Full Name: Stephanie Mosher
LinkedIn Name: Stephanie Mosher, MBA, SHRM-CP
Job Title: Director, HR Operations
Company: Zipari
Industry: Software
Select one career level:
Director
Can you explain what type of education and background experience someone may need to work in your job?
Typically, a director-level HR position requires a bachelor's degree in a business-related field and experience with building and administering compensation programs, employee benefits, HR systems; and solid knowledge of HR compliance regulations and best-practices.
Describe your day-to-day duties.
As an HR operations leader, my focus is on building and maturing forward-thinking and competitive total rewards programs in an organization.
I recently had the opportunity to create and roll out a new employee benefits plan. To do this, I spent time analyzing usage and costs of the existing benefits programs, evaluating market trends and options available, and presenting a proposed benefits plan and structure with the goals of creating a competitive offering that was also in line with company strategy and budget – then rolling the plan out to employees with collateral, messaging, and presentations. On an ongoing basis, I work to make sure employees feel supported with their benefits and knowledgeable about how to use them.
I also spend my time focusing on employee compensation and data analysis. This means developing a compensation strategy for the organization, developing a holistic understanding of the jobs and career levels, and conducting a market analysis to determine employee compensation compared to market data, which we can use to remain competitive. This work also includes using compensation and employee data to inform decisions around things like employee promotions, pay increases, and ensuring pay equity.
Please write your 3 favorite parts about your job in bullet point form.
The ability to positively impact employees by making sure they feel supported by the company’s total rewards programs
Working as a strategic partner with employees and the business
Using data and data analysis to help inform strategic HR decisions
Who are some teams that you collaborate/work with?
In HR operations, I work very closely with the HR team to make sure the work I’m doing with total rewards and HR operations infrastructure is supporting overall employee experience and HR team goals. I also work closely with finance team members on things like benefits budgets, proposals for employee compensation increases, and annual merit increase processes. Lastly, I work with leaders and employees to ensure everyone feels supported by our total rewards programs and understands our programs and policies.
What are some of the challenges that you face within your role?
It can be difficult to keep up with the changing HR landscape – especially with a geographically distributed workforce and differing laws and requirements amongst states. There are often new laws and regulations that as HR practitioners we need to be aware of and make sure our employer programs and policies are in alignment. This can mean working hard to make sure we fully understand the new requirements and how it impacts the organization, integrate the needed changes to company practice and policy, and inform employees, managers, and leadership of the new requirements and how any existing processes might need to change.
It’s also important to keep up with HR industry trends and understand what other companies are doing to ensure that the organization's programs and policies are not only legal but also competitive and best-in-class.
What is one thing you wish more people knew about your job?
I think sometimes HR can have a bad reputation, but I’ve been fortunate to work with a lot of great HR leaders and practitioners. HR can add a tremendous amount of strategic value to an organization and can build and facilitate programs and initiatives to improve employee experience, engagement, and retention. There’s so much opportunity in HR and as a practitioner, and as a leader, I want to make sure I’m creating a new perception of HR – that we are approachable, strategic partners to employees and to the business.
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