THE ROLE: Manager, People Analytics & Operations

We’re looking for…

Our Manager of People Analytics and Operations will lead our HRIS, Analytics and Compensation capability. They will bring their expertise of best practice for HR process, systems and data to our HR Team. You will work closely with Recruitment, Learning, Benefits and HR Business Partners to identify opportunities and solve them creatively.

What you’ll accomplish…You will:

  • Lead all People Operations programs and processes including HRIS, Compensation and Analytics.
  • Implement the best methodologies, tools, systems, and processes required to run our People Operations function ensuring alignment to our objectives.
  • Partner with leaders from the talent acquisition, HRBP and Benefits teams to develop scalable people programs and processes.
  • Responsible for vendor relationships, assessing and maintaining systems and making recommendations for change support when necessary.
  • Act as a liaison between vendors and non-technical stakeholders during implementation processes and system updates.
  • Partner with People team to understand business requirements and make recommendations for system solutions.
  • Lead compensation function including compensation analysis, bonus design and implementation and equity.
  • Plan, design, and deliver ad hoc analyses and analytical projects that answer key HR-related questions around recruitment, turnover, diversity, learning, compensation and benefits.
  • Deliver standard reports on a weekly, monthly, and quarterly basis while identifying trends, ad hoc needs and key areas of improvement.
  • Facilitate end user training sessions, knowledge transfer, and user adoption of the system and processes.

 Who You Are

  • You are a skilled and passionate people operations manager with a minimum of 7 years of relevant experience in people operations or in a progressive HR role
  • Experience configuring and/or supporting ADP or similar HRIS
  • You are experienced in developing and managing compensation, incentives, and people analytics.
  • You are highly analytical and obsessed with using data to do storytelling around the employee lifecycle.
  • You have a high-proficiency in all best-of-breed people/HR software platforms.

 There’s More… In return for these accomplishments the following will be provided:

  • The opportunity to work in a highly visible role at the center of our Company…Our People
  • The chance to have a significant impact on Rue’s HR department and our People
  • Work in a great team environment that focuses on meaningful work, professional growth and career development
  • Gain broader HR experience by collaborating across all HR functions

ABOUT US:

Rue Gilt Groupe combines world-class merchandising, technology and marketing to create the most engaging and satisfying online shopping experience available. Each day, 20+ million loyal members turn to Rue La La & Gilt  for everything from women, men and children's apparel and accessories to home décor and exclusive experiences. Our approach to retail brings excitement to online shopping in a way that not only strategically supports our brand partners, but also inspires our members daily.

 

 

This Company is an equal opportunity employer, and selects individuals best matched for the job based upon job-related qualifications regardless of race, religion, color, creed, sex, sexual orientation, age, ancestry, national origin, gender identity, genetic information, disability, pregnancy, veteran or military status or any other status or characteristic protected by law.

Apply for this Job

* Required
File   X
File   X


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

Individuals seeking employment at Rue Gilt Groupe 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.