HR & Operations Manager

Compare Power is one of the largest independent electricity shopping platforms in Texas. For 16 years, we've helped millions of Texans compare and switch electricity plans across dozens of retail providers — simplifying a market that's notoriously confusing for consumers. We're a growing, Dallas-based company of about 30 people, and we're entering a new phase. We're building out our organization, investing in product and technology, and expanding into new channels and customer segments. The business is strong — now we're building the organization to match. As we grow, we need someone who makes the day-to-day work: the person who runs HR execution, keeps the office humming, and takes things off the executive team's plate before they ask. The Role We are hiring an HR & Operations Manager, reporting to the COO, to be the operational backbone of the company. This is a breadth role, not a depth role. On any given day you might onboard a new hire, screen a stack of resumes, chase a delivery in the freight elevator, build a benefits comparison for the COO, launch a review cycle in our HRIS, and pull a report for an operations manager. The common thread is ownership: things you touch get done, and they get done without anyone following up. This is a hands-on execution role. You will not be managing a team or writing strategy decks. You will be doing the work — and you'll have real influence over how it gets done, including a seat at the table on benefits, systems, and process decisions that affect everyone here. Not all of your duties will be listed below – expect to be able to adapt to the needs of the business and leadership, which will not only give you exposure to the leadership team and many aspects of the business, it’ll build your skills to take on any number of future career paths. This role is in the office five days a week. The office is where a lot of the value of this job lives. What You\'ll Do Execute HR

• Own new hire onboarding end to end — offer paperwork, I-9 verification, day-one setup, orientation, and the first-week experience
• Screen inbound resumes against role criteria and manage first-touch candidate communication
• Coordinate interview loops and keep hiring pipelines moving
• Execute annual open enrollment: build the timeline, communicate to employees, collect elections, and follow through with the broker and carriers
• Handle day-to-day employee relations: policy, PTO, payroll, and benefits questions, with sound judgment on what to escalate
• Assist leadership in managing bonus targets, quota attainment, and performance plans
• Maintain personnel files, policy documentation, and employment compliance records
• Support offboarding: exit logistics, final pay coordination, and system deactivation

Own the Systems

• Administer the HRIS (Rippling) — employee records, org changes, PTO, and benefits data integrity
• Administer the ATS — job postings, pipeline hygiene, and candidate reporting
• Run performance review cycles end to end: launch, chase completion, and package results for leadership
• Produce recurring people reporting — headcount, turnover, review completion, comp changes

Support Benefits & Comp Decisions

• Gather plan data, renewal quotes, and utilization information ahead of each benefits cycle
• Build side-by-side plan comparisons and cost models so the COO can make a clear decision
• Track plan cost, participation, and employee feedback throughout the year
• Serve as the first line of contact with our broker and carriers

Run the Office

• Order and manage supplies, snacks, and equipment; keep the space stocked and presentable
• Receive deliveries and coordinate with building management and vendors
• Greet and host visitors, candidates, and partners — you are the first impression of this company
• Be main POC for our property management company

Support the Executive Team

• Coordinate meetings, calendars, and travel
• Prepare materials, capture notes, and track follow-ups to closure
• Absorb the miscellaneous work that would otherwise pull executives away from higher-value priorities

Carry the Culture

• Plan and run employee events — team lunches, celebrations, holiday party, and offsites
• Own the new hire experience so people feel welcomed, not processed
• Be the person who tracks birthdays, work anniversaries, and wins worth recognizing
• Administer engagement surveys and help drive follow-through on what they surface

Support Operations

• Import and export reports and data sets for the operations team
• Provide backup coverage for the pricing support desk as needed
• Take on recurring operational tasks that need a dependable owner

What Success Looks Like At 30 Days Your first month is about absorbing how this place works and taking full ownership of the day-to-day so nothing slips.

• You know every employee by name and understand what each team does
• The office runs on you — supplies, deliveries, and visitors are handled with no gaps
• You are proficient with our HRIS
• You are screening resumes and coordinating interviews for every open role
• You've documented the current onboarding process and flagged where it breaks
• You've established a working rhythm with the COO and rest of the leadership team — a standing cadence and a clear picture of priorities
• By end of Day 30: nothing has dropped, and you've delivered a short written list of the top five process gaps you found with a recommendation for each.

At 90 Days By the end of the third month, the role should be self-running and the company should feel the difference.

• Onboarding runs on a documented, repeatable process and new hires are productive on day one, including 30-60-90 day goals for every new hire
• The next benefits cycle is mapped — timeline, comparison analysis, and employee communications plan approved by the COO
• A performance review cycle has been designed
• Employees come to you first with HR questions and get fast, accurate answers
• At least one employee event have been executed well
• You own at least two recurring operational reporting tasks outright
• By end of Day 90: you are the person people go to when something needs to get done — and the answer is never "let me check on that" twice.

What We're Looking For

• 5+ years in HR required, other operational and administrative experience a plus
• Hands-on experience administering an HRIS and an ATS (Rippling experience a plus)
• Exposure to benefits administration and open enrollment
• Genuinely organized — you run on systems, checklists, and follow-through, not memory
• Strong written and verbal communication; comfortable writing to the whole company
• Proficient with AI tools in the workplace such as Claude or OpenAI
• Solid with spreadsheets and basic reporting
• Sound judgment and complete discretion with confidential information
• Service mindset paired with a spine – helpful, but able to hold a line and say no when needed
• Comfortable with variety and shifting priorities – no task is beneath you
• Able to work in our Dallas office five days a week

Nice to have: PHR or SHRM-CP certification, familiarity with Texas employment law, and experience supporting multiple legal entities. Why This Role Matters We are building a company where great people can do the best work of their careers. That depends on the unglamorous things being handled well: onboarding that works, benefits that make sense, an office people want to be in, and executives who are free to focus on the business. This is the role that makes all of that real. It touches every person here, and it comes with room to grow as the company does. #J-18808-Ljbffr Compare Power