Senior Manager, People Operations New Lawrenceville, Georgia, United States

M3 ( ) is a leading provider of hospitality-specific software solutions, delivering cloud-based tools for hotel accounting, financial reporting, labor management, payroll, and business intelligence. Built by hoteliers for hoteliers, M3 empowers hotel owners, operators, and management companies to streamline back-office operations, reduce costs, gain real-time insights, and drive portfolio performance across thousands of properties in North America and beyond. Description Summary: The Senior Manager , People Operations serves as a strategic and operational People partner and as a steward of company culture. This role leads core people operations, employee relations, performance management, payroll and compensation administration, culture and experiences and compliance efforts in a growing and fast paced technology environmen t . If you've outgrown “executing the process” and are ready to own people programs, lead a team, and be the person the leadership team trusts to run point, this is your next role . This role represents People Ops in cross-functional projects, system implementations, integration work and strategic programs. This position directly manages the Payroll & People Operations Analyst and the People Generalist, ensuring payroll, benefits, HR systems, and employee lifecycle processes are handled accurately and efficiently while maintaining strong partnership with managers and leadership. This is a hybrid role (2 days in office/3 WFH) and reports to the EVP, People. The duties listed below are the essential functions of this position, and they may change as the needs of the company demand. All associates are expected to do what is necessary to get the work done and to cooperate fully with their supervisor’s requests for additional or altered duties. Strategic & Advisory HR: Partner with leaders to support team effectiveness, performance, and talent optimization. Coach managers on employee relations, development, and feedback conversations. Lead performance review cycles and support compensation planning processes. Build and maintain effective relationships with employees and managers to foster strong employee connections. Own people program deployment including total rewards, talent management and learning and development initiatives. Identify trends using people data and recommend improvements to policies and practices. Serve as a trusted resource for employees, maintaining discretion and sound judgment. Partner with teams on workforce transformation, employee enablement, and change management programs involving AI or other emerging technologies. People Operations & Compliance: Oversee payroll and benefits administration Review payroll cycles for accuracy and compliance, escalating and resolving exceptions the Payroll & People Operations Analyst surfaces. Oversee leave management and employment law compliance Maintain and improve People processes and internal controls. Set direction for HRIS optimization and process enhancements, with configuration and system level execution Serve as escalation point for complex employee relations matters. Oversee employee onboarding and offboarding process and optimization Culture & Employee Experience: Act as a steward of company culture, partnering with executive leadership to define, model, and reinforce organizational values. Design culture building programs (engagement surveys, listening sessions, focus groups) and translate findings into concrete action plans. Treat onboarding, performance conversations, and offboarding as culture reinforcement moments Leadership & Team Management: Lead, coach, and develop the internal People Operations team by setting clear priorities, allocating resources, managing performance, and building the skills needed to deliver high-quality employee programs. Communication and Change Management Develop and coordinate communications supporting enterprise People strategies, programs, processes and initiatives. Develop communication and change management approaches that support successful implementation and adoption. Help leaders and teams understand the business rationale, expectations and desired outcomes associated with enterprise talent initiatives. Education/Training/Experience: Minimum of 7 + years of progressive HR experience, with at least 2 years in HR Manager or Senior HRBP level role Prior experience managing or overseeing payroll and benefits and HRIS systems ( examples: UKG, Greenhouse, Predictive Index, etc. ) Proven experience in a high growth, mid-sized SaaS or technology company. Demonstrated ability to coach leaders, influence without authority, and drive change. Extensive knowledge of employment laws and HR compliance matters. High attention to detail , exceptional judgement, and strong communication skills (written and verbal). Ability to thrive in a PE-backed, fast scaling environment with evolving structures and priorities. Demonstrated ability to handle highly sensitive information with integrity, professionalism, and absolute discretion. Demonstrated ability to balance innovation with employee experience, responsible use, organizational risk, and measurable business outcomes related to AI utilization in the workforce. Demonstrated experience building or leading culture and engagement initiatives. PHR , SPHR or equivalent certification preferred. This role requires working onsite in our Lawrenceville, GA office two days per week. If you're only seeking a fully remote position, this opportunity may not be the right fit. Please answer this question accurately. At this time, we are unable to provide current or future sponsorship for employment authorization. This includes H-1B, OPT, STEM OPT extensions, or other visa classifications requiring employer sponsorship. 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 M3’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 M3 Accounting Solutions, Inc.