Manager, People Operations (HR
Listed on 2026-08-22
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HR/Recruitment
HR Manager, Regulatory Compliance Specialist, HR Generalist / Talent Management, HRIS Specialist
Manager, People Operations
Reports To:
Chief Operating Officer
The Manager, People Operations is responsible for leading the end-to-end people operations function across a multi-state retail organization. This role develops and executes HR strategies that improve operational excellence, employee experience, compliance, workforce capability, and business performance.
The position serves as a business partner to executive leadership while owning HR operations, employee relations, compensation, compliance, organizational development, HR technology, acquisitions, and continuous process improvement.
This role is accountable for ensuring scalable HR processes that enable the business to grow while maintaining legal compliance, operational consistency, and an exceptional employee experience.
Primary Responsibilities Strategic HR Leadership- Develop annual People Operations roadmap.
- Translate business goals into HR initiatives.
- Build scalable HR infrastructure.
- Drive organizational effectiveness.
- Lead change management initiatives.
- Serve as HR advisor to senior leadership.
Provide strategic oversight for all HR operations including:
- Employee lifecycle management
- Onboarding
- Offboarding
- HR Shared Services
- HR administration
- Payroll coordination
- Benefits administration
- HRIS administration
- Personnel records
- Policy administration
Ensure operational excellence across multiple states and locations.
Employee RelationsLead complex employee relations matters including:
- Workplace investigations
- Harassment investigations
- Ethics complaints
- Performance management
- Corrective action
- Terminations
- Conflict resolution
- Manager coaching
- Legal risk assessments
Partner with legal counsel when appropriate.
Compliance & Risk ManagementOwn compliance across all operating states.
Responsibilities include:
- FLSA
- ADA
- FMLA
- EEOC
- OSHA
- Workers' Compensation
- Unemployment claims
- Wage and Hour compliance
- State employment laws
- Handbook compliance
- Policy governance
- HR audit readiness
Develop preventive compliance programs rather than reactive solutions.
Compensation & Total Rewards Lead:- Market benchmarking
- Merit planning
- Bonus administration
- Pay equity reviews
- Compensation analysis
- Offer recommendations
Support executive compensation decisions with market intelligence and workforce analytics.
Benefits AdministrationProvide strategic oversight of:
- Open Enrollment
- Benefit plan administration
- Vendor management
- Employee communications
- Leave administration
- Retirement plans
- Benefit compliance
Partner with external brokers and vendors to improve employee experience.
HR Systems & Digital TransformationServe as functional owner for HR technology including:
- ADP Workforce Now
- Timekeeping systems
- HR workflows
- Digital forms
- Electronic signatures
- Ticketing systems
- Reporting platforms
- Automation initiatives
Drive continuous improvement through technology adoption and process automation.
Learning & Organizational DevelopmentLead development of leadership capability by:
- Building operational SOPs
- Standardizing onboarding
- Creating HR training
- Supporting succession planning
- Driving organizational capability
Build scalable learning programs that improve operational execution.
Policies & Process ExcellenceOwn development and maintenance of:
- Employee Handbook
- HR policies
- Standard Operating Procedures
- HR forms
- Compliance documentation
- Operational workflows
Continuously simplify and standardize HR processes.
Leadership Responsibilities- Lead HR Operations strategy.
- Coach managers on people leadership.
- Influence organizational culture.
- Drive accountability across the organization.
- Establish HR governance standards.
- Build cross-functional partnerships.
- Manage external HR vendors and consultants.
- Lead cross-functional HR projects.
Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field.
SHRM-CP, SHRM-SCP, or PHR/SPHR preferred.
Experience- 8+ years progressive HR experience.
- 5+ years in HR leadership.
- Multi-state employment law expertise.
- Retail or multi-location operations experience.
- HRIS implementation and optimization.
- Compensation and benefits administration.
- Employee relations investigations.
- Organizational development.
- HR analytics and workforce planning.
- Project…
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