About the Role

EXALTA is seeking a versatile, hands-on leader to build our HR Operations and Total Rewards function. This dual role offers a unique opportunity to create foundational systems, processes, and compensation frameworks that will scale with our growing organization. Our current HR operations are fragmented and our compensation practices need structure — we need a real builder who can envision the end state while rolling up their sleeves to get us there.

You will lead a small team of HR Operations and Benefits specialists while doing hands-on work across both operations and rewards. This role reports to the Chief People Officer.

Remote or Hybrid

Key Responsibilities

HR Operations (50%)

Design and implement end-to-end processes for onboarding, offboarding, job changes, leaves of absence, and other employee lifecycle events
Establish data governance standards and ensure data integrity across HR systems
Develop reporting frameworks and dashboards to provide actionable insights to leadership
Oversee integrations between ADP and other business systems
Create scalable workflows that balance efficiency with exceptional employee experience

Total Rewards (50%)

Design and implement compensation philosophy, structure, and salary bands aligned with market data and business strategy
Develop and manage annual compensation review cycles including merit increases, promotions, and equity grants
Lead benefits strategy, vendor management, and annual open enrollment process
Partner with Finance on bonus/incentive program design and administration
Conduct market benchmarking and compensation analysis to ensure competitive positioning
Create clear compensation communication tools and guidelines for managers and employees
Ensure pay equity and compliance with compensation-related regulations

Leadership & Partnership

Lead a team of HR Operations, Benefits and Total Rewards professionals
Foster a culture of service excellence, data-driven decision-making, and continuous improvement
Partner with HR Business Partners and leadership to understand business needs and provide strategic insights
Maintain compliance with federal, state, and local employment and compensation regulations

Qualifications

Required

10+ years of progressive HR experience with expertise in both operations and compensation
5+ years in a leadership role managing HR functions
Proven track record building or significantly improving HR operations and compensation programs
Strong compensation analysis skills including market benchmarking and job leveling
Experience designing salary structures and leading annual compensation cycles
Strong process design skills with ability to balance efficiency and user experience
Experience leading and developing small teams
Excellent project management, analytical, and stakeholder management skills
Experience working with HRIS platforms and compensation tools

Preferred

Experience with ADP Workforce Now or similar enterprise HRIS platforms
Experience with compensation survey data (Radford, Mercer, Comptryx, or similar)
Experience in high-growth or private equity-backed environments
Experience implementing HRIS and compensation management systems

What Makes You Successful

Builder mentality: You thrive in ambiguity and love creating structure from scratch
Hands-on approach: You're willing to do the work, not just delegate it
Analytical rigor: You make data-driven decisions about both operations and compensation
Systems thinker: You see how pieces connect and design for scalability
Balance: You can shift between operational details and strategic compensation decisions
User-centric mindset: You consider the employee experience in every process and program design