Crescent
Manager,PeopleOperations
Neural analysis suggests this role is
optimal for Mid+ candidates.
“Manager, People Operations at Crescent. Skills: People Operations, Compensation, Benefits, Compliance, Financial Modeling, Cost Analysis, Risk Management, Process Improvement. Develop cost models and insights to inform leadership decisions.. Partner with Finance to manage health identify risks and opportunities for optimization.”
What You'll Achieve.
Deliver accurate and timely completion of compensation cycles and benefits processes; Achieve high leader satisfaction with compensation and benefits support; Increase participation in well-being and benefits programs; Improve understanding of compensation and benefits value across the organization; Provide reliable reporting, clean audits and effective budget partnership
Industry & Context.
Practical problem solver; Solution vs. blame oriented
Ability to travel occasionally for audits, leadership meetings, and external compliance reviews, about 30% of travel required annually., Ability to frequently sit, stand, walk, reach with hands and arm’s length, climb or balance, stoop, kneel, and crouch., Ability to sit, stand, and lift/move materials as needed (up to 25 pounds).
What You'll Do.
Develop cost models and insights to inform leadership decisions.
Partner with Finance to manage health identify risks and opportunities for optimization.
Lead analysis supporting annual benefits renewals and compensation structure decisions.
Contribute to the development of financial models related to staffing
Drive continuous improvement and leverage technology to reduce cost
and enhance operational effectiveness.
Embrace CI and technology solutions to reduce administrative burden and waste.
How You'll Work.
Team & Collaboration
Partner with Finance; Forges teams and provides direction; Guides others to improve collaboration
Communication Scope
Able communicator—good clarity, balanced talker and listener
Process & Methodology
Plans, delegates, and follows up
Full Job Description
Manager, People Operations The Manager, People Operations serves as a high-impact leader and true strategic operator within the People organization. Reporting to the Vice President of People develop cost models and insights to inform leadership decisions. Partner with Finance to manage health identify risks and opportunities for optimization. Lead analysis supporting annual benefits renewals and compensation structure decisions. Contribute to the development of financial models related to staffing, compensation, incentives, and benefits. Drive continuous improvement and leverage technology to reduce cost, increase efficiency, and enhance operational effectiveness. Embrace CI and technology solutions to reduce administrative burden and waste. Cultural Competencies Do It Right Doing what is right for our customers, doing what is right for our company and doing what is right for our People. Continually improving the quality of our products and services. Monitoring and measuring every key ingredient which could negatively impact our quality. Doing it Right ensures we are always becoming a Premier Service Provider. Identifies and counters resistance to change Advocates continuous improvement Forges teams and provides direction Provides constructive performance feedback Willingly adjusts the make-up of the team Plans, delegates, and follows up Guides others to improve collaboration Entrepreneurial initiative Do It Safe Creating a safe environment and supporting our People to reach their highest potential. A safe environment where all forms of risk are assessed and controlled. A safe environment open to new ideas, where our people’s opinions and overall well-being count. A diverse environment where everyone fits and can be successful. Self-assured yet humble Able communicator—good clarity, balanced talker and listener Patient Effectively assertive and able to handle conflict and confrontation Solution vs. blame oriented Mixture of firmness and flexibility Has energy and en
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