People Experience (PX) Operations Manager (Remote, US-Based)

The People Experience (PX) Operations Manager serves as the operational backbone of the HR function (a.k.a. People Experiences) at MTA, ensuring that people-centered processes, systems and programs run efficiently and effectively across the organization. This role is responsible for overseeing day-to-day HR operations including HRIS administration, payroll coordination, compliance and employee lifecycle management from onboarding through offboarding. The PX Operations Manager partners closely with cross-functional leaders to align HR processes with business needs while maintaining a high standard of accuracy, confidentiality, excellence and care. This is a pivotal role for someone who thrives at the intersection of systems thinking and people-first values. Education, Experience & Training Professional fluency in English Multilingual preferred Bachelor’s degree in Human Resources, Business Administration, or a related field required; HR certification (PHR, SHRM-CP, or equivalent) strongly preferred 5+ years of progressive HR operations or generalist experience, with at least 2 years in a role with direct ownership of HR systems and payroll processes Demonstrated experience with HRIS platforms (e.g., ADP Workforce Now, HiBob/Bob, Workday, BambooHR, or similar); proficiency with ADP Workforce Now and HiBob/Bob required Experience supporting multi-state or global workforces preferred Familiarity with 401(k) plan administration, benefits compliance (ERISA, ACA, COBRA) and leave laws (FMLA, state-specific programs) Experience in a fully remote or distributed work environment preferred Knowledge, Skills & Qualifications Deep knowledge of HR compliance requirements, employment law, and best practices at the federal and state level Strong analytical skills with the ability to interpret data, identify trends, and translate findings into actionable recommendations Exceptional attention to detail and accuracy, particularly in payroll oversight, benefits administration, and employee data management Excellent written and verbal communication skills; ability to present complex information clearly to a variety of audiences High degree of discretion and professionalism in handling sensitive and confidential employee information Ability to manage multiple competing priorities effectively in a fast-paced, dynamic environment Strong interpersonal skills with a collaborative, service-oriented approach to working across teams and levels Comfort with ambiguity and a proactive mindset – able to identify gaps and drive solutions without waiting for direction Proficiency with Microsoft Office Suite (Word, Excel, PowerPoint) and experience with project management or collaboration tools Genuine commitment to building inclusive, equitable, and people-centered workplaces Openness to AI and emerging technologies; proactive interest in evaluating and implementing AI tools and automation platforms to enhance operational efficiency; ability to leverage AI-enabled analytics and systems to drive data-informed decision-making while maintaining human-centered business practices Cultural Activator & Digital Security Steward Exemplify and amplify MTA’s core values: Creatively Agile Teaming with Trust Talent Empowered Clarity of Character Service with Soul Sparks/spreads joy and excitement for all things MTA (i.e. culture, initiatives, products, team accomplishments, etc.) Commitment to DEI: Demonstrated commitment to fostering an inclusive and diverse work environment, including the ability to support DEI initiatives (and implement, if applicable to role), as well as promote equity and inclusivity in all aspects of executing duties and responsibilities Responsible for following all MTA policies and procedures related to security controls for the protection of personal or sensitive data and all confidential information; personal and sensitive data is defined as such by GDPR: “confidential information is defined as all data, documents, or materials, in any form or medium, provided to the company that could reasonably be expected to be proprietary to a customer or sponsor; confidential information includes, but is not limited to, any information concerning or relating to the property, products, technology, business and affairs of that customer or sponsor” Provide recommendations for improvements of MTA security controls, when applicable Support company-wide compliance efforts through timely completion of all mandatory security, policies and procedure training HR Systems & Data Integrity Oversee and administer core HR operations including employee records management, HRIS maintenance and data integrity across all people systems Generate and analyze HR metrics and reporting to support leadership decision-making on workforce trends, retention and operational effectiveness Payroll Oversight Serve as the primary liaison with the third-party payroll provider, ensuring accurate and timely payroll execution and resolution of any discrepancies Review and audit payroll outputs, reconciliations and reporting to verify accuracy and compliance prior to finalization Manage payroll-related employee changes (new hires, terminations, status changes, compensation updates) and ensure timely and accurate submission to the payroll provider Monitor payroll compliance with federal, state, and local wage and hour laws, escalating issues and coordinating corrective action, as needed Employee Lifecycle Management Lead employee lifecycle processes including onboarding, offboarding, status changes and leave administration Administer employee benefits programs, including open enrollment, vendor coordination and employee communications Support compensation administration including salary adjustments, job leveling and benchmarking activities Compliance & Policy Maintain and audit compliance with federal, state and local employment laws and regulations; support preparation for audits and regulatory filings Serve as the primary point of contact for HR policy questions, ensuring consistent application of policies across the organization People Resources & Program Development Design, develop and maintain HR resources including but not limited to, employee handbooks, policy documentation, job aids, onboarding materials and manager guides Build and curate a library of people resources that is accessible, current and reflective of organizational values and best practices Lead the design and implementation of people programs and initiatives, such as performance management cycles, engagement surveys and recognition programs Manager Coaching & HR Advisory Serve as a trusted advisor to managers on a wide range of HR matters, including but not limited to, performance management, corrective action, career development and employee relations Provide guidance on workplace accommodations, including ADA-related requests and medically driven modifications, ensuring legally compliant and compassionate outcomes Coach managers on how to approach difficult conversations, document performance concerns and apply HR policies consistently and equitably Partner with managers to identify team-level trends and proactively recommend people strategies to address engagement, retention or performance challenges Communications & Culture Lead the design and implementation of company communications related to HR programs, policies and initiatives Contribute to culture and engagement initiatives, including the coordination of company-wide programs and recognition efforts Process Improvement & Vendor Management Partner with HR leadership to develop, document and continuously improve HR processes and standard operating procedures Manage relationships with external vendors, TPAs and HR service providers Other duties as assigned by MTA leadership. Employee individual group Health Insurance (100% coverage for employee, with option to add spouse and/or dependents) Basic Life Insurance ($50,000 coverage) Short- & Long-Term Disability Optional guaranteed issue Life Insurance Optional supplemental Dental & Vision Insurance Flexible Paid Time Off MTA 401K Plan (MTA will match dollar for dollar the first 3%) Internet reimbursement Remote work environment