People Operations Manager

Position Overview

This position drives the employee experience, leading operational excellence across the employee lifecycle, ensuring compliance and process integrity, and supporting scalable people programs aligned with business objectives. The People Operations Manager will have one direct report (Generalist) on the People & Culture (P&C) team.

Key Responsibilities

HR Operations & Compliance

• Oversee end-to-end employee lifecycle processes, including onboarding, internal transitions, and offboarding

• Ensure compliance with federal, state, and local employment laws and regulations

• Oversee immigration processes, partnering with legal counsel and external vendors to ensure timely filings, documentation accuracy, and regulatory compliance

• Maintain and update P&C policies and ensure consistent application across the organization

• Provide oversight of benefits administration and leave management functions, ensuring accurate, compliant, and timely service delivery

• Identify operational efficiencies and continuously improve P&C operational processes

Compensation & Benefits

• Lead the compensation benchmarking and annual salary review cycles

• Oversee benefits programs and manage relationships with brokers, and carriers to ensure competitive and cost-effective offerings

• Monitor internal equity and external market competitiveness, recommending adjustments as needed.

• Support the design, implementation, and communication of new or updated compensation and benefits programs

• Analyze benefits utilization and employee feedback to identify opportunities for improvement

• Ensure compliance with all benefits-related regulations, including ACA, ERISA, and other relevant federal, state, or local requirements

• Provide data-driven insights and reporting to leadership to inform compensation and benefits strategy

Talent Acquisition & Workforce Management

• Oversee and manage the organization’s RPO (Recruitment Process Outsourcing) partnership to ensure high-quality, timely hiring outcomes

• Partner with hiring managers and the RPO team to forecast staffing needs and align recruiting strategies with business priorities

• Monitor recruiting metrics (e.g., time-to-fill, quality of hire, cost-per-hire) and hold the RPO accountable to established performance standards and SLAs

• Continuously evaluate and optimize hiring processes to enhance candidate experience and employer brand

• Contribute to long-term workforce planning and succession strategy initiatives

Employee Relations

• Ensure People & Culture policies and procedures are consistently applied and clearly communicated across the organization

• Direct employee relations matter to the P&C Business Partner(s) for review and resolution

• Maintain appropriate documentation and tracking of employee relations cases

• Monitor trends and provide high-level reporting to the VP of People to support compliance and risk mitigation

• Support policy updates and internal communications to reinforce fair, compliant, and consistent workplace practices