Manager, HR Operations

Amylyx has an audacious mission to usher in a new era for treating diseases with high unmet needs. Where others see challenges, we see opportunities that we pursue with urgency, rigorous science, and unwavering commitment to the communities we serve. We are a clinical-stage company currently focused on post-bariatric hypoglycemia (PBH), Wolfram syndrome, and amyotrophic lateral sclerosis (ALS). Our mission is powered by our people. Our core values – be audacious, be curious, be authentic, be engaged, and be accountable – creating a culture of caring. Amylyx has assembled an experienced team ready to take action because the communities we serve have no time to wait. If you share our passion and are determined to tackle some of medicine’s toughest problems, we encourage you to read the opportunity below and apply. The Opportunity The Manager, HR Operations is responsible for supporting the day-to-day operational activities that enable an effective and efficient employee experience across the organization. This role will serve as a key point of contact for employees and HR colleagues, providing support across HR systems and data administration, employee documentation, benefits, payroll coordination, unemployment administration, employee lifecycle transactions, compliance activities, and HR reporting. The Manager, HR Operations will also play an active role in the Company’s ongoing migration to and implementation of Workday, supporting data validation, process design, testing, documentation, implementation activities, and ongoing system optimization. The ideal candidate is highly organized, service-oriented, comfortable working with HR technology and data, and able to operate effectively in a fast-paced, evolving environment. Manage HRIS and employee data administration, including employee data changes, reporting relationships, titles, compensation changes, promotions, transfers, terminations, organizational changes, data audits, and overall data integrity. Serve as a resource for employee HRIS questions, including performance management systems, employee data, system access, and related HR technology inquiries. Support the ongoing migration and implementation of Workday, including data preparation and validation, testing, process mapping, documentation, user acceptance testing, issue identification, and implementation activities. Partner with the Senior Director, HRIS and other HR team members to identify opportunities to improve HR processes, workflows, automation, reporting, and the employee experience through technology. Prepare and manage employment-related documentation, including employment verifications, letters of employment, mortgage and visa letters, benefit coverage letters, and other employee-requested documentation. Coordinate unemployment administration, including state-specific notices and required documentation, claims responses, coordination with state agencies and vendors, hearing preparation, and collection of termination-related information. Provide backup benefits administration support, including employee questions, eligibility and enrollment issues, qualifying life events, benefit coverage confirmation, carrier and vendor escalations, open enrollment, COBRA coordination, and invoice/reconciliation support. Provide backup support for onboarding activities, including new-hire documentation, I-9/E-Verify, background checks, employment eligibility, employee record creation, orientation logistics, and coordination with Payroll and IT. Manage HR operational components of employee offboarding, including termination documentation, final-pay coordination, benefits termination/COBRA, unemployment notices, equipment/process checklists, HRIS termination, and personnel-file documentation. Provide payroll support by coordinating employee changes impacting payroll, new hires and terminations, deductions, taxable benefits, and resolution of employee payroll discrepancies. Maintain accurate and complete electronic personnel records, required notices and acknowledgements, and document-retention practices. Support HR compliance activities, including state-specific onboarding and offboarding requirements, required postings and notices, annual compliance activities, EEO-1 and VETS-4212 reporting, I-9 audits, and tracking regulatory changes affecting HR administration. Prepare and maintain recurring HR reporting, including headcount, turnover, employee census reporting, benefits audits, HRIS audits, and other HR metrics. Process and coordinate employee lifecycle transactions, including promotions, transfers, manager changes, compensation changes, location changes, status changes, and other employee actions. Maintain ownership and triage of the HR inbox/service center, ensuring employee questions and requests are addressed accurately, professionally, and in a timely manner. Serve as the primary point of coordination for incoming HR mail and correspondence, triaging materials and routing them to the appropriate teams for action and follow-up. Develop and maintain HR operations procedures, process documentation, checklists, templates, and employee self-service resources. Handle sensitive employee and Company information with a high degree of discretion and confidentiality. Perform other duties and responsibilities as assigned. Required Qualifications 5+ years of progressive experience in HR operations, HR administration, HRIS, employee services, benefits, payroll support, or a related HR function. 2+ years of Workday experience is required; experience participating in an HRIS implementation, migration, testing, or optimization initiative is a plus. Bachelor’s degree in Human Resources, Business Administration, or a related field preferred; equivalent relevant professional experience will also be considered. Strong technical aptitude and comfort working with systems, data, reporting, spreadsheets, and technology-enabled HR processes. Knowledge of employee lifecycle administration and general HR practices and compliance requirements. Experience supporting a multi-state workforce preferred. Strong attention to detail and demonstrated commitment to data accuracy and quality. Excellent organizational and project-management skills with the ability to manage multiple priorities and deadlines. Strong written and verbal communication skills with a customer-service-oriented approach to supporting employees. Ability to identify process gaps, troubleshoot issues, and recommend practical solutions. Ability to work independently while collaborating effectively across HR, Payroll, Finance, IT, Legal, and external vendors. Demonstrated ability to handle confidential and sensitive information appropriately. Comfortable operating in a fast-paced, evolving environment and adapting as organizational needs and priorities change. Work Location and Conditions At Amylyx, we proudly support remote work opportunities within the United States. However, due to business considerations related to health insurance coverage and state tax regulations, we are unable to hire employees who reside and/or work in certain states. Currently, we are not considering applicants from Alaska, Arizona, Hawaii, Michigan and Tennessee. This role requires you to be present in our Cambridge MA office at least once weekly. You must have access to work in setting which enables meeting all requirements of the role (including privacy, reliable internet access, phone, ability to video conference, etc.) at your remote location. Compensation The pay range posted below represents our good faith estimate of compensation for this role, based on market data and internal benchmarks. The final offer may vary depending on a candidate’s experience, skills, and qualifications, as well as considerations of internal equity.

$129,000 - $145,000 USD

To stay connected with us, follow Amylyx Pharmaceuticals on LinkedIn . Amylyx Pharmaceuticals is an Equal Opportunity Employer that does not discriminate on the basis of actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth, pregnancy-related conditions, and lactation), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local laws and ordinances. Amylyx’s management team is dedicated to this policy with respect to recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs, and general treatment during employment. Accommodations are available for candidates who require them in our selection process. If you need an accommodation, please let your Amylyx Talent Acquisition contact know. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Amylyx Pharmaceuticals’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. 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 the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis 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. #J-18808-Ljbffr Amylyx Pharmaceuticals, Inc.