behind the function-combining deep subject matter expertise with operational rigor to lead, optimize, and evolve Crescent's People Operations capabilities across performance management, compensation, benefits, payroll, compliance, audit, social responsibility, and analytics. This role ensures Crescent's people programs are competitive, financially sound, and culturally aligned-contributing to the broader People Strategy and fostering a high-performing environment where all people can grow. As both a builder and optimizer, this leader owns the operational foundation of HR-designing, implementing, and continuously improving processes and systems to establish scalable, consistent practices rooted in operational excellence. With a strong focus on employee experience, this role ensures the delivery of effective, seamless processes that support the full employee lifecycle. They deliver actionable reporting and analytics that inform strategic decision-making, workforce planning, and organizational effectiveness, serving as a key enabler of data-driven insights across the business. This is a hands-on leadership role at a pivotal stage of growth-ideal for someone who thrives in building from the ground up, creates order from ambiguity, and excels at developing scalable, sustainable systems. The successful candidate brings a balance of strategic thinking and executional discipline, with a strong orientation toward continuous improvement and employee experience. This Manager of People Compensation and Benefits will operate as outlined in the Crescent Way- 3 P's: Purpose Process People While building on our Values of: Doing it Right Doing it Safe Doing it Well

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