HR Total Rewards Operations - Assistant Vice President

About The Role The Assistant Vice President, HR Operations for Total Rewards will serve as the People team’s key operational and technology partner for global Total Rewards programs, including benefits, payroll, retirement, compensation, and leaves. Reporting to the Vice President, HR Technology, this role will improve the systems, data, integrations, and processes that support these programs.

Partnering closely with Total Rewards colleagues and other HR team members, this role will understand business needs, assess processes, identify requirements and dependencies, and translate these into practical system and operational solutions. The incumbent will also configure and test HR system functionality and oversee related work performed by third-party consultants, vendors, or technology partners. This is a hands-on individual contributor role for someone who combines HR functional knowledge, systems experience, project management, analytical thinking, and a consultative, solution-oriented mindset.

Responsibilities

• Translate Total Rewards program requirements into operational workflows, functional specifications, system configuration, reports, controls, and integration designs, supported by clear documentation.
• Apply benefits and payroll expertise to assess how requirements affect employee records, eligibility, deductions, payroll results, vendor files, reporting, compliance, integrations, and employee experience.
• Analyze how evolving requirements affect employee records, eligibility, deductions, payroll results, vendor files, reporting, compliance, and the employee experience.
• Provide dedicated support for annual and recurring processes, including open enrollment, plan-year configuration, payroll changes, annual limits and rate updates, vendor and carrier implementations, integration changes, and other scheduled projects.
• Evaluate configuration and enhancement requests by clarifying the business problem, assessing impacts and dependencies, identifying risks, and recommending scalable solutions.
• Partner with external implementation and support resources while maintaining internal ownership of requirements, design decisions, configuration, testing, and solution quality.
• Review vendor recommendations critically to ensure proposed solutions address the underlying business need and are appropriate for the broader HR technology environment.
• Maintain documentation of system configurations, business rules, technical dependencies, decision rationales, and approved changes.
• Partner with internal and external technical resources and relevant HR subject matter experts to design, test, implement, monitor, and troubleshoot data feeds and system integrations.
• Develop a detailed understanding of inbound and outbound interfaces, including file layouts, field mappings, transformation rules, timing, dependencies, validation, error handling, reconciliation requirements, and downstream impacts.
• Conduct root-cause analysis when system, data, payroll, eligibility, or integration issues occur, and lead sustainable corrective actions. Ensure defects are documented, prioritized, resolved, retested, and formally closed.
• Promote clear ownership and governance for critical data elements, interfaces, operational controls, and issue resolution.
• Partner with HR stakeholders to understand business objectives, pain points, plan/policy requirements, service expectations, and operational risks.
• Identify opportunities to eliminate unnecessary steps, reduce manual intervention, strengthen controls, improve service delivery, and automate repeatable work.
• Support the development of a more resilient HR operating environment that reduces dependency on individual knowledge and third-party resources.

Qualifications

• 7+ or more years of progressive experience in payroll operations, benefits operations, HR business analysis or HR technology
• Experience implementing and managing Benefits, Payroll, Core HR, Reporting, and related modules within enterprise human capital management platforms such as Ceridian/Dayforce, including enhancements, upgrades, testing, release management, and production support
• Experience implementing and supporting HR data integrations, especially inbound and outbound carrier feeds
• Experience supporting annual and recurring HR processes, including open enrollment, plan-year configuration, payroll changes, rate updates, vendor and carrier implementations, and related integration …