layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

LAYIQ - People Operations Manager at Crescent

Master’s degree in Human Resources, Business, or related field.
Certifications: SHRM-SCP, SPHR, CCP (Certified Compensation Professional), or CEBS (Certified Employee Benefit Specialist).
Experience leading corporate social responsibility and recovery-friendly workplace initiatives.
Proven track record in managing HR-related budgets and performance reporting.
CPA certification or coursework in accounting/finance is highly valued.
Advanced skills in Microsoft Excel (e.g., macros, advanced formulas).
Experience working with Power BI or other reporting tools to track, analyze, and present HR and financial data.
Essential Duties and Responsibilities
Safety
Support and advance wellness and well-being programs that positively impact employee health, safety, and overall experience.
Partner with EHS and Operations to strengthen alignment between People practices and Crescent’s safety strategy.
Apply the Crescent Safety Playbook to ensure clarity, consistency, and effectiveness in communication and execution.
Drive risk mitigation efforts related to workers’ compensation and incident reporting by:
Ensuring accurate, timely documentation and compliance
Identifying process improvements through a continuous improvement (CI) approach
Supporting the development of scalable, proactive safety-related People processes
Quality
Ensure accuracy, integrity, and timeliness of HRIS, payroll, and benefits data through disciplined audits and reconciliation processes.
Maintain strong vendor relationships with brokers, carriers, and partners to ensure high-quality service delivery and continuous improvement.
Support the development and optimization of People systems, tools, and standardized processes (e.g., STAR framework).
Deliver accurate and actionable reporting on compensation, benefits, budgeting, and workforce metrics to support strategic decision-making.
Maintain and continuously improve data integrity across UKG, PlanSource, and related systems.
Lead compliance and reporting processes, ensuring alignment, accuracy, and transparency across all People data and dashboards
Ensure accurate and timely HRIS, payroll, and data including benefits, budgeting and People metrics, through ongoing audits and reconciliation, to support standard of excellence in data reporting and strategic decisions.
Support development and refinement of STAR processes and People Group tools.
Productivity
Oversee benefits administration to ensure accurate, efficient, and employee-focused delivery, including enrollment, eligibility, and vendor coordination.
Partner cross-functionally with Payroll, HRIS, Accounting, and IT to ensure seamless data integration and operational effectiveness.
Analyze compensation and benefits trends; develop cost models and insights to inform leadership decisions.
Partner with Finance to manage health & welfare accruals and monitor People Group budget performance.
Oversee 401(k) plan administration and support required filings in partnership with internal and external stakeholders.
Continuously improve HRIS workflows, systems, and reporting capabilities to enhance usability, accuracy, and scalability.
Lead process improvement initiatives that increase efficiency and reduce administrative burden across People Operations. Manage day-to-day benefits administration including enrollment accuracy, vendor file exchanges, eligibility, and troubleshooting escalated issues.
People
Serve as the primary subject matter expert for compensation, benefits, and total rewards strategy.
Advise and educate leaders and employees on compensation structures, benefits programs, wellness resources, and leave processes.
Lead annual compensation processes, including merit planning, structure reviews, pay equity analysis, and salary benchmarking.
Support incentive compensation planning, administration, and alignment with overall pay strategy.
Partner with leaders to design and maintain competitive, equitable compensation programs that attract and retain talent.
Support and promote Whole Person Well-Being initiatives to drive engagement and participation.
Oversee People Operations workflows and approvals to ensure accuracy, compliance, and alignment with policy and strategy.
Deliver regular reporting and insights through People dashboards, including key metrics such as retention, progression, and workforce trends.
Own and monitor the GoPTOMe process and People Group administrative workflows.
Review and approve People Group–related changes and actions (benefits enrollments, pay adjustments, HRIS changes) to ensure accuracy and alignment with policies.
Provide monthly updates on all People Dashboards
Progression, Retention, Promotion
People Metrics Dashboard
Customer Value
Ensure compensation and benefits programs reflect market competitiveness and alignment with Crescent Way values.
