Manager, People Operations; HR

Job Description

Job Description

Manager, People Operations

Reports To:

Chief Operating Officer

Position Summary

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

• 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.

Lead 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.

Own 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.

Lead:

• Market benchmarking
• Merit planning
• Bonus administration
• Pay equity reviews
• Compensation analysis
• Offer recommendations

Support executive compensation decisions with market intelligence and workforce analytics.

Provide 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.

Serve 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.

Lead 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.

Own development and maintenance of:

• Employee Handbook
• HR policies
• Standard Operating Procedures
• HR forms
• Compliance documentation
• Operational workflows

Continuously simplify and standardize HR processes.

• 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.
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