Senior People Partner

WHY VERIFONE For more than 30 years Verifone has established a remarkable record of leadership in the electronic payment technology industry. Verifone has one of the leading electronic payment solutions brands and is one of the largest providers of electronic payment systems worldwide. Verifone has a diverse, dynamic and fast paced work environment in which employees are focused on results and have opportunities to excel. We take pride in the fact that we work with leading retailers, merchants, banks, and third party partners to invent and deliver innovative payments solution around the world. We strive for excellence in our products and services, and are obsessed with customer happiness. Across the globe, Verifone employees are leading the payments industry through experience, innovation, and an ambitious spirit. Whether it’s developing the next platform of secure payment systems or searching for new ways to bring electronic payments to new markets, the team at Verifone is dedicated to the success of our customers, partners and investors. It is this passion for innovation that drives each one of our employees for personal and professional success. Verifone is proudly an in-office work culture as we see immense benefits to career development and business results from our colleagues being physically co-located. WHAT'S EXCITING ABOUT THE ROLE This is a dual-focus benefits role sitting within the global HR team. The primary responsibility is ownership of the US benefits program, one of the organization’s largest and most complex benefit portfolios, covering medical, dental, vision, 401(k), life insurance, short- and long-term disability, FSA/HSA, commuter benefits, and the Employee Assistance Program. Alongside the US remit, the role takes ownership of benefit programs in Canada and Latin America — managing renewals, compliance, and employee experience across the Americas region in partnership with regional HR managers and local brokers. The role also provides ad-hoc support to EMEA and APAC as required. This role is ideal for a benefits professional who has deep US expertise and is ready to extend their scope across the Americas or someone with broad North American experience who wants to anchor their role in a large, high-visibility US program. Familiarity with Canadian and/or LATAM benefit landscapes is a plus! KEY RESPONSIBILITIES US Benefits — Program Ownership * Own and manage the full US employee benefits program, serving as the primary subject matter expert for all US benefit matters * Lead the annual US Open Enrollment process end to end: plan design review, vendor negotiations, system configuration (HRIS/benefits platform), employee communications, and post-enrollment reconciliation * Manage relationships with US benefit carriers and brokers (medical, dental, vision, life, disability, FSA/HSA, EAP, commuter). * Negotiate annual plan renewals and renewals strategy with carriers, benchmarking costs and coverage against market data; prepare recommendations for sign-off * Administer and optimize the 401(k) plan in partnership with the record-keeper (Fidelity); ensure plan compliance including non-discrimination testing, Form 5500 filing, and plan document updates * Manage COBRA administration and ensure compliance with ERISA, ACA, HIPAA, FMLA, and all applicable federal and state regulations * Partner with Payroll to reconcile benefit deductions, resolve discrepancies, and ensure accurate W-2 reporting of benefit-related income * Oversee the benefits administration, including employee-facing content, and Open Enrollment workflow * Respond to escalated employee benefit queries and ensure a high standard of employee experience throughout the benefits lifecycle US Compliance & Governance * Maintain a compliance calendar covering all federal and state benefit filings, notices, and deadlines (ACA 1094/1095, PCORI, Form 5500, SARs, SPDs, SMMs) * Ensure Summary Plan Descriptions (SPDs) and plan documents are current and legally compliant; coordinate with Legal and external counsel as required * Manage ACA affordability analysis and ensure the organization remains compliant with employer mandate requirements; track and resolve IRS inquiries * Stay current on legislative and regulatory changes (e.g. state-level mandates, SECURE Act updates, mental health parity rules) and assess impact on plan design * Manage annual non-discrimination testing for all applicable plans; liaise with actuaries and plan administrators on corrective distributions where required * Support internal and external audits of benefit plans, providing documentation, data, and process narrative as required US Wellbeing & Employee Experience * Lead the day-to-day management of the employee wellbeing program for the region, including EAP, mental health resources, wellness reimbursements, and any voluntary benefit offerings * Design and deliver benefit communications throughout the year — Open Enrollment guides, new hire onboarding materials, life event communications, and benefits FAQs * Analyze benefits utilization, claims experience, and employee feedback to identify gaps, cost trends, and plan improvement opportunities; present findings and recommendations annually to senior leadership Americas Benefits — Canada & LATAM * Own the renewal cycle for benefit plans in Canada and Latin America, managing timelines, broker relationships, and stakeholder approvals across all entities in the region * Maintain a renewal calendar for Americas markets, flagging upcoming renewals to relevant stakeholders and ensuring no deadlines are missed * Review broker renewal submissions, benchmark proposals where possible, and escalate significant cost increases or plan changes for approval * Coordinate with Finance on purchase orders, invoice processing, and fringe rate tracking for Americas entities; provide input into global fringe tracking as required * Provide ad-hoc support to EMEA and APAC regional teams as required * Provide benefits data and support during M&A activity, restructuring events, and HR due diligence processes Vendor & Stakeholder Management * Serve as the primary contact for all US benefit vendors and brokers; conduct regular performance reviews and hold vendors accountable to SLA commitments * Partner closely with US HR Business Partners, Payroll, Finance, Legal, and IT to deliver seamless benefit administration and employee experience * Build effective working relationships with regional HR leads across the Americas, and act as a collaborative point of contact for EMEA and APAC HR leads on benefits queries as required * Manage external consultants and benefit advisors on project-specific work (benchmarking, plan design reviews, compliance projects) ESSENTIAL EXPERIENCE AND SKILLS * 5-8+ years of progressive US benefits experience, experience with an unbundled self-insured program is preferred * Deep knowledge of US benefit plan types (medical, dental, vision, 401(k), life, STD/LTD, FSA/HSA, COBRA, EAP) and the vendor/carrier landscape * Strong working knowledge of US benefits compliance: ERISA, ACA, HIPAA, FMLA, IRS regulations, non-discrimination testing, and Form 5500 * Proven experience managing Open Enrollment end to end — from plan design and carrier negotiations through to system build and employee communications * Experience administering or overseeing a 401(k) plan, including record-keeper management and annual compliance filings * Proficiency in benefits administration platforms and HRIS systems (e.g. Workday, ADP) * Strong analytical skills — comfortable working with claims data, utilization reports, cost modelling, and presenting insights to senior stakeholders * Excellent project management and organizational skills; able to manage multiple vendors, deadlines, and workstreams simultaneously * Clear, confident communicator — able to simplify complex benefit topics for employees and articulate data-driven recommendations to leadership OUR COMMITMENT Verifone is committed to creating a diverse environment and is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status. Verifone is also committed to compliance with all fair employment practices regarding citizenship and immigration status.

Fonoa is the Tax Operating System for autonomous tax. AI that tracks every rule, acts on every obligation, and proves every decision, built on modular infrastructure. Fonoa's modules cover the full indirect tax lifecycle: tax ID validation, real-time tax determination, e-invoicing, and returns. All on one shared data model and integration, with one audit trail. Each added capability makes the others stronger. Agents monitor obligations, populate returns, catch anomalies and assemble audit packs in seconds. The system does the work. Humans make the calls. That's autonomous tax. Trusted by Canva, Netflix, Spotify, Uber, Zoom and Booking.com. Find out more: www.fonoa.com   THE ROLE We're looking for a Senior People Partner to sit alongside business leaders at Fonoa and drive high performance across their teams. As Senior People Partner at Fonoa, you'll own the business-facing People relationship for a defined set of leaders and their teams. Real partnership. You'll help managers prevent problems before they escalate, move difficult situations forward when they don't, and build the frameworks that make consistency possible as the company scales. The role spans day-to-day partnering, performance, manager coaching, employee relations, onboarding, career development, culture, and engagement. You'll also provide People coverage for our US employees. The expectation is that you find the 'how' when others default to yes or no. This is a senior IC role on a small, high-calibre People team, reporting to the Chief People Officer. We're looking for commercial credibility, personal gravitas, and the breadth to operate across the full scope of a People function in a fast-scaling business.   WHAT YOU'LL DO * Partner with business leaders. Be the named People partner for a defined set of leaders. First point of contact for people issues, performance conversations, team dynamics, and management challenges. Own the relationship, not just the transaction. * Drive performance and accountability. Help managers set clear expectations, have difficult conversations, and act on issues before they become crises. Coach the manager through it. Don't just advise from the side. * Own employee relations. Manage ER cases end-to-end across markets, from early intervention through to resolution. Keep things moving, keep things fair, and keep the business out of avoidable risk. * Build the people programmes. Design and run the programmes that move the business forward: onboarding, career frameworks, manager training, culture, engagement. Make them real, not decorative. * Cover the US & EU. Provide dedicated People partnering for Fonoa's US & EU employees, with working knowledge of US employment law and practices. * Shape the function. Help build what the People function looks like as Fonoa scales, and operate as the partner business leaders bring their hardest problems to.   