People Operations Manager

We are seeking a strategic, hands-on Manager, People Operations to serve as a trusted advisor to business leaders and a key driver of organizational effectiveness. This role is forward-facing and business-aligned, focused on enabling performance through strong people strategy.

• Own HR Business Partner partnerships across designated business units, serving as a strategic advisor to senior leaders on organizational design, workforce planning, and talent strategy
• Translate business objectives into proactive people plans that drive performance, scalability, and engagement
• Coach and develop managers on leadership effectiveness, performance management, employee relations, and team development
• Lead performance management cycles, talent reviews, succession planning, and promotion planning in partnership with leadership and Total Rewards
• Partner with leaders to navigate complex employee relations matters with sound judgment and risk mitigation
• Lead people‑related due diligence for mergers and acquisitions, including organizational assessments, talent risk analysis, retention planning, and culture evaluation
• Design and execute post‑acquisition integration plans spanning org structure, role clarity, change management, communications, and talent retention
• Partner cross‑functionally with Legal, Finance, and executive stakeholders to ensure seamless workforce transitions during growth and transformation
• Develop and scale Learning & Development programs, including leadership development, manager enablement, onboarding enhancements, and career path frameworks
• Identify capability gaps and implement targeted learning strategies aligned to business priorities
• Drive employee engagement strategy, analyze survey results, and lead action planning with measurable outcomes
• Leverage people data and analytics (engagement data, turnover trends, performance metrics, workforce planning models, DEI metrics) to generate insights and influence decision‑making
• Build dashboards and reporting frameworks to provide visibility into headcount, retention, internal mobility, talent pipeline health, and organizational effectiveness

• 6–10+ years of progressive HR experience, including strong HRBP experience supporting senior leaders
• Demonstrated experience leading or supporting M&A integrations
• Experience building or scaling Learning & Development initiatives
• Strong background in organizational design, change management, and talent strategy
• Experience using people analytics to inform strategy and business decisions
• Executive presence with strong influencing and coaching capabilities
• Analytical mindset with comfort working in data‑driven environments
• Bachelor’s degree required; advanced degree or HR certification preferred