Optoro is a fast-growing tech company that is revolutionizing the retail industry.

Every year, more than 15% of retail goods are returned or simply never sell.

This creates tons of unnecessary waste and costs retailers billions. We provide a technology solution that keeps these items out of landfills and connects them to their best use, increasing recovery value, giving consumers great deals, and reducing environmental waste.

Our Mission is to champion the world's returned and excess goods, create unmatched value, and power the future of sustainable commerce.

Backed by some of the top investors in the country, including Kleiner Perkins and Revolution Growth, Optoro is powered by its collaborative, unconventional, and resourceful employees. We are looking for individuals with similar creativity and energy to help build a lasting company focused on the triple bottom line.  

Manager, Human Resources

Reporting to the Director, Talent & Culture, the Manager, Human Resources plans, develops, and administers compensation and benefit programs as well as other key HR systems to be competitive, sustainable, scalable, and make a positive impact on the short- and long-term performance of the company.  This position is responsible for ensuring company compensation, benefit programs and all talent related policies are consistently administered in compliance with best practices and government regulations. The Human Resources Manager will also play a crucial role in scaling key HR practices in a high growth company, including owning the performance management and offboarding processes and streamlining HRIS administration.

Duties and Responsibilities

  • Plan and execute annual open enrollment through collaboration with benefits brokers, ensuring that benefits are in line with the company’s strategic plans while also being attractive and competitive for employees
  • Working with company counsel, serve as subject matter expert, refine company employment policies and processes, and conduct regular analysis / audits to ensure compliance with ERISA, EEO, ADA, FMLA, Workers Compensation, ACA, OSHA, FLSA, COBRA, etc
  • Working with company counsel, ensure compliance by monitoring and implementing applicable human resource federal and state requirements; maintain and audit employee file records; process verification of employment and unemployment claims
  • Collaborate with the Payroll and Accounting teams to ensure accuracy in compensation, new hire processing, employee exits and benefit changes
  • Engage with employees on benefits questions; serve as the main point of contact to managers on leave and compliance questions
  • Lead immigration and visa processes on behalf of the company
  • Manage FMLA, Short Term Disability, salary continuation, and personal leave programs in compliance with all statutory regulations and company policies
  • Act as the main point of contact for HRIS maintenance and reporting and conduct regular audits to ensure data accuracy
  • Project manage the employee exit processes in collaboration with the Payroll, Tech, and Office Operations teams
  • Manage the annual compensation planning processes, including base pay market pricing, bonus, and merit administration, and assist the Director, Talent & Culture in preparing Board documents related to the Compensation Committee
  • Drive the performance management and goal setting processes to ensure consistency in evaluation and incentive payments
  • Perform other human resources and talent related duties as needed

Qualifications

  • Bachelor's Degree
  • 6-8 years of experience in benefits, human resources, and compliance
  • Experience in leveraging total rewards initiatives to support the overall business goals
  • Demonstrated expertise in the design, funding, compliance, administration, and communication of employee benefits (health and welfare, 401(k), etc.) and compensation programs
  • Knowledge of regulatory and legislative developments governing benefit plans (ACA, ERISA, COBRA, HIPAA, etc.)
  • Experience owning and managing vendor/broker relationships
  • Advanced Excel skills (i.e. pivot tables, V-lookup, formulas, etc.); proficient at Access, Word, PowerPoint, Google documents and other applications
  • Ability to blend compensation philosophy, world-class compensation methods/programs, and business realities
  • Experience working closely with HRIS/payroll and legal to know the required record keeping, legislative, and tax implications of rewards programs; knowledge of HRIS and payroll systems.
  • Strong communication skills; comfortable liaising with and building relationships with various stakeholders including the staff, leadership team, office visitors, clients, investors, and board members
  • Exceptional organizational skills that reflect ability to perform and prioritize multiple tasks seamlessly with excellent attention to detail
  • Demonstrated proactive approaches to problem-solving with strong decision-making capability
  • Self-starter who is able to work both independently and on a team
  • Warmth, humble mentality, resourcefulness, impeccable judgement and ability to maintain confidentiality

 

Optoro is an equal opportunity employer.

Apply for this Job
* Required
File   X
File   X


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Optoro are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.


Share this job: