Senior Manager, People Operations & Employee Relations at Wealth.com in New York, NY

Job description

About Us Wealth.com is the industry’s leading advanced planning platform. Trusted by many of the largest names in global finance, Wealth.com combines proprietary AI with deep technical expertise to serve the needs of clients across the wealth spectrum. The company has been widely recognized for innovation and leadership, winning Top Estate Planning Technology and Top Estate Planning Implementation at the 2025 WealthManagement.com Industry Awards, being named the 2024 Best Technology Provider in the Trust category, and earning #1 in estate planning market share in the 2025 Kitces AdvisorTech Study. Our team is fundamental to our standing as the leading wealth planning platform. We cultivate a collaborative and supportive environment, fostering innovation and making Wealth.com a truly enjoyable workplace. Wealth.com is proud to be certified as a Great Place to Work for 2025. 🏢 Workplace Model: Hybrid (3 days a week in our NYC Office) Please note that we cannot consider fully remote candidates for this position. We require 3 days of in-office collaboration per week. The Opportunity This is the kind of role that defines a career. You’ll help build Wealth.com’s People function and make it AI native from day one. The goal is ambitious: a world-class operation, a team we’ll hold under 3% of the company even as we scale, and an employee experience you’ll still be proud of in ten years. You will own everything that happens to a person here between the day they sign and the day they leave, and you will own the hard and important conversations along the way. Payroll runs. Benefits work. Leaves are administered so well that nobody has to check. Day one works. And when a manager has a performance problem, you’re their first call. This is the job that makes the rest of the function possible, because everything we build on top of it depends on a solid foundation. We build together, as one team, and we use AI the way strong engineers do: to create tools, automate the grind, and surface insights we’d never find by hand. That lets a handful of us do the work of an entire department while sitting inside the business as real partners. We’re a Claude shop, and our people are obsessed with building. If you already build with other tools, bring them. Here’s what that looks like. A leave request comes in and the paperwork runs itself: the forms, the filings, the payroll changes, the reminders. You spend your time on the call with the person going through it. If it’s repeatable, you build something that handles it and lets employees serve themselves. If it’s human, it gets more of you. Key Responsibilities • Employee Relations: Own performance conversations, documentation, plans, investigations, and exits end to end. Coach managers through the hard parts and be in the room when it matters. Escalate the matters that need the Senior Director of People Operations, the CPO, or outside counsel, and handle everything else on your own. • Payroll, Benefits & Leave: Run payroll across the US and our international team, and manage benefits with our broker, 401(k), and open enrollment. Leave administration matters most: it hits people at the worst moment of their year, and we have to get it right every single time. • Program Rollouts: When a decision is made on comp, promotions, performance cycles, or benefits, make sure it shows up correctly in every system, every paycheck, and every employee’s inbox. • Compliance Across a Distributed Company: Manage multi-state and international employment, contractor classification, registrations, I-9s, and required compliance training, tracked so we actually know it happened. • System of Record: Help us bring Paylocity live and own it afterward, along with the tools that connect to it. It should be one place that tells us who works here, in what role, for what money, reporting to whom, and it should be right. • Onboarding & Offboarding Execution: The programs are designed elsewhere on the team. Making them happen flawlessly