HR & Legal Technology Operations Manager

Job Description

Job Description

About the Company

e.l.f. Beauty's purpose is to make the world a better place for every eye, lip, and face. 

Our deep commitment to clean, cruelty free beauty at an incredible value has fueled the success of our flagship brand e.l.f. Cosmetics since 2004 and driven our portfolio expansion. Today, our multi-brand portfolio includes e.l.f. Cosmetics, e.l.f. SKIN, e.l.f. Hair, Well People, Naturium and rhode.

In our Fiscal year 26, we had net sales of $1.6 Billion and our business performance has been nothing short of extraordinary with 7 consecutive years of net sales growth. This consistent, category-leading growth is a testament to the strength of our team, strategy, and portfolio of brands. 

Our total compensation philosophy offers every full-time new hire competitive pay and benefits, bonus eligibility (200% of target over the last seven fiscal years), equity, flexible time off, year-round half-day Fridays, and a hybrid 3 day in office, 2 day at home work environment. We believe the combination of our unique culture, total compensation, workplace flexibility and care for the team is unmatched across not just beauty but any industry. 

Visit our Career Page to learn more about our team: -with-us

The HR & Legal Technology Operations Manager serves as the enterprise-wide point of accountability for the technology ecosystem supporting the People and Legal functions. This is first and foremost a Technology leadership role with strong business partnership responsibilities — owning the health, roadmap, integration, governance, and continuous improvement of the applications and capabilities that enable both functions.

This role acts as the U.S.-based bridge between HR, Legal, and Technology teams, translating functional needs and business outcomes into scalable, secure, supportable technology solutions. The role brings technical judgment, enterprise architecture awareness, and delivery discipline while building trusted partnerships with People and Legal leaders.

Technology Partnership & Functional Alignment

• Serve as the primary Technology partner to the People and Legal organizations, bringing the credibility to challenge, the judgment to listen, and clear accountability for technology outcomes.

• Translate HR and Legal operational needs into scalable technology capabilities, roadmaps, integrations, and delivery priorities.

• Engage with People and Legal leadership to align technology investments with functional strategy, enterprise architecture, security, data, and operating standards.

• Proactively identify opportunities to simplify processes, improve user experience, reduce manual work, and strengthen controls through technology and automation.

• Provide leaders with clear visibility into application roadmaps, delivery progress, risks, dependencies, and capability improvements.

BambooHR Stabilization & Maturation (Near-Term Priority)

• Assess the current BambooHR implementation and identify gaps in configuration, data quality, integration, security, supportability, and process coverage.

• Drive a structured stabilization effort: clean up the environment, establish governance, close adoption gaps, and build a sustainable technology operating model.

• Partner with HR Operations to clarify and document the core HR processes that technology must enable, translating process requirements into system design and configuration.

• Establish clear system ownership, support models, release practices, and change management disciplines to ensure BambooHR delivers consistent value.

• Build the data and integration foundation — including employee master data, organizational hierarchy, interfaces, and reporting — required for future platform evolution.

Legal Technology & Operations Enablement

• Own the technology landscape supporting Legal, including the roadmap, lifecycle, support model, integrations, and continuous improvement of Legal applications.

• Partner with Legal leadership and Legal Operations to translate business processes into effective technology solutions across areas such as contract lifecycle management, legal intake and workflow, e-signature, document and knowledge management, and other legal operations capabilities.

• Assess the current Legal application portfolio for capability gaps, duplication, risk, adoption, integration needs, and opportunities for rationalization or automation.

• Establish technology governance and operating discipline for Legal systems, including ownership, access, data, vendor management, release planning, support, and lifecycle management.

• Ensure Legal technology solutions integrate appropriately with the broader enterprise ecosystem, including ERP, procurement, HR, identity, collaboration, and data platforms.

• Identify practical opportunities to use AI and automation to improve contract review, intake, knowledge retrieval, workflow efficiency, and other Legal operations use cases while partnering with Security, Privacy, and Legal stakeholders on appropriate controls.

HR Platform Strategy & Roadmap

• Own the long-term HCM platform technical roadmap, evaluating organizational and technical readiness to scale beyond the current solution as the business grows.

• Partner with People leadership to assess platform fit — including capability gaps, integration complexity, security, data, supportability, and total cost of ownership — without anchoring prematurely to any single vendor.

• Lead the Technology workstream for structured, objective platform and vendor evaluations, bringing market knowledge, architecture judgment, and enterprise standards.

• Ensure platform decisions account for integration with the broader enterprise technology landscape, including ERP, finance, supply chain, identity, data, and collaboration platforms.

