People Standards & Operations Manager

Position Summary

The People Standards & Operations Manager leads the execution and continuous improvement of foundational People Operations processes, systems, and policies that support the end-to-end employee lifecycle. This role maintains expert-level knowledge of federal and state employment mandates and evaluates regulatory changes to minimize organizational risk across payroll, benefits, Workers’ Compensation, and day-to-day HR operations.

Operating within an HR People Partner (HRPP) model and in close partnership with Centers of Excellence (COEs), this role ensures operational excellence, compliance, and scalable service delivery. The People Standards & Operations Manager oversees HR data integrity, HRIS administration, employee transactions, payroll governance, Workers’ Compensation administration, policy governance, and regulatory compliance—enabling HRPPs to focus on strategic advisory work and COEs to deliver specialized programs aligned to organizational priorities.

Odyssey House’s Core Values  

• Integrity (I) – We do what is best for the clients and community. Always
• Wholeheartedness (W) – We are sincere in our commitment towards a better life for all. 
• Connection (C) – We seek opportunities to engage with one another. 
• Personal Growth (G) – We are curious about how to be better versions of ourselves.  

Schedule: Monday - Friday 8 am - 5 pm

Full-Time Benefits Include:

• $9,000/year tuition eligibility
• Paid continuing education/training opportunities
• Monthly incentives and awards
• Casual dress and atmosphere
• Health insurance: medical, dental, vision, FSA, long & short-term disability
• Competitive 403b match after 1 year 
• Accrue up to 34 paid days off annually 
• Wellness perk: convert ½ of unused sick time to vacation at year-end
• Sabbatical program after 5 years of service (we pay you to take a vacation!)
• On-demand pay – access earned wages early (conditions apply)
• Extra time off & gift packages for employees after 90 days
• 24/7 Employee Assistance Program (EAP) for mental health and more

Key Responsibilities

HR Operations Leadership

• Lead and oversee the People Operations team responsible for employee lifecycle transactions, including onboarding, job and position management, compensation changes, terminations, offboarding, benefits eligibility, leave coordination, and Workers’ Compensation administration.
• Oversee end-to-end payroll processing and accuracy in close coordination with Finance.
• Serve as the primary escalation point for complex People Operations, payroll, HRIS, leave, and Workers’ Compensation issues.
• Develop, maintain, and enforce operational playbooks, SLAs, and standardized workflows.

Payroll Management & Governance

• Direct operational payroll execution by overseeing employee data changes, compensation adjustments, garnishments, Workers’ Compensation wage impacts, and leave-related accruals.
• Perform final validation of payroll prior to release, ensuring accuracy of wages, retroactive adjustments, and tax setup.
• Serve as the subject matter expert for federal and state wage and hour compliance, including final pay and earned time off payouts.
• Partner with Finance on GL mapping, funding approvals, and audit controls.
• Manage payroll & holiday l calendars, deadlines, and stakeholder communications.
• Maintain data integrity across HRIS, Time & Attendance, benefits, and payroll systems.
• Lead post-payroll audits, root-cause analysis, and corrective actions.
• Establish operational guidelines for supplemental earnings and Workers’ Compensation pay coordination.

Leave, Disability & Workers’ Compensation Governance

• Serve as the primary relationship manager for third-party leave administrators and Workers’ Compensation carriers.
• Oversee end-to-end integration of leave, disability, and Workers’ Compensation data between TPAs, HRIS, and Payroll.
• Ensure accurate application of disability offsets, Workers’ Compensation wage replacement, benefit arrears, and salary continuation.
• Monitor compliance with FMLA, state leave laws, ADA requirements, and Workers’ Compensation regulations.
• Act as the internal escalation point for complex or disputed leave or Workers’ Compensation cases.
• Partner with HRPPs and leaders to support return-to-work programs, transitional duty, and job accommodations.
• Review Workers’ Compensation claims trends, loss runs, and experience modifiers to identify risk and improvement opportunities

Compensation & Benefits Operations

• Execute approved compensation transactions and ensure accurate payroll application of earnings, deductions, and taxes.
• Support COEs in operational execution of merit cycles, incentive payouts, and benefits renewals.
• Oversee operational administration of Health & Welfare benefit plans in alignment with plan documents.
• Serve as the operational liaison for benefits brokers, carriers, and Workers’ Compensation vendors.
• Lead annual Open Enrollment operational execution, including system testing and data validation.
• Oversee administration of retirement plans (403(b)/401(k)), including contributions, loans, and testing support.
• Ensure accurate application and reconciliation of benefit premiums, employer contributions, and leave- or Workers’ Compensation-related deductions.

