HR Analyst
hace 3 semanas
Rebag, the ultimate destination for buying and selling the most coveted designer handbags, accessories, shoes and apparel, is an e-commerce company reimagining the role of luxury in the second-hand market. Rebag has opened a world of endless access to luxury, with a unique business model that puts the seller first, offers upfront payment, and makes the resale experience smooth and clutter-free.
Since its inception, Rebag has catered to a rapidly growing segment of consumers who are exploring ownership of luxury goods in a sustainable and affordable way. The company operates online and in stores, with locations in Los Angeles, New York, Miami, and Connecticut. Founded in 2014 by a team out of Harvard Business School, Rebag is backed by prestigious venture capital investors including General Catalyst, Novator, Crosslink and FJLabs, and has raised over $100m in funding to date. In 2020, Rebag was named one of Fast Company's Most Innovative Companies. Rebag has been featured in the New York Times, Business of Fashion, VOGUE, TechCrunch and more.
Role
The HR Operations Analyst at Rebag oversees key HR operations, including managing employee inquiries, handling onboarding and off-boarding processes, and ensuring the accuracy and compliance of HR documentation. This role includes processing payroll for U.S. and international employees, maintaining HRIS systems, and supporting the development of global workforce policies. The analyst collaborates with leadership to drive HR initiatives, improve processes, and ensure compliance with labor laws while fostering an efficient and equitable work environment.
Key Responsibilities:
- Employee Query Escalation System:
- Develop and maintain a system to manage employee inquiries about Rebag's people policies, ensuring employees are familiar with Rebag's Employee Handbook.
- Triage and escalate queries to appropriate leads and managers as needed, including external vendors (e.g. benefits brokers, etc.).
- Onboarding and Off-boarding:
- Manage end-to-end processes for onboarding and off-boarding, including but not limited to offer letters, off-boarding documentation, and other necessary documentation.
- Conduct new employee check-ins to ensure a smooth integration into the company.
- Employee Documentation and Systems Management:
- Oversee and maintain HRIS (Rippling) on a daily basis, including sensitive employee documentation, payroll records, and hourly employee timecards.
- Ensure the accuracy, security, and compliance of all employee records.
- Responsible for processing US-based payroll on a biweekly basis, including reviewing for accuracy and completeness
- Responsible for reviewing for accuracy and completeness compensation for all international employees and contractors (e.g. Japan, LatAm, Europe), using multiple systems including Tipalti
- Act as primary contact for external systems management, including Rebag's HRIS, ATS, and other external platforms
Policy Development and Compliance
- Policy and Process Improvement:
- Continuously evaluate and improve existing HR policies and processes to drive efficiency and compliance with labor laws.
- Work directly with employees to provide guidance on policy applications, employment laws, and conflict resolution.
- Promote a fair and equitable work environment.
- Develop and amend policies to support a global workforce, including regions such as the USA, Latin America, Asia, and Europe, including regularly maintaining Rebag's Employee Handbook.
Training and Performance Management
- Management Process Oversight:
- Review and enhance critical management processes, including annual performance reviews and documentation.
- Assist in creating and delivering training programs for employees and managers, including maintenance of Rebag's training platforms.
Strategic HR Initiatives and Compliance
- HR Initiatives:
- Participate in and support the implementation of new HR initiatives.
- Collaborate with leadership to identify and execute HR-related projects that align with company goals.
- Compliance:
- Ensure adherence to labor laws and regulations across all locations.
- Maintain audit-ready documentation for compliance purposes.
Collaboration and Accountability
- Collaborate closely with the Chief Financial Officer to review and update responsibilities within 90 days of the effective date of employment.
Qualifications and Skills
- Education: Bachelor's degree in Human Resources, Business Administration, or a related field.
- Experience: Minimum of 2-4 years of experience in HR roles, with a focus on operational processes, payroll, and policy management.
- Technical Skills:
- Proficiency with HRIS platforms (e.g., Rippling) and payroll systems.
- Soft Skills:
- Strong organizational and problem-solving skills.
- Ability to manage multiple priorities in a fast-paced environment.
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