Director, Human Resources Operations

About Us:

ProShares now offers one of the largest lineups of ETFs, with approximately $100 billion in assets. The company is a leader in strategies such as crypto, dividend growth, interest rate hedged bond and geared (leveraged and inverse) ETF investing. ProShares continues to innovate with products that provide strategic and tactical opportunities for investors to manage risk and enhance returns.

Position Summary:

ProShares is looking for a senior, hands-on HR operations leader to own the core infrastructure of the HR function: compensation, HRIS, payroll, benefits, 401(k), employee data, reporting, compliance, and employee transactions.

The right person will have deep experience running the back office of HR in a detail-oriented, high-accountability environment. They should be comfortable owning complex compensation work, maintaining HR systems, managing payroll and benefits processes, producing accurate reporting, and ensuring that employee data and HR transactions are correct.

This role requires someone who likes operational work and takes pride in precision. The person will partner with the CHRO and leaders, but their credibility will come from knowing the details, owning the process, and producing work that is accurate, timely, and defensible.

What You’ll Be Responsible For[1]:

Compensation and Market Data

• Own compensation benchmarking, salary recommendations, offer construction, bonus planning support, and internal equity reviews.
• Use McLagan and other compensation survey tools to evaluate roles, levels, market ranges, and pay recommendations.
• Partner with Recruiting and business leaders on leveling, benchmarking, and compensation decisions.
• Build compensation models, spreadsheets, and analyses that can support executive-level decision-making.
• Ensure compensation recommendations are practical, data-based, internally consistent, and well-documented.

HR Operations, Data, and Systems

• Own Paylocity, Greenhouse, and related HR systems from an operational perspective.
• Maintain employee data integrity across HR systems and processes.
• Manage system configuration, workflows, reporting, and issue resolution.
• Build reliable HR reports, including headcount, turnover, compensation, recruiting, employee changes, and survey-related data.
• Identify data issues, process gaps, and control weaknesses, and fix them.

Payroll, Benefits, and 401(k)

• Own payroll processes, controls, audits, and issue resolution.
• Manage benefits administration, including renewals, open enrollment, vendor management, employee communications, and escalated issues.
• Own 401(k) administration, including compliance, audits, nondiscrimination testing, plan changes, filings, and vendor coordination.
• Ensure payroll, benefits, and retirement plan processes are accurate, timely, compliant, and well-controlled.

Employee Lifecycle Transactions

• Own HR back-office processes across onboarding, job changes, promotions, compensation changes, transfers, leaves, and separations.
• Ensure all employee transactions are processed accurately, on time, and with appropriate confidentiality.
• Maintain proper documentation and support audit readiness.
• Improve templates, checklists, workflows, and SOPs so the function is less dependent on individual knowledge.

Employee Relations and Compliance

• Handle employee relations matters with sound judgment, documentation, and appropriate escalation.
• Partner with the CHRO and legal counsel on sensitive matters and risk management.
• Maintain HR policies, handbook content, and employment compliance processes.
• Support audits, filings, and other regulatory or compliance requirements.

Team Leadership

• Manage a small HR operations team.
• Set clear ownership, deadlines, and expectations.
• Raise the level of accountability, pace, and follow-through within the team.
• Remain hands-on and willing to do the work directly when needed.

What Sets This Role Apart:

• Full ownership of the operational core of HR — systems, data, payroll, benefits, compensation, and employee relations — in a lean, high-performing environment.
• A role where detail orientation is not a nice-to-have; it is the job. Your precision directly protects the firm and the employees it serves.
• Opportunity to build, improve, and put your mark on an HR function that has real executive backing.
• Direct partnership with the CHRO and senior leadership, where your analysis and judgment are visible and valued.
• A stable, well-resourced firm where HR has executive support and real credibility.

What You Bring:

• 10+ years of progressive HR experience with demonstrated depth in HR operations, compensation, benefits, payroll, and employee relations.
• Exceptional attention to detail — you catch what others miss, hold a high bar for accuracy, and understand that precision in this work matters.
• Genuine interest in the operational work: you want to run open enrollment, manage the 401(k) audit, own the payroll process, and handle the data — not delegate it away.
• Deep comfort with compensation benchmarking tools, including McLagan; ability to apply market data to real business decisions with confidence and precision.
• Hands-on experience managing HRIS and ATS platforms (e.g., Paylocity, Greenhouse, or comparable systems) — you own the system, not just use it.
• Strong analytical skills: comfort building complex spreadsheets, compensation models, and HR data analyses from scratch.
• Sound judgment in handling sensitive employee matters, with an instinct for appropriate documentation and risk management.
• Experience managing or mentoring HR staff in a lean environment.
• Experience in financial services, asset management, or a similarly regulated industry is a plus.
• Bachelor's degree required.

What Success Looks Like:

Success in this role looks like: HR operations that run without errors, data that leaders trust, a payroll process that never misses, open enrollment that goes smoothly, compensation analyses that hold up to scrutiny, and employee matters handled with judgment and care. Leaders come to you because they know you know the answer — and that you got there by doing the work.

Compensation & Benefits:

The compensation for this position includes salary and incentive pay. The annual base salary range for this role is $195,000–$250,000 (USD), which does not include discretionary bonus compensation. Total compensation may vary based on experience, role, location, department, and individual performance.

Benefits Include:

• Competitive discretionary bonus
• Health care benefits (medical, dental & vision)
• Life, AD&D, supplemental life, disability, and legal benefit insurance
• 401(k) retirement plan with employer matching
• Spending accounts (Health Care, Dependent Care, and Transportation)
• Wellness programs — fitness reimbursement and Employee Assistance Program
• Education assistance
• Paid time off
• Hybrid work schedule (3 days in-office at our Bethesda, MD headquarters)
• Peer recognition and corporate matching gift programs

[1] These statements are intended to describe the general nature and level of work involved for this job. It is not an exhaustive list of all responsibilities, duties and skills required of this job. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.  Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.