People & Culture (P&C) Operations Manager

At Q4, we make an impact together, obsess over our customers, operate with integrity, and bring big ideas to life. 

Q4 is charting a bold new path for investor relations as the first AI-driven IR Ops Platform, providing everything an IR team needs to succeed on a single, powerful platform. The Q4 Platform enables public companies to attract, manage, and understand investors - all in one place. Over 2,600 customers, including many of the most respected brands in the world, trust Q4 to help drive premium valuations for their companies. Only Q4 offers a tech stack holistically designed to equip IR teams with data, insights, and smart workflows that power remarkable outcomes. Learn more at q4inc.com.

We hire smart, curious, and talented people to push boundaries, reimagine what’s possible, and turn challenges into opportunities. All while keeping the needs of our clients at the heart of everything we do.

Come grow with us!

About the Role

Reporting to the Chief People Officer, the People & Culture (P&C) Operations Manager is a critical, hands-on role responsible for optimizing the entire employee experience through strategic development, meticulous implementation, and effective management of core HR operational functions. This position is the engine behind our P&C strategy, focusing on leveraging systems, deep data analysis, and robust processes to ensure compliance, streamline efficiency, drive continuous improvement, and create a seamless and positive experience for all employees throughout their lifecycle.

This role requires a unique blend of operational excellence, great quantitative skills, and a commitment to data integrity.

Key Responsibilities

Total Rewards & Compensation Operations

• Job Evaluation & Leveling: Lead the administration and maintenance of the global job leveling framework and job architecture. Partner with P&C Business Partners and leadership to conduct job great for new and revised roles, ensuring internal equity and external market competitiveness.
• Compensation Administration: Manage the end-to-end annual compensation review cycle, including merit increases, bonus payouts, and equity refreshes. Participate in and analyze salary surveys, with a knowledge of the Radford framework being highly beneficial.
• Benefits Management: evaluations and administration of competitive, cost-effective global benefits programs (health, retirement, time off). Conduct detailed cost/benefit analysis and benchmarking to ensure market competitiveness.
• Vendor Management & Compliance: Manage global relationships with benefits brokers, providers, and vendors. Ensure rigorous compliance with all applicable local and international laws and regulations related to benefits and compensation.

• HRIS Management & Optimization: Serve as the subject matter expert (SME) for the HRIS. Lead the configuration, optimization, and automation of P&C processes within the system to maximize efficiency and scalability.
• Transaction & Auditing: Execute day-to-day transactions (new hires, offboarding, data updates) and maintain confidential team member records. Implement routine data audits to validate system integrity and data accuracy.
• Troubleshooting & Support: Manage the daily operations, maintenance, and troubleshooting of system issues, acting as the escalation point for complex system and data inquiries from end-users.

Data, Analytics & Reporting (Strong Focus Area)

• Advanced Data Analysis: Collect, clean, analyze, and interpret complex global HR data (headcount, attrition, engagement, compensation, benefits utilization) to identify trends, forecast future needs, and translate raw data into actionable business insights for P&C and executive leadership.
• Metric Development & Dashboards: Develop, maintain, and automate robust P&C dashboards and reports in Excel and HRIS (or other reporting tools) to track key operational metrics (KPIs) and measure the effectiveness of all P&C programs.
• Data Integrity & Governance: Own the quality, accuracy, and security of all P&C data across systems, conducting routine and ad-hoc audits to ensure absolute data reliability for decision-making.
• Data-Driven Recommendations: Provide quantitative, data-driven recommendations and scenario modeling to P&C leadership on strategic initiatives, process improvements, and resource allocation.

Education/Qualifications

Qualifications

Required Skills & Experience (The Must-Haves)

• Minimum of 4+ years of progressive experience in HR/P&C Operations, Total Rewards, or HRIS Administration, ideally within a high-growth Technology or SaaS organization.
• Exceptional Data Proficiency: Expert-level capability in Google Sheets, (e.g., VLOOKUPs, Pivot Tables, logical functions, complex data manipulation, modeling, and charting) to analyze large datasets and create comprehensive reports.
• Strong Analytical Acumen: Proven ability to collect, synthesize, and interpret raw HR data into clear, concise, and actionable management reports and presentations.
• HRIS Expertise: Deep functional knowledge of a major HRIS platform (e.g., Workday, SuccessFactors, UKG, Rippling, BambooHR), including reporting, maintenance, configuration, and data integration.
• Operational Excellence: Demonstrated ability to manage complex, multi-faceted projects (e.g., annual enrollment, compensation cycles) with a strong focus on detail and deadlines.
• Regulatory Compliance: Solid understanding of core Canadian, US, and, preferably, international employment laws and compliance requirements related to compensation and benefits.

Working Conditions

Typical office environment with the ability to work remotely/hybrid as per company policy.

Ability to work across global time zones as needed for international P&C operations and vendors.

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