Senior Manager, HR Operations & Total Rewards

Senior Manager, HR Operations & Total Rewards The Kennedy Collective Inc•3.4 Trumbull, CT Job Details Full-time $90,000•$110,000 a year 2 hours ago Qualifications Compensation and benefits strategy Benefits strategy management Supplier management Employment law Regulatory compliance Configuration management HR legal compliance Supervising experience Team management Vendor relationship management

Full Job Description Description:

Job Title:

Senior Manager, HR Operations & Total Rewards Department:

Admin /

HR Reports To:

Chief Human Resources Officer (CHRO)

Work Location:

Trumbull, CT Position Level:

HR Operational Management (C)

Work Schedule:

M-F, 8:00 AM•4:00

PM FLSA Classification:

Exempt (Salaried)

Direct Reports:

2-3

Compensation Range:

$95,000•$110,000/year

ABOUT THE KENNEDY COLLECTIVE

The Kennedy Collective is a Connecticut-based nonprofit organization serving individuals with intellectual and developmental disabilities (ID/DD), veterans, and individuals facing barriers to employment. TKC operates across multi-state locations requiring complex HRIS administration, benefits management, compensation planning, compliance tracking, and regulatory compliance across multiple states and DDS requirements.

POSITION SUMMARY

The Senior Manager, HR Operations & Total Rewards leads all HR operational systems, compensation strategy, benefits administration, leave administration, compliance tracking, and workforce reporting for Kennedy Collective. This role is the operational backbone of the HR department, ensuring HRIS accuracy, multi-state compliance, DDS requirements, and strategic compensation alignment. Accountability includes certification and compliance documentation tracking to ensure CPR, First Aid, Medication Administration, and DDS background check compliance across all divisions.

REPORTING STRUCTURE

Reports to: Chief Human Resources Officer (CHRO) Direct reports: HR Coordinator, Compliance & Certification Specialist (if applicable) Supervises 2-3 operational HR professionals Peer relationship: Coordinates with Senior HR Generalist (HRBP), Talent/Culture, and Training leadership

KEY ACCOUNTABILITIES 1. OWN HRIS

administration and workforce data integrity: Serve as primary HRIS system owner; maintain accurate employee records, configurations, and data quality; execute system upgrades and process improvements. 2.

OWN compensation strategy and execution:

Conduct market analysis, manage salary bands and job classifications, support merit planning cycles, ensure compliance with wage/hour laws and pay transparency requirements. 3. OWN benefits administration and open enrollment: Design and lead annual open enrollment; manage broker and vendor relationships; ensure benefits eligibility accuracy; communicate benefits to workforce. 4.

OWN leave and accommodations administration:

Administer FMLA, CTFMLA, and ADA accommodations; maintain leave tracking; ensure compliance; partner with HRBP on complex leave scenarios. 5.

OWN compliance and audit readiness:

Ensure compliance with DDS, Medicaid, HCBS, OSHA, wage transparency, and multi-state labor regulations; maintain audit documentation; support all federal and state audits. 6.

OWN certification and compliance tracking:

Maintain organization-wide tracking system for CPR certification, First Aid, Medication Administration, DDS background checks, PPE requirements, and other regulatory certifications; escalate expiration dates to supervisors. 7.

Supervise HR operational staff:

Hire, develop, and hold accountable HR Coordinator and operational team members; set performance standards; conduct evaluations.

COMPLIANCE & REGULATORY RESPONSIBILITIES

Establish and maintain comprehensive certification tracking system for CPR, First Aid, Medication Administration certification requirements across all direct service roles Coordinate with Training & Workforce Development Specialist on certification scheduling and compliance reporting Track and manage DDS background check requirements and timelines for all new hires in direct service roles Prepare certification and compliance documentation for DDS audits and Medicaid reviews Ensure all job descriptions accurately reflect compliance certification requirements and physical demands Monitor HCBS Settings Rule compliance across all programs and report status to

CHRO ROLE EXPECTATIONS & DELIVERABLES

Core Expectations Data integrity: HRIS data must be 99%+ accurate; errors flagged immediately and corrected Compliance rigor: Non-negotiable adherence to labor law, regulatory, DDS, and audit requirements Vendor management: Proactive relationship management with brokers, HRIS vendor, and compliance partners Operational rhythm: Consistent, predictable execution of monthly, quarterly, and annual HR cycles Certification governance: Absolute accuracy and timeliness in compliance and certification tracking Daily Monitor HRIS for data accuracy issues; flag and correct errors immediately Review certification tracking system for expiration alerts; notify supervisors and Training Specialist Process leave requests and accommodations; coordinate with managers and HRBP Email and voicemail response from HR team and payroll within business hours Weekly CHRO meeting: Report on HR operations, compliance issues, certification status, and staffing metrics HR Coordinator one-on-one and workflow review Payroll reconciliation and leave administration processing Certification expiration alerts and follow-up with supervisors Monthly HRIS audit: Data accuracy, user access, compliance flags Workforce reporting: Headcount, turnover, compensation analysis Certification compliance report: CPR, First Aid, Med Admin, DDS background check status across divisions Benefits and leave compliance review; vendor communication Quarterly Dashboard for

CHRO:

HRIS metrics, compliance status, compensation trends, certification renewals Compensation planning and merit cycle execution Vendor reviews and relationship management Leave compliance audit and DDS/Medicaid certification documentation review Audit readiness review: Compliance documentation, certification records, HCBS audit preparation

COMPETENCIES

Systems management: Expertise in HRIS configuration, data architecture, and process automation Compliance expertise: Deep knowledge of multi-state labor law, DDS requirements, regulatory frameworks, and certification governance Financial acumen: Understands compensation strategy, benefits costs, and total rewards positioning Operational excellence: Drives process improvement and operational consistency

Requirements:

QUALIFICATIONS

Required 5-7 years progressive HR experience including HRIS administration, compensation management, and compliance tracking Expert-level HRIS proficiency (configuration, data management, reporting, troubleshooting) Benefit administration experience (design, open enrollment, vendor management) HR experience with knowledge of labor law compliance and DDS requirements Team management experience and supervisor capability Demonstrated experience managing certification and compliance tracking systems Preferred 6-10+ years progressive HR experience including HRIS administration, compensation management, and compliance tracking Bachelor's degree in Human Resources, Business Administration, or related field SHRM-CP or PHR certification Nonprofit or DDS program experience ACA compliance expertise Experience with certification management platforms or tracking systems

EEO STATEMENT

We are an Equal Opportunity Employer. We celebrate our employees and are committed to creating a growth-oriented environment for all.

SCOPE & RIGHT TO MODIFY

This job description is not an exhaustive list of duties or an employment contract. The Kennedy Collective reserves the right to add, remove, or modify responsibilities as needed. The employee acknowledges location flexibility may be required based on operational needs.