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Follett Software · 4 weeks ago

Manager, Total Rewards & People Operations

United States

Full-time

Remote

Mid, Senior Level

7+ years exp

Follett Software is dedicated to empowering educators through innovative technology aimed at improving educational outcomes. The Manager of Total Rewards & People Operations will lead the benefits and people programs, ensuring a high-touch support system for employees while driving HR operations effectively.

Higher Education

Responsibilities

Design, implement, and continuously refine benefits and compensation programs using data-driven insights to optimize competitiveness and ensure they’re both equitable and aligned with business strategies

Lead the full open enrollment cycle—plan evaluation, vendor coordination, communications, and post-OE analysis—ensuring accuracy, clarity, and strong employee support

Oversee year-round benefits compliance, using systems and AI-assisted workflows to track deadlines, audit accuracy, and maintain required documentation

Oversee annual compensation cycles, bonus program, and conduct market pricing, salary benchmarking, and job architecture updates using reliable data sources and modern analytical methods

Oversee the administration of employee leaves of absence, including FMLA, disability, parental, and other statutory or company-sponsored leaves; ensures compliance with applicable laws and provide compassionate, clear guidance to employees throughout the process

Monitor rewards trends, evaluate ROI, and recommend thoughtful adjustments backed by data

Lead People operations, ensuring our processes, policies, and systems are accurate, compliant, and built for scale

Directly manage a small team and support their development through coaching in systems thinking, process discipline, and effective problem-solving

Oversee core HR technologies, vendor relationships, and automation opportunities, using analytics to identify opportunities to streamline, automate, or improve accuracy and experience

Ensure HR compliance, overseeing adherence to labor laws, company policies, and regulatory requirements while managing audits and reporting

Build repeatable, organized processes and calendars for key HR cycles (open enrollment, merit, audits, compliance milestones)

Drive continuous improvement: identify bottlenecks, pressure-test assumptions, and build better ways of working

Act as a high-EQ, high-touch resource for employees and managers navigating total rewards and HR processes and partner closely with People Partners on the same

Translate policies and programs into clear, easy to understand language that helps employees feel confident and informed

Identify themes in employee questions or issues and use that insight to improve processes, clarify resources, or enhance communication

Partner with teams across the business to strengthen understanding and adoption of people programs, tailoring communication to different audiences

Use modern tools—including AI where appropriate—to elevate clarity, efficiency, and responsiveness in employee support

Act as a mentor and coach, guiding team members in their professional growth, and providing continuous feedback and conducting regular one-on-one meetings to discuss goals, challenges, and achievements

Lead by setting a positive example, prioritizing the needs of the team, removing obstacles that hinder their success, and empowering team members by providing the tools, resources, and support they need to excel in their roles

Identify and nurture individual varying strengths and specialized abilities to foster career development and job satisfaction

Create and maintain a positive, inclusive, and collaborative work environment, promoting open communication and a sense of belonging within the team

Set clear expectations and performance goals aligned with the broader organizational strategy, ensuring everyone understands their role in achieving company objectives

Ensure regular, clear, and transparent communication with the team about organizational updates, changes, and expectations, facilitating open dialogue and encouraging feedback from all team members

Partner with recruiting in driving recruitment processes to attract top talent, and develop strategies to retain high-performing team members by recognizing achievements and creating opportunities for advancement

Qualification

Benefits program managementCompensation strategy developmentHR operations leadershipRegulatory compliance expertiseAnalytical skillsHRIS systems experienceCuriosityImprovement mindsetService mindsetEmotional intelligenceCommunication skills

Required

Bachelor's degree in a related field required

7+ years of progressive HR experience with significant responsibility in benefits, compensation, and HR Operations with multi-state employer(s)

Deep understanding of benefits programs (healthcare, retirement plans, etc.) and experience managing retirement plan audits, including collaboration with external auditors and internal stakeholders

Expertise with regulatory requirements (e.g., FMLA, FLSA, ERISA, ACA, HIPPA)

Strong analytical skills with the ability to interpret data, spot patterns, and translate insights into practical recommendations

Strong communication and stakeholder-management skills, including the ability to present to executives and translate complex benefits and compensation information into clear, human language for audiences without deep subject expertise

High emotional intelligence with a track record of delivering thoughtful, supportive employee guidance

Insatiable curiosity and a continuous-improvement mindset; you're someone who enjoys rethinking processes and building better ones

Proven success using AI to streamline work, analyze information, or generate insights

Excellent judgment and emotional intelligence; you know when to lead with structure and when to lead with empathy

A service mindset: you understand that employees rely on you to help make the complex feel easy

Experience with HRIS systems (e.g. Rippling, Awardco, Lattice, etc.) and a passion for systems thinking

Comfort balancing strategy and execution—some days you're designing benefits strategies, other days you're rolling up your sleeves to fix a workflow

Preferred

Prior experience in a leadership role preferred

Experience supporting or overseeing benefits and rewards outside the U.S., or demonstrated ability to learn and navigate international nuances in partnership with vendors and local experts