HR Operations Manager

Job Description

Job Description

*Open to remote if located in a market where a Big Grove Taproom exists

Summary/Objective 

This role is responsible for creating and maintaining strong HR infrastructure across Big Grove’s multi-location, multi-state organization. The HR Operations Manager partners closely with the Director of HR, payroll, recruiting, operations, external vendors, and location leaders to ensure HR processes are consistent, compliant, and supportive of a strong team member experience.

This person ensures the HR function runs smoothly behind the scenes so the department can better support employees, managers, and company growth.

Core Values

Big Grove only hires and retains people who exhibit our core values. Our Core Values are:

1. Set the Tone

2. Thirst for Improvement

3. We Care

4. Practice Candor

5. Passion Driven

You will be given a culture deck explaining these core values. The goal of our culture deck is to show you who we are as a company, and then you can decide if you personally align with us and are excited to begin a career here. 

Essential Functions

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. HR Operations & Process Ownership

   1. Own, improve, and document core HR processes to ensure consistency, accuracy, and scalability across all Big Grove locations.

   2. Build and maintain HR checklists, SOPs, workflows, calendars, and internal controls.

   3. Identify gaps, inefficiencies, and recurring issues within HR operations and recommend practical solutions.

   4. Ensure HR processes are clear, repeatable, and not dependent on individual memory or one-off follow-up.

2. HRIS Data Integrity

   1. Own HRIS data accuracy and recurring HR data audits.

   2. Maintain accurate employee records related to employment status, location, department, job code, manager, classification, pay rate, benefit eligibility, and other key HR data points.

   3. Partner with payroll to ensure HR data changes are accurate before payroll processing.

   4. Create and maintain reports that support HR, payroll, benefits, compliance, and leadership needs.

   5. Troubleshoot HRIS issues and coordinate with ADP or other system vendors as needed.

   6. Support system clean-up projects, process improvements, and data integrity initiatives.

3. Benefits Operations

   1. Own day-to-day benefits administration and benefits operations.

   2. Coordinate benefit eligibility tracking, new hire benefit handoffs, qualifying life events, benefit changes, and benefit termination processes.

   3. Partner with brokers, carriers, vendors, payroll, and Finance to resolve benefit issues and maintain accurate records.

   4. Audit benefit deductions, carrier invoices, enrollment data, and system feeds.

   5. Support open enrollment planning, communication, data preparation, and follow-up.

   6. Assist with benefit communication drafts, employee questions, and internal benefits resources.

   7. Coordinate with COBRA vendor to ensure timely and accurate COBRA triggers and issue resolution.

4. Vendor Management

   1. Serve as the primary day-to-day internal owner for HR operations vendors.

   2. Coordinate with vendors supporting leave administration, COBRA, ACA reporting, 401(k) administration, benefits, background checks, employment verifications, compliance posters, HRIS support, and other HR-related services.

   3. Track vendor issues, escalations, deadlines, service quality, and follow-through.