People Operations Manager

Position Core Profile: The People Operations Manager leads People Operations for a designated region or business unit, ensuringPeople Ops strategy is effectively translated into daily branch-level practices. This role partners with operational leaders to driverecruitment, compliance, employee relations, performance management, and employee engagement in a seasonal, labor-intensiveenvironment. The People Ops Manager plays a key role in aligning workforce planning with business needs while promoting a culture ofaccountability, 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 orbusiness 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 engagementstrategies.
• Employee Relations & Policy Enforcement: Lead investigations into workplace concerns, employee disputes, and policyviolations; Ensure consistent and fair application of People Ops policies and corrective actions; Advise branch leaders onconflict resolution, team dynamics, and behavior management.
• Compliance & Risk Management: Monitor compliance with federal, state, and local employment laws (FLSA, EEO, OSHA,FMLA, etc.) and 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, andcareer 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-today employee relations matters, including performance management, corrective action, and progressive discipline; Guidemanagers through structured development conversations, goal-setting, and career growth discussions for their directreports; Promote consistent application of feedback, recognition, and accountability practices across all supportedlocations; Serve as a resource and coach to operational leaders navigating employee performance, conduct, and teamdynamics.
  
  

Experience and Qualifications:

• Education: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree in HRor Organizational Leadership is a plus.
• Experience: 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, andcompliance in a fast-paced environment.
• Technical Expertise: Proficiency in HRIS and ATS platforms (e.g., ADP, Paylocity, Workday, BambooHR); Strong knowledgeof 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 operationsleaders.
• .Licensing/Certification: PHR/SHRM-CP, SPHR/SHRM-SCP, or OSHA 10/30 Certification of HR/safety collaborationpreferred

Skills

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

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
  
  

Working Conditions and Availability Disclosure:

• This position is primarily performed in a standard business office setting with desk workstations and frequent use ofcomputers, 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 relationsmatters
• Regular travel to branch locations is required to support onboarding, coaching, investigations, or team engagement