Build strong, trusted partnerships across Finance, Operations, IT, and business leadership.
Translate People data and insights into clear, actionable communication for leaders and employees.
Deliver a consistent, high-quality employee experience through effective program design, communication, and execution.
Financial
Partner with Finance to support compensation planning, benefits forecasting, and accrual management.
Monitor cost performance across compensation and benefits programs; identify risks and opportunities for optimization.
Lead analysis supporting annual benefits renewals and compensation structure decisions.
Contribute to the development of financial models related to staffing, compensation, incentives, and benefits.
Drive continuous improvement and leverage technology to reduce cost, increase efficiency, and enhance operational effectiveness.
Embrace CI and technology solutions to reduce administrative burden and waste.
Cultural Competencies
Do It Right
Doing what is right for our customers, doing what is right for our company and doing what is right for our People. Continually improving the quality of our products and services. Monitoring and measuring every key ingredient which could negatively impact our quality. Doing it Right ensures we are always becoming a Premier Service Provider.
Identifies and counters resistance to change
Advocates continuous improvement
Forges teams and provides direction
Provides constructive performance feedback
Willingly adjusts the make-up of the team
Plans, delegates, and follows up
Guides others to improve collaboration
Entrepreneurial initiative
Do It Safe
Creating a safe environment and supporting our People to reach their highest potential. A safe environment where all forms of risk are assessed and controlled. A safe environment open to new ideas, where our people’s opinions and overall well-being count. A diverse environment where everyone fits and can be successful.
Self-assured yet humble
Able communicator—good clarity, balanced talker and listener
Patient
Effectively assertive and able to handle conflict and confrontation
Solution vs. blame oriented
Mixture of firmness and flexibility
Has energy and enthusiasm
Holds self and others accountable
Willing to take calculated risks
Do It Well
Optimizing all our resources to efficiently and effectively perform all tasks well. Our overall productivity as a company is a reflection of the thousands of activities performed well each and every day by everyone. At Crescent, our ability to Do it Well is a real source of pride valued by our customers.
Systematic trainer, willing and able to develop people
Good work ethic, task focused and willing to extend extra effort
Able to follow structure where it exists and create structure where it does not
Resilient—able to deal with the unexpected, not easily flustered
Maintains sense of urgency
Follows up to ensure quality task completion
Disciplined Self Starter
Work Environment / Physical Demands
Dynamic, fast-paced environment requiring adaptability to changing business and customer needs.
Ability to frequently sit, stand, walk, reach with hands and arm’s length, climb or balance, stoop, kneel, and crouch.
Ability to work in a fast-paced, dynamic environment with competing priorities.
Ability to travel occasionally for audits, leadership meetings, and external compliance reviews, about 30% of travel required annually.
Ability to sit, stand, and lift/move materials as needed (up to 25 pounds).
Management Reasoning and Organizational Skills
High average to above average general intelligence, good common sense and an ability to learn and apply lessons from direct experience
Practical problem solver
Ability to anticipate and look ahead
Mental agility and the capacity to handle an up-tempo work pace
Idea generator
Has viable administrative, organizational and time management skills
Can shift focus as needed
Thorough, accurate, detail-oriented
Effective time management and ability to prioritize
Exhibits big picture thinking and a combination of Short-term and Long term (Strategic) thinking
Systems Usage
UKG
Comp Analyst
Benefit provider portal navigation
Office Suite (i.e., Outlook, Excel, and Word)
Fax Machine
Telephone
Scanners and Printers
Greenhouse
Hire Credit
Quick Base
Everify
Help Hotline
Intranet
Performance Metrics and Trends
Safety
Quality
Productivity
People
Customer Value
Financial
Ontime reporting, useability of reporting, corrective actions from reporting
We will absolutely know the Manager- People Operations is successful if they can: Deliver accurate and timely completion of compensation cycles and benefits processes
Achieve high leader satisfaction with compensation and benefits support
Increase participation in well-being and benefits programs
Improve understanding of compensation and benefits value across the organization
Provide reliable reporting, clean audits and effective budget partnership

People Operations Manager

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