People Operations Manager

Description We’re hiring a People Operations Manager to build and own the systems, processes, and infrastructure that support how HR operates across the organization. About Us Founded in 1978, Tencarva is a private equity-backed distributor, engineering and design partner, and OEM-authorized repair network within the process equipment/flow control market. With 38 locations across 17 states, Tencarva provides end-to‑end, whole‑system solutions for over 18,000 active customers across many verticals, including industrial, municipal water/wastewater, power generation, oil/gas, mining/aggregates, and automotive. Our service offerings include system analysis and design, applications engineering, custom fabrication of equipment packages, automation and controls, equipment repair, and thermal hard coatings. Why Tencarva Tencarva’s growth has been deliberate and relationship‑driven, achieved through a consistent approach to market and the acquisition of family‑owned businesses that share a common operating philosophy: disciplined financial stewardship, long‑term customer relationships, strong reputations in their markets, and deep care for employees. We have scaled by preserving what makes these businesses successful while adding the structure and resources needed to support their evolution. Today, the organization continues to pursue strategic acquisitions that expand our capabilities and better serve our customers. Role Overview The People Ops Manager owns the core operational infrastructure that underpins how HR functions and supports the business. This position is responsible for building and implementing scalable processes and systems that create consistency and enable growth. It also leads the operational integration of newly acquired companies. Key Priorities Process Design & Operational Discipline: Define how core HR processes should operate across the organization, establishing clear, repeatable workflows that enable consistency and scalability. Standardize how work gets done across a multi‑site environment, reducing reliance on manual workarounds and fragmented execution. Introduce structure where needed – without adding unnecessary complexity or bureaucracy. HR Systems & Tech Enablement: Own the design, configuration, and ongoing evolution of HR systems. Ensure platforms are effectively implemented, scalable, and aligned with business needs. Drive improvements in system capability, usability, and data integrity to support efficient execution and more informed decision‑making. Acquisition Integration: Develop and refine a repeatable playbook for integrating newly acquired companies into HR systems, comp structures, and benefits programs. Lead the execution of those integrations, ensuring transitions are accurate, timely, and scalable as acquisition activity continues. Comp Infrastructure & Job Architecture: Translate comp philosophy, developed in partnership with HR leadership, into structured, scalable frameworks across the enterprise. Build and operationalize job architecture and leveling models, salary bands, and compensation structures. Incorporate market data and benchmarking to ensure competitiveness and credible, consistent decision‑making. Systems and tools should support disciplined compensation practices and align with how the business operates. Benefits Strategy & Systems: Own the structure and delivery of benefits programs across the organization, including vendor relationships, system integration, and ongoing program design and evolution. Oversee the team responsible for administration, ensuring accuracy, consistency, and a strong employee experience. Serve as a point of escalation and provide backup support when needed. Value Proposition Ownership of how HR operates. Opportunity to build and scale the systems, structures, and processes that support a growing, acquisition‑driven organization. Direct impact on business execution as the company grows and integrates new companies. Close partnership with HR leadership, Finance, and business leaders on how workforce decisions are made and executed. Benefits Include Annual Incentive Program Profit‑Sharing - via 401(k) Employee Ownership Opportunities Paid Time Off, including 10 holidays Health Insurance, including medical, dental, vision, disability, and life Requirements What We’re Looking For Owner/Operator mindset – takes ownership of outcomes and follows work through to completion Builder orientation – thrives on creating structure, systems, and processes where they don’t yet exist Strong systems thinker – able to design processes first and ensure systems support them Practical and solution‑oriented – prioritizes what works over what is theoretically ideal Able to operate without a playbook in fast‑moving, unstructured environments where priorities shift Low‑ego, behind‑the‑scenes contributor – maintains strong alignment with business priorities and impact Self‑directed and accountable – able to identify gaps, take initiative, and execute without heavy structure Required Experience 6–10+ years with direct ownership in HR operations, HR systems, compensation infrastructure, or benefits – not solely HR generalist or business partner roles Proven track record building or significantly improving HR processes or systems – not just maintaining or supporting them Experience operating in multi‑site, decentralized, or growth‑oriented environments where structure had to be built – not inherited Strong working knowledge of HR systems (HRIS), payroll, and benefits platforms, including how they interact Preferred Experience Built or supported job architecture, leveling frameworks, and compensation structures Exposure to acquisition integration, including HR system onboarding, compensation alignment, and benefits transitions HR system implementation or migration Partnered with Finance and Talent Acquisition on workforce planning, compensation, or hiring alignment Operated in lean, fast‑moving, or unstructured environments, including B2B or multi‑site operational businesses Familiarity with industrial, distribution, services, or similar operating environments What Success Looks Like A clear, usable job architecture and leveling framework is in place – enabling consistency in how roles are defined, evaluated, and compensated Compensation structures and salary bands are operationalized and trusted, with decisions grounded in defined frameworks rather than ad­hoc judgment HR systems are intentionally configured to support how the business operates, with processes designed first and systems built to enable them Benefits programs are structured, scalable, and aligned, with effective vendor coordination and a consistent employee experience Newly acquired companies are integrated cleanly and predictably into HR systems, compensation structures, and benefits programs Core HR processes are defined, repeatable, and scalable, reducing dependency on tribal knowledge HR data supports credible decision‑making with Finance and leadership, particularly around headcount, compensation, and workforce cost The duties, responsibilities, and activities described above are not exhaustive and may be subject to change. Additionally, please note that the job title for this posting is designed to be descriptive and may not reflect the official title used internally for job classification purposes. Tencarva Machinery Company, LLC, is an equal opportunity employer. All aspects of employment including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and business needs. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law. #J-18808-Ljbffr Tencarva Machinery Company