Reporting to the Vice President, Total Rewards and People Operations, the Associate Director, People Systems and Operations will be responsible for overseeing the development, implementation, and management of HR systems, processes, and technologies that support the organization’s people operations. This role focuses on improving efficiency, employee experience, and operational scalability through innovation and best practices.

Systems & Technology:

• Develop and implement a comprehensive people technology strategy that aligns with the organization's talent and business goals.
• Coordinate our teams to deliver scaled programs and projects and innovate quickly with a smooth, simple, end-to-end user experience.
• Sponsor the development and implementation of a comprehensive people systems infrastructure and roadmap, becoming the central owner across various enterprise and productivity tools across the People team.
• Own HRIS user enablement, implementation of AI, and self-service strategy

Shared Services:

• Oversee the team responsible for customer service administration and transactional needs (Tier 0 & Tier 1) with a focus on efficiency, data, and technology.
• Evaluate and optimize Jira configuration and People Team processes to improve efficiency and scalability.
• Ensure a customer-first approach is incorporated in all employee-facing experiences.
• Oversee end-to-end onboarding and offboarding workflows and experiences. 
• Stay up to date with local, national, and international laws, regulations, and best practices related to people management, compensation, and benefits to ensure compliance and minimize risks.

Data Analysis:

• Build the toolsets to extract meaningful data from all facets of People teamwork.
• Utilize data from multiple sources to deeply analyze programs, processes, and people metrics.
• Present findings in simple-to-understand, meaningful ways, along with recommendations gleaned from the results

What success looks like in this role: 

• Multi-year strategy built for People Systems and Operations
• Organizational data accuracy
• Employee satisfaction with Shared Service experience
• Time and touchpoint to resolution SLAs in Shared Service ecosystem

What we expect from you:

• 8+ years of progressive experience in people operations, systems, and people analytics
• 5+ years managing People Operations and/or HRIS admin teams
• Proven success developing and delivering a People Systems and Operations multi-year strategy
• Experience with Paylocity strongly preferred
• Experience lleading Workday implementation preferred
• Demonstrated expertise in people analytics and the ability to digest data and pull out insights, but also understand where the data comes from and how to optimize systems to support its digestion

The target base salary range for this position is $138,650 - $180,325, and is part of a competitive total rewards package including stock options and benefits. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually at minimum to ensure competitive and fair pay.

Don’t meet every requirement? Studies have shown that women, communities of color and historically underrepresented talent are less likely to apply to jobs unless they meet every single qualification. At Spring Health we are dedicated to building a diverse, inclusive and authentic workplace, so if you’re excited about this role but your past experience doesn’t align perfectly with every qualification in the job description, we strongly encourage you to apply. You may be just the right candidate for this or other roles!

Ready to do the most impactful work of your life? Learn more about our values, how we work, and how hypergrowth meets impact at Spring Health: Our Values

Hypergrowth meets impact

What to expect working here:

• You will be held accountable to an exceptionally high bar and impact
• This may be the fastest work environment you will ever experience in terms of growth, decision-making, and time to impact
• You will be empowered to set your own boundaries and asked to adapt them in critical moments when the company needs you
• You will create processes & products that have never existed before
• You will have very direct conversations and receive continuous feedback to push you to become the most thriving team member and performer you can be
• Change is a constant here: your role, team, responsibilities, and success metrics will shift as the company grows

And…

• You get to be surrounded by some of the brightest minds in the field  
• You get to learn and grow at an extremely accelerated pace
• You will experience transparency, integrity, &  humility from leadership 
• You will be empowered to constantly challenge the status quo
• You get the space to experiment & innovate
• You get to make a transformational impact for the company, mental health, and for real human lives — and you will see that impact quickly
• You will become more resourceful and resilient
• You get to be part of a winning team that opens doors in the future

Benefits provided by Spring Health:

Your Total Health:

• Health, Dental, Vision benefits start on your first day at Spring Health. You and your dependents also receive an individual One Medical account which is valued at $199/year per user. HSA and FSA plans available
• A yearly allotment of no cost visits to the Spring Health network of therapists, coaches, and medication management providers for you and your dependents
• 10 allocated sick days per year
• Flexible paid time off in addition to 12 paid holidays throughout the year
• Access to Gympass, an on-demand virtual benefit that provides wellbeing coaching, and budget management.
• Spring Renewal: When you hit your four-year Springaversary, you’ll be awarded a four week, fully paid, sabbatical leave to renew and recharge. 

You And Your family:

• 4-4.5 months of fully paid parental leave
• Spring Health provides team members and their families with sponsored access to Bright Horizons® child care, back-up care, and elder care.
• Access to fertility care support through Carrot, in addition to $4,000 reimbursement for related fertility expenses

Supporting you financially through:

• Our People team benchmarks all salaries using the Radford Global Compensation Database for technology and life sciences industries. Radford benchmarks salaries with 3,589 global firms, 6.5 million employees, and 98 countries across the globe. We do this to ensure all of our team members are paid equally and competitively.
• On top of competitive and benchmarked salary, Spring Health offers incentive pay (based on role), and equity that begins vesting as we celebrate your first year with the company!
• Employer sponsored 401(k) match of up to 2% after 90 days of employment

Creating a culture you can thrive in:

• Flexible work arrangements: 66% of Spring Health team members work fully remote while 33% work in a hybrid model from our New York City offices
• Focus Fridays: no meetings, no distractions, just time for you to get work done.
• Focus Weeks: In Spring 2023, we held our first ever Focus Week, we canceled all non-essential meetings, minimized distractions, and you, our team members, to dive into the key work that gets chopped up or deprioritized during the regular day-to-day. We saw a 36% jump in the average energized score after those five days of flow state work and are finalizing a plan for quarterly Focus Weeks for team members.
• Up to $1,000 Professional Development Reimbursement per calendar year.
• $200 per year donation matching to support your favorite causes

Our privacy policy: https://springhealth.com/privacy-policy/

Don’t meet every requirement? Studies have shown that women, communities of color and historically underrepresented talent are less likely to apply to jobs unless they meet every single qualification. At Spring Health we are dedicated to building a diverse, inclusive and authentic workplace

To ensure intentional and equitable hiring practices, we use a balanced candidate slate in our interviews. This approach guarantees that our pool of qualified candidates includes individuals who are underrepresented in our organization at all levels. This is a key performance indicator (KPI) for our recruiting and hiring teams, reported quarterly to maintain accountability.