Manager, Global Benefits and HR Operations

Role overview

Reporting to the Director of Human Resources Operations, the Manager, Global Benefits and HR Operations leads RTSL’s global benefits strategy and serves as the strategic owner of the organization’s HRIS. The role manages benefits and leave administration, ensures HR compliance across jurisdictions, and provides employee support for benefits and leave matters.

Core responsibilities

Benefits management

• Own RTSL’s global benefits strategy by evaluating competitiveness and equity across locations using benchmarking, utilization trends, organizational culture, and budget context.
• Lead the full lifecycle of benefits plan design and management, including vendor selection, negotiation, contracting, communication planning, implementation, and annual renewals.
• Oversee benefits administration to ensure enrollment, billing, data flows, and compliance work reliably across regions.
• Maintain up-to-date benefits documentation by location, including employer-of-record contracts, global handbooks, and plan documents.
• Partner with brokers, carriers, and internal stakeholders to improve service, efficiency, and employee experience.
• Manage employer-sponsored retirement plan contributions and reconciliation.
• Coordinate and serve on the 403(b) plan committee.

Leave management

• Determine leave types, eligibility criteria, entitlements, and limitations for varied employee leave circumstances.
• Advise managers and employees on leave matters with both empathy and technical expertise.
• Liaise with leave-processing vendors for approvals and payments for STD/LTD and state-mandated PFL/disability programs.
• Configure and track leave requests in the HRIS in accordance with applicable local statutory rules globally.

HRIS administration and HR operations

• Serve as strategic owner and administrator of the HRIS, managing configuration, data architecture, and permission structures.
• Design and maintain SOPs/workflows to ensure data integrity across HR processes, anticipating downstream impacts on Payroll, IT, Finance, and other stakeholders.
• Coordinate with the Payroll Officer to align end-to-end data transfers and proactively mitigate risks affecting pay, benefits, or compliance.
• Manage non-exempt time tracking, including utilization reporting and FLSA training.
• Ensure bi-weekly payroll manager approvals are completed; conduct periodic audits to ensure pay accuracy and compliance.