WHAT WE'RE LOOKING FOR * Commercial credibility and gravitas. You can hold your own with a CRO, CPO, or founder. You speak the language of the business (performance, output, growth, risk), not the language of HR policy. You've pushed back on a senior leader and can describe specifically what happened. * High-growth experience. You've operated in a scaling company where the People function was being built rather than maintained. * A 'how, not no' instinct. When the easy answer is yes or no, you look for the third option. You can walk through a specific example where you helped a leader reach a legitimate outcome through a route they hadn't considered. * Performance and ER in practice. You've owned performance situations and employee relations cases end-to-end, not just advised on them. You can describe how you support the manager, keep momentum, and bring cases to resolution across multiple jurisdictions. * Programme design from scratch. You've built at least one people programme from a blank page, not inherited and maintained one. You can describe the problem, the design, the buy-in, and what changed. * Breadth across the People function. Meaningful work across at least two of: performance frameworks, career development, L&D, onboarding, or culture programmes. Range, not depth in one specialism. * Strong context-switching. You can manage active situations across multiple teams without dropping things, with a clear method for triaging what's urgent, what's important, and what can wait. * Working knowledge of US and UK/EU employment. Enough to be the first point of contact for employees and managers across markets without escalating every question to legal. Fonoa is committed to fair and equitable compensation practices. The US base salary range for this full-time position is $180,000 - 225,000 + Equity, and represents Fonoa’s good faith and reasonable estimate of the range of possible compensation at the time of posting. Actual compensation will depend on a variety of factors unique to each candidate, including but not limited to, the candidate’s years of experience, qualifications, relevant skill set, certifications, and geographic office location. Pay ranges may vary in different regions based on local market conditions and cost of labor. To learn more about life at Fonoa and our benefits, please visit fonoa.com/careers.   Additional Information Equal Opportunity Statement At Fonoa, we seek candidates from a wide range of backgrounds and perspectives, and we are proud to be an equal opportunity employer. We consider qualified applicants for employment without regard to race, color, religion, creed, gender, national origin, ancestry, age, physical disability, mental disability, medical condition, genetic information, military or veteran status, marital status, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender expression or identity, sexual orientation, citizenship, or any other legally protected status. Fonoa is committed to fostering an inclusive and accessible workplace where everyone has the opportunity to thrive. We comply with the requirements of all applicable California and federal employment laws, including those protecting disabled individuals. If you require a reasonable accommodation to search for a job opening, apply for a position, or participate in the interview process, please contact us via email at people-ops@fonoa.com and describe the specific accommodation needed due to a disability-related limitation. Examples of reasonable accommodations include, but are not limited to: * Receiving application materials in an alternate format * Conducting interviews in an accessible location * Being accompanied by a service animal * Having a sign language interpreter present during interviews We respond to accommodation requests within three business days. Please note that non-disability related inquiries, such as application status follow-ups, may not receive a response through this channel. Fonoa will not discharge or otherwise discriminate against employees or applicants for discussing or disclosing their own pay or the pay of another employee or applicant. However, employees who have access to compensation information as part of their essential job functions may not disclose this information to others who do not have access, unless it is: * In response to a formal complaint or charge * In furtherance of an investigation, proceeding, hearing, or legal action * Consistent with Fonoa’s legal obligations to disclose such information As part of the recruitment process at Fonoa, we process your personal data in accordance with our Privacy Notice for Job Applicants. This notice explains how and why your data is collected and used, and how you can contact us if you have any concerns.