Human Resources

• Lead a Team of Four: Directly manage, mentor, and develop a high-performing team of four analysts/specialists, providing coaching, conducting performance reviews, and fostering their professional growth
• Be a "Working Manager": Maintain deep involvement in the day-to-day work, personally executing complex data modeling, compensation analysis, and HRIS configuration/administration
• Talent Development: Embody the value of Share the Knowledge by providing technical guidance on complex modeling, upskilling the team, and cultivating a collaborative and supportive environment, living our Think Team value
• Global Compensation Programs: Lead the design, implementation, and administration of all global compensation programs (base pay, incentive plans, sales compensation) to ensure internal equity and external competitiveness across all ServiceRocket regions, ensuring programs Focus on the Outcome
• Strategic Workforce Planning: Partner with executive leadership and Finance to develop long-range headcount forecasting, organizational design, and capacity planning to support ServiceRocket's global growth strategy
• Data-Driven Insights: Direct the team's efforts, and personally conduct complex workforce analytics to provide actionable insights on trends (e.g., attrition, talent gaps), translating data into strategic talent decisions including compensation packages and talent calibration
• Cross-Functional Partnership: Serve as the primary workforce planning liaison, working cross-functionally with Finance, Revenue Operations, and the People team to translate business goals and financial budgets into actionable headcount and talent strategies
• Hiring Alignment: Collaborate closely with the Resource Allocation and Talent Acquisition team to align on our line of sight for hiring needs, ensuring the recruitment pipeline supports validated business demand and budget approval.
• HRIS Ownership: Serve as the primary owner and subject matter expert for the global HR Information System (HRIS). This includes being hands-on with configuration, data integrity, and system administration to ensure efficient People operations
• Process & Technology Implementation: Identify, evaluate, and implement streamlined processes and technology enhancements for all People functions, living the value to Build Process to Drive Outcomes. This involves managing vendor relationships and leading system upgrade projects
• Global Compliance & Audits: Ensure all compensation and HR data practices comply with local and international regulations (e.g., GDPR, global labor laws). Oversee internal and external audits for compensation, payroll integration, and HR data, using the Talk Straight value to maintain transparency and accountability
• Data Integrity: Maintain an uncompromising focus on data integrity and audit work across all workforce systems and reporting. Ensure the data is clean, consistent, and provides a single source of truth for all leadership decisions
• Talent Assessment Cycles: Own and drive the salary adjustment and promotion cycles- as a core component of our Quarterly Talent Assessment process, ensuring consistency and alignment with company compensation philosophy
• Reporting & Insights: Develop and deliver executive-level reporting and dashboards that provide clear, concise insights into organizational growth, talent investment, and resource utilization
• Program Leadership and Governance: Lead the end-to-end lifecycle for high-priority HR programs, ensuring alignment with strategic business goals, managing program budgets, and establishing key performance indicators (KPIs) to measure success
• Risk & Change Management: Identify potential program risks and dependencies, developing mitigation strategies. Lead change management efforts to ensure smooth adoption of new policies, processes, and systems by employees and management.

Senior Manager, Total Rewards, HR Operations

HR Consultant, Part Time

Compensation Analyst – Human Resources

HR Data Management Coordinator – Human Resources, Operations