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Non Union Remote Hr Operations Jobs (NOW HIRING)

Gurobi Optimization

Corporate Tax Manager (USA - Remote)

$117K - $157K/yr

... finance, HR, operations). * Collaborate with finance and operation team members to drive tax ... Effective communication skills, with the ability to convey complex tax concepts to non-tax ...

Insperity

Payroll Manager

Culver City, CA · On-site +1

$120K - $130K/yr

Paid time off, flexible schedule, and remote work choices provided Plus, we work to maintain the ... Oversee multi-state bi-weekly payroll operations for union, non-union, and prevailing wage ...

Quorum

Security Operations Manager - REMOTE

$130K - $170K/yr

Why You'll Love Working at Quorum At Quorum Federal Credit Union, we are a cutting-edge credit ... As a remote organization, we thrive on collaboration and recognize outstanding performance. We are ...

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Non Union Remote Hr Operations information

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How much do non union remote hr operations jobs pay per year?

As of Aug 13, 2026, the average yearly pay for non union remote hr operations in the United States is $73,825.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,000.00 and $98,500.00 per year, depending on experience, location, and employer.
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Non Union Remote Hr Operations jobs near you

Director, Total Rewards & Operations

Encoded Therapeutics

Remote

$22K - $240K/mo

Full-time

Medical, Life, Retirement, PTO

Posted 28 days ago

Job description

Encoded Therapeutics Inc. is a biotechnology company advancing precision medicines for a broad range of genetic disorders. Our mission is to unlock new opportunities for viral gene therapy through genomics-driven discovery. We focus on delivering life-changing advances for individuals with genetic disorders not addressable with current approaches. For more information, please visit www.Encoded.com.
Encoded is seeking a Director, Total Rewards & Operations. This is a build role at a pivotal stage of company growth. As Encoded scales, the People function must mature its compensation and equity programs, modernize its HR systems and operations, and establish the robust data integrity and compliance frameworks required of an expanding, multi-site organization. The Director, Total Rewards & Operations will own that build.
This is not a maintain-the-status-quo seat. The right person is a total rewards practitioner with real compensation design depth who also has the operational instinct to architect systems, lead vendor relationships and transitions, and stand up scalable controls and compliance rigor. They will be a key partner to Finance, Legal, and the People & Culture leadership team, and a credible counterpart to our external compensation consultants, brokers, and auditors.
The defining feature of this role is build and scale - evolving Encoded's compensation, equity, and HR-operations infrastructure, including its HR technology and service-delivery model, to support the company's growth and increasing organizational maturity.
Requirements
Total Rewards
  • Partner with the VP, People & Culture and the Board's Compensation Committee to design and implement scalable, market-competitive executive and broad-based incentive structures appropriate to a maturing organization.
  • Partner with Finance on the design and market-competitiveness of the equity program - including grant guidelines, benchmarking grant levels against market, and the evaluation of future equity vehicles (e.g., an ESPP).
  • Own compensation benchmarking and market analysis, including Radford survey submissions and the maintenance of job architecture, salary structures, and pay bands.
  • Run the total rewards calendar end to end - merit and bonus planning, mid-year and year-end compensation cycles, and the compensation components of the performance process.
  • Serve as the subject-matter expert on pay equity, compensation philosophy, and total rewards communications to managers and employees.

HR Operations, Systems & Compliance
  • Lead the evolution of Encoded's HR operations and service-delivery model, including assessing and, where appropriate, transitioning HR technology, payroll, and benefits delivery to support the company's scale.
  • Own the HR technology roadmap and serve as system owner for the HR tech stack, with a focus on integration across HRIS, payroll, benefits, and downstream systems.
  • Own vendor management for key People partnerships - benefits brokers, leave-of-absence providers, HRIS and payroll vendors, and compensation survey providers - including selection, contracting, and performance management.
  • Oversee the annual operational compliance cycle, including 401(k) plan audit, ACA reporting, Section 125 / FSA non-discrimination testing, and EEO-1 reporting.
  • In partnership with Finance, build and maintain internal controls and data integrity over HR and payroll data that meet the standards of a maturing, audit-ready organization, and ensure data integrity through audit cycles.
  • Develop and maintain readiness for evolving compensation, governance, and disclosure requirements; coordinate the external advisors (compensation consultants, counsel) and Finance partners who support these needs.

Requirements
  • Bachelor's degree in Finance, Business, Economics, or HR with 12 + years of progressive total rewards experience, including hands-on compensation design OR a Master's degree/MBA with 8-10 years of experience featuring strategic program ownership, executive compensation design, and direct board governance exposure.
  • Demonstrated depth in compensation benchmarking and structure design; fluency with Radford or comparable survey methodology.
  • Experience owning or leading an HRIS / HR technology implementation or major systems transition.
  • Strong operational rigor - comfort owning compliance cycles, audits, and the controls and documentation a maturing, audit-ready organization requires.
  • Proven vendor and project management ability; able to lead a complex, cross-functional transition end to end.
  • A builder's orientation: comfortable with ambiguity and energized by standing up infrastructure where little exists.

For candidates based in the SFBA area, the salary range for this position is: $220,00 to $240,000.
For candidates based outside the SFBA area, the salary range is 200,000 to 220,000.
Encoded considers a variety of factors when determining base compensation, including experience, qualifications, internal equity and geographic location. Actual compensation will be determined based on relevant skills, experience, qualifications, internal equity, and business needs.. This position may also be eligible for a discretionary annual bonus, discretionary stock-based long-term incentives, paid time off, and a benefits package.
Benefits
  • Comprehensive benefits package, including competitive employer premium contributions
  • Meaningful stock option grants
  • PTO, sick time and holiday pay
  • Generous Parental Leave program
  • Pre-tax medical and dependent care programs
  • STD, LTD, Life and AD&D
  • Professional development opportunities
  • Team-building events
  • Fully stocked micro - kitchen
  • Fitness center at South San Francisco location

Encoded is an Equal Opportunity Employer and prohibits discrimination and harassment of any kind. Encoded is committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment. All employment decisions at Encoded are based on business needs, job requirements and individual qualifications, without regard to race, religion or belief, color, national origin, gender, status as a protected veteran, status as an individual with a disability, or any other status protected by the laws or regulations in the location in which we operate. Encoded will not tolerate discrimination or harassment based on any of these characteristics. Encoded encourages applicants of all ages.
If you need assistance or an accommodation due to a disability, you may call us at +1 650-491-0272.

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