People Operations Manager

Full-time benefits start on your first day of employment Medical, Dental, Vision, Flexible Spending Account, Life and AD&D Disability, and Voluntary Benefits

POSITION OVERVIEW

The People Operations Manager leads People Operations for a designated region or business unit, ensuring People Ops strategy is effectively translated into daily branch-level practices. This role partners with operational leaders to drive recruitment, compliance, employee relations, performance management, and employee engagement in a seasonal, labor-intensive environment. The People Ops Manager plays a key role in aligning workforce planning with business needs while promoting a culture of accountability, development, and retention.

DIFFERENTIATORS

Field-Based Workforce Leadership: Adapts People Ops strategy to support high-volume, seasonal, and distributed teams. Multi-Site Oversight: Balances consistency and flexibility across varying branch operations People Management: Serves as a trusted advisor to branch leaders. Compliance Stewardship: Ensures regulatory and internal policy adherence across the employee lifecycle.

ACCOUNTABILITIES

Talent Acquisition & Retention: Oversee recruiting strategies for full-time and seasonal roles across assigned region or business unit; Support workforce planning in partnership with operations, forecasting labor demand and sourcing pipelines; Ensure timely and effective onboarding processes and promote employee retention through consistent engagement. Employee Relations & Policy Enforcement: Lead investigations into workplace concerns, employee disputes, and policy violations; Ensure consistent and fair application of People Ops policies and corrective actions; Advise branch leaders on conflict resolution, team dynamics, and behavior management. Compliance & Risk Management: Monitor compliance with federal, state, and local employment laws (FLSA, EEO, OSHA, FMLA), internal People Ops/safety protocols; Conduct periodic audits of People Ops documentation, training records, and personnel files; Partner with safety and risk teams to address incident trends and workforce safety concerns. Performance Management & Leadership Coaching: Guide branch leadership through performance review processes, disciplinary actions, and developmental conversations; Support consistent implementation of recognition, feedback, and career development practices; Build leadership capability through coaching and ongoing training in People Ops fundamentals. Operations Support & Employee Development: Partner with branch and regional operational leaders to support day-to-day employee relations matters, including performance management, corrective action, and progressive discipline; Guide managers through structured development conversations, goal-setting, and career growth discussions for their direct reports; Promote consistent application of feedback, recognition, and accountability practices across all supported locations; Serve as a resource and coach to operational leaders navigating employee performance, conduct, and team.

EDUCATION, KNOWLEDGE AND EXPERIENCE

Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree in HR or Organizational Leadership is a plus. 6+ years of progressive HR experience with at least 2 years in a leadership role; Experience supporting multisite, field-based, or seasonal operations required; Proven success managing employee relations, talent acquisition, and compliance in a fast-paced environment. Technical Expertise: Proficiency in HRIS and ATS platforms (e.g., ADP, Paylocity, Workday, BambooHR); Strong knowledge of employment law, wage and hour regulations, and HR compliance standards; Competency in using Microsoft Office Suite, especially Excel, for reporting and analytics; Experience analyzing HR trends and presenting recommendations to operations leaders. Licensing/Certification: PHR/SHRM-CP, SPHR/SHRM-SCP, or OSHA 10/30 Certification of HR/safety collaboration preferred.

KEY PERFORMANCE METRICS

Timeliness and quality of hiring and onboarding processes across region. Reduction in employee relations incidents and resolution turnaround. Compliance audit readiness and completion of HR documentation standards. Retention and engagement trends within supported workforce. Manager feedback on People Ops support, coaching, and communication effectiveness.

SKILLS AND QUALIFICATIONS

Strong interpersonal and relationship-building skills with the ability to influence across all levels of the organization. Excellent problem-solving and conflict-resolution capabilities. High attention to detail, organizational planning, and documentation accuracy. Ability to prioritize and manage multiple concurrent HR responsibilities. Comfortable in dynamic, high-volume, seasonal business settings. Bilingual in English and Spanish preferred but not required.

WORKING CONDITIONS

This position is primarily performed in a standard business office setting with desk workstations and frequent use of computers, phones, printers, and other office equipment. The role involves prolonged periods of sitting, extended screen time, and occasional standing, walking, and light lifting (typically up to 20 lbs) to access files or supplies. Standard weekday schedule with extended hours required during peak hiring seasons or emergent employee relations matters. Regular travel to branch locations is required to support onboarding, coaching, investigations, or team engagement. #J-18808-Ljbffr Alp