People and Culture Operations Lead

Description

Cuhaci Peterson is seeking a highly organized and service-oriented People & Culture Operations Lead to oversee the day-to-day operations of the People & Culture function. Supporting a multi-state workforce, this role serves as the operational backbone of the department, leading employee lifecycle administration, HR systems management, payroll coordination, compliance, workforce 

reporting, and employee support services. The People & Culture Operations Lead drives process improvement, operational efficiency, and data integrity while ensuring a consistent, compliant, and employee-focused experience that supports Organizational growth and delivers exceptional service to employees and leaders across the firm

Qualifications

Education & Experience

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred.
• 5+ years of progressive experience in HR operations, human resources administration, 
• payroll, or related functions.
• Experience supporting a multi-state workforce preferred.
• Professional services, architecture, engineering, consulting, or similar industry experience 
• preferred.
• Experience administering HRIS systems and supporting workforce reporting and analytics.

Knowledge & Skills

• Strong knowledge of HR operations, employee lifecycle administration, payroll processes, and employment compliance.
• Experience with HRIS platforms such as Paylocity, ADP, UKG, Workday, or similar systems.
• Advanced proficiency in Microsoft Excel and workforce reporting.
• Exceptional organizational skills and attention to detail.
• Strong analytical, problem-solving, and process improvement capabilities.
• Excellent written and verbal communication skills.
• Ability to manage multiple priorities while meeting deadlines.
• Ability to handle highly confidential information with professionalism and discretion.
• Strong customer service orientation and commitment to delivering an exceptional employee experience.

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Experience supporting a growing, multi-office organization.
• Experience developing HR processes, policies, and operational procedures. 

Success Measures

• Accuracy and integrity of employee and HRIS data.
• Timely and accurate payroll administration.
• Efficient onboarding and offboarding execution.
• Regulatory compliance and audit readiness.
• Employee satisfaction with People & Culture services and support.
• Timely completion of workforce reporting and analytics.
• Process improvement and operational efficiency gains.
• Successful administration of employee lifecycle and compliance activities.
• Positive contribution to employee engagement and workplace culture

Essential Responsibilities

1) People & Culture Operations

• Serve as the primary administrator for People & Culture operational processes, policies, and procedures.
• Develop, document, and maintain standard operating procedures to ensure consistency and compliance across the employee lifecycle.
• Identify opportunities to improve efficiency through process enhancements, automation, and system optimization.
• Act as a trusted resource for employees and managers regarding People & Culture programs, policies, and employment-related questions.
• Support the execution of department initiatives, projects, and organizational priorities.

2) HRIS, Data Management & Reporting

• Maintain the integrity, accuracy, and security of employee data within the HRIS.
• Process employee status changes, compensation updates, promotions, transfers, and organizational changes.
• Generate and analyze workforce metrics including headcount, turnover, retention, absenteeism, and staffing trends.
• Prepare recurring and ad hoc reports for leadership to support business decisions and
• workforce planning.
• Conduct regular audits to ensure data accuracy and compliance.
• Create reports, dashboards, and workforce analytics to support strategic decision-making.

3) Payroll Administration & Coordination

• Partner with Finance and payroll providers to ensure timely and accurate multi-state payroll processing.
• Review payroll changes, employee updates, and supporting documentation for accuracy.
• Assist with payroll audits, reporting requirements, and issue resolution.
• Maintain payroll-related records and ensure compliance with applicable regulations.
• Support annual compensation updates, bonus administration, and employee compensation records.

4) Employee Lifecycle Administration

• Coordinate onboarding activities including background screening, employment documentation, I-9 verification, HRIS setup, and new hire orientation.
• Ensure a positive and efficient onboarding experience for all new employees.
• Administer employee changes including promotions, transfers, compensation adjustments, and employment status updates.
• Manage offboarding processes, exit interviews, separation documentation, and final employment records.
• Coordinate leave of absence administration and maintain related documentation.
• Maintain personnel files and employee records throughout the employment lifecycle.

5) Compliance & Policy Administration

• Support compliance with federal, state, and local employment laws across all company locations.
• Maintain employee records, required employment documentation, labor law postings, and policy acknowledgments.
• Coordinate EEO-1 reporting, unemployment claims administration, and compliance-related audits.
• Assist with workplace investigations, corrective actions, and documentation as needed.
• Track professional licenses, certifications, continuing education requirements, and related records.
• Maintain and update employee handbook content, policies, forms, and People & Culture documentation.

6) Employee Experience & Engagement

• Support employee engagement, recognition, wellness, and culture initiatives.
• Coordinate employee communications and department-wide announcements.
• Assist with employee events, celebrations, service awards, volunteer initiatives, and culturebuilding activities.
• Partner with department leaders to promote a positive, inclusive, and engaging workplace environment.
• Serve as a responsive and approachable resource for employee support and guidance.
• Support performance management, employee surveys, and other organizational development initiatives.