Senior Manager, People Ops & Total Rewards
This is the employer's own posting, not a copy on a job board.
What we know
Is it still open?
Confirmed still open
Last checked 1d ago — checked against the employer's own applicant tracking system, which is the company answering directly.
We re-read the employer's own applicant tracking system and the posting was still there. That is the company answering directly.
How old is it?
Posted 37d ago
The date the source published, not the day we noticed it (2026-09-03). Last seen at its source 3h ago.
We have tracked this listing since 9 Oct 2026 (1 days). The employer's own board has carried it every time we have read it, most recently 3 hours ago.
Is it remote?
United States | Remote
That is the location the employer filed this posting under. Quoted as written — we do not re-word the source's own location.
Who may apply?
United States
The description states no restriction of its own. This is the source's own tag.
Pay not stated
Similar roles pay $135k–162.5k/yr
Middle 50% of 21 listings that do state pay — People · Manager · United States · USD/year. This employer has published no salary; this is what comparable listings we hold disclose, never converted between currencies or periods. How this is calculated.
Skills named in the ad
Recognised terms only, from a fixed vocabulary — this is what CV matching compares against.
Carried by 1 source
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Greenhouse employer's own board first seen 1d ago · last seen 3h ago
The listing
Founded in 2004, NetBrain is the leader in no-code network automation. Its ground-breaking Next-Gen platform provides IT operations teams with the ability to scale their hybrid multi-cloud connected networks by automating the processes associated with Diagnostic Troubleshooting, Outage Prevention and Protected Change Management. Today, over 2,500 of the world’s largest enterprises and managed services providers leverage NetBrain’s platform.
What We Need
NetBrain is in a growth phase, and that includes the People Experience team. This is a newly created role designed to allow HR leadership and our Business Partners to focus on their specialty areas rather than carrying a broad operational scope.
We need a dedicated owner for the operational engine of People Experience, someone who can build and manage the systems, programs, and processes that keep HR running accurately and compliantly at scale. This includes owning HRIS, comp and merit cycles, lifecycle processes, compliance, and HR analytics, with benefits oversight as part of the portfolio.
If you are energized by building structure in ambiguous environments, have a strong command of HR systems and total rewards, and want to own the infrastructure that powers People Experience at a PE-backed tech company, this is the role for you!
What You'll Do
Systems & Analytics
- Own HRIS administration across our people systems (ATS, People Management, HRIS) ensuring data integrity, workflow efficiency, and system integrations are maintained
- Lead data governance across people systems, clean data, accurate reporting, and a single source of truth for headcount and compensation
- Continue to build and maintain our existing job architecture, leveling frameworks, job codes, and consistency across the org
- Design and deliver people analytics dashboards for the Board, ELT, and People team, covering headcount, attrition, comp, and hiring metrics
- Partner with the VP of People to build and manage HR/AI workflows to automate and streamline operational HR processes
Lifecycle & Compliance
- Own end-to-end onboarding and offboarding, creating a consistent and welcoming experience for every new hire and a respectful, organized process for every departure
- Manage US-federal compliance filings and training, including multi-state requirements and the annual global compliance calendar
- Own the People inbox and HR communications, ensuring employees and managers get accurate, timely responses
- Maintain and update HR policies as the company evolves in partnership with Legal
Total Rewards Administration
- Administer compensation programs for global employees including Sales, managing comp changes, equity tracking, and cycle execution
- Own bonus and merit-cycle administration from planning through payout, including data integrity and manager communications
- Oversee the Benefits Partner who handles benefits administration, carrier relationships, open enrollment, leave administration, and employee questions
- Manage equity tracking and administration in partnership with Legal & Finance
- Build and run employee recognition programs that reinforce culture and performance with support from the People Business Partners
What You Bring
Required
- 8+ years of progressive HR operations and/or total rewards experience with meaningful ownership of total reward programs
- Hands-on HRIS and ATS administration experience; led RFP process and implementation for new HRIS vendor
- Strong comp fundamentals: salary benchmarking, merit cycles, sales incentives, bonus administration, and internal equity
- Experience building or maintaining job architecture and leveling frameworks
- Federal and multi-state US compliance knowledge and you know what you don't know and when to escalate appropriately
- Data-driven mindset; you build dashboards and reports people actually use
- Comfort operating with high autonomy in a fast-moving, ambiguous environment
- Located or able to work central or eastern time zone work hours.
- SHRM-CP, PHR, or equivalent certification
Preferred
- Experience in a mid-sized, high growth professional services or tech company
- Exposure to global HR operations across US, India, Canada, UK, Germany, and China
- Experience with AI tools or workflow automation in an HR context
- Understanding of benefits management
- Experience with ADP, Lattice, and Greenhouse
- Experience with using Aon Radford
What We Offer
Our comprehensive compensation package is vital in how we recognize our people for the impact they make on us reaching our goals as a company.
For this role, the estimated base is $150,000 - $170,000 + Bonus. The actual salary may vary based on a range of factors, including market and individual qualifications objectively assessed during the interview process.