Process Optimization & Continuous Improvement

• Automate payroll-adjacent and Workers’ Compensation-adjacent workflows to reduce manual effort and errors.
• Improve handoffs between HRPPs, COEs, Payroll, and Finance.
• Track and analyze KPIs related to payroll accuracy, retro pay volume, and claims processing timelines.

HRIS & Data Governance

• Maintain HRIS configuration supporting payroll, benefits, leave, and Workers’ Compensation accuracy.
• Conduct routine audits of pay rates, deductions, leave balances, tax setup, garnishments, and classification data.

Compliance & Policy Administration

• Ensure operational compliance with FLSA, wage and hour laws, Workers’ Compensation statutes, state final pay rules, PTO payout practices, and benefits eligibility requirements.
• Support internal and external audits related to payroll, employment records, and Workers’ Compensation.

Operational Support to HRPPs & COEs

• Provide reporting and operational insights related to payroll, benefits, leave, and Workers’ Compensation.
• Translate strategic recommendations into executable, auditable operational workflows.

Team Leadership

• Lead, coach, and develop the People Operations and Payroll support team.
• Ensure cross-training, continuity, and consistent operational coverage.
• Promote a culture of accuracy, accountability, and proactive risk management.

Success Measures

• Payroll accuracy rate greater than 99.8%.
• Reduced retroactive pay and post-processing corrections.
• Timely execution of all lifecycle-driven compensation, benefits, leave, and Workers’ Compensation actions.
• Clean audit results across payroll, employment, and Workers’ Compensation records.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Accounting/Finance, or a related field, or equivalent experience.
• Seven or more years of progressive HR experience, including five or more years in People Operations, HR Operations, or HRIS administration.
• Two or more years of payroll processing or payroll operations responsibility.
• Demonstrated experience administering Workers’ Compensation programs, including claims coordination and return-to-work support.
• Expert knowledge of federal and state employment laws, including FLSA, FMLA, ADA, COBRA, ACA, ERISA, wage and hour laws, Workers’ Compensation requirements, and state final pay rules.
• Hands-on experience with HRIS and time and attendance systems (e.g., Paylocity, Workday, UKG, BambooHR, ADP).
• Advanced Excel and data analysis skills.
• Proven ability to document, standardize, and operationalize HR programs.
• Strong leadership skills with experience developing operational teams.
• High level of discretion and sound judgment in handling confidential information.

Preferred Qualifications

• Experience in nonprofit healthcare, behavioral health, or other regulated environments.
• SHRM-CP/SCP or HRCI PHR/SPHR certification.
• Experience supporting regulatory, accreditation, or payer audits.
• Experience working within shared-services or HRPP operating models.

Employment offers are contingent upon successful completion of required pre-employment screenings, which may include background checks, fingerprinting, applicable sex offender registry screenings for Adult Residential roles, and other position-related verifications. Roles requiring driving are subject to a Motor Vehicle Record (MVR) review and valid Utah driver’s license.

All employees of Odyssey House are required to adhere to: Odyssey House mission, philosophy, and scope of service; Division of Human Services Code of Conduct and all other relevant service contract requirement standards; ensuring a safe environment for all clients and staff; providing exemplary customer service to both internal and external customers; fostering a positive work environment; ensuring high-quality client care within the scope of the assigned position.

Each employee is expected to clearly understand roles and responsibilities regarding the following: Specific job position, time management, personnel file requirements, client record system, incident reporting, mandatory training requirements, maintaining proper client boundaries, and individual rights of clients and staff.

Physical Demands of the Job: Ability to lift up to 15 lbs., drive (or adequate alternate transportation), sit for prolonged periods, and perform light to moderate physical activity at times.  

EEOC Statement: Odyssey House is an equal-opportunity employer. All aspects of employment, including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and business needs. We do not discriminate based on race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.