• Stay current on the enterprise HCM market, emerging capabilities, and best-fit criteria for high-growth organizations.

AI, Automation & Innovation

• Maintain a forward-looking perspective on how AI and automation are reshaping HR and Legal technology, while grounding recommendations in clear business use cases, data readiness, risk, and enterprise standards.

• Evaluate and pilot capabilities that can reduce administrative burden, improve decision quality, accelerate workflows, and improve employee or functional user experience.

• Partner with HR, Legal, Security, Data, Architecture, and Technology leadership to shape practical AI roadmaps for the supported functions.

• Ensure data, integration, access, and governance foundations are sufficient to support responsible AI and analytics capabilities as they mature.

T echnology Landscape Oversight

• Serve as the single point of Technology visibility for HR and Legal applications and related SaaS platforms.

• Maintain a clear view of the value, health, lifecycle, cost, technical debt, and risk profile of each solution, rationalizing the portfolio over time to reduce fragmentation.

• Ensure integrations and dependencies across HR, Legal, and the broader enterprise technology and data environment are understood, documented, monitored, and governed.

• Oversee the health and evolution of connected HR systems such as ATS, LMS, workforce management, total rewards, and employee engagement platforms, as well as Legal systems supporting contracts, workflow, documents, and related operations.

• Ensure high standards for data integrity, system interoperability, access controls, privacy, security, auditability, and compliance with enterprise technology standards.

• Own or coordinate vendor and SaaS lifecycle management for the supported portfolio, including performance, roadmap alignment, renewals, and technical dependencies.

Bachelor’s degree in Information Systems, Computer Science, Business, Human Resources, or related field.

• 7+ years of experience owning or supporting enterprise applications in a business-facing Technology capacity, with meaningful experience in HR technology; exposure to Legal technology is strongly preferred.

• Proven track record as a trusted Technology partner to functional leadership — able to translate business needs while maintaining clear technology ownership and standards.

• Hands-on experience with at least one enterprise-grade HCM platform (SAP SuccessFactors, Workday, Oracle HCM, or equivalent).

• Demonstrated experience stabilizing, maturing, or optimizing an underdeveloped enterprise application environment, not just implementing net-new systems.

• Strong understanding of core HR processes including Hire-to-Retire, Recruit-to-Onboard, Talent Management, Learning & Development, and Workforce Planning.

• Working knowledge of Legal technology and Legal Operations processes, such as contract lifecycle management, e-signature, legal intake/workflow, and document or knowledge management.

• Experience managing SaaS applications, integrations, data flows, access, vendors, and application lifecycle practices across enterprise platforms.

• Practical fluency with AI and automation trends and the ability to evaluate use cases with both functional and Technology leaders.

• Excellent communication, executive stakeholder management, prioritization, and delivery leadership skills.

• Ability to operate effectively in complex, fast-paced, high-growth environments.

• Ability to travel domestically up to 10–15%.

Preferred Qualifications

• Hands-on experience with BambooHR or comparable SMB HCM platforms.

• Experience with Legal technology platforms such as contract lifecycle management, legal workflow/intake, e-signature, or document and knowledge management solutions.

• Experience leading or contributing to enterprise application platform evaluations, migrations, integrations, or portfolio rationalization.

• Certification in one or more enterprise HCM or related application platforms.

• Experience with AI-driven HR or Legal tools, people analytics, talent intelligence, contract intelligence, or workflow automation.

• Familiarity with agile delivery models, enterprise architecture practices, security and privacy controls, and modern application lifecycle management.

• Experience supporting enterprise applications in a high-growth consumer or retail environment.

The base salary range for this role is listed above. 

Total compensation includes base salary, annual company-based performance bonus, and equity. Under e.l.f.’s annual bonus program, employees are eligible to earn up to 200% of their target bonus when company performance exceeds defined goals. In addition, e.l.f. provides a variety of other benefits to employees, including medical, dental, and vision insurance, a retirement savings plan, gender neutral parental leave, and unlimited paid time off. The amount of total compensation (including base salary) offered will be based on a wide range of factors, including geographic location, experience, specific skills, and qualifications.

Compensation components are subject to change at the company’s discretion

This job description is intended to describe the general nature and level of work being performed in this position. It also reflects the general details considered necessary to describe the principal functions of the job identified, and shall not be considered, as detailed description of all the work required inherent in the job. It is not an exhaustive list of responsibilities, and it is subject to changes and exceptions at the supervisors’ discretion.

e.l.f. Beauty respects your privacy. Please see our Job Applicant Privacy Notice (-job-applicant-privacy-notice) for how your personal information is used and shared.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.