Senior Manager, People Operations

Property intelligence is reshaping how the world understands the built environment, and Nearmap is driving that. We put powerful aerial imagery, AI-driven analytics, and geospatial tools into the hands of the people who plan, build, insure, and govern the places we all live and work. Our technology turns property uncertainty into decisive action, and our culture brings out the best in the people who build it.
We move fast, we care about craft, and we're proud of what we're building. If you're energized by turning hard problems into real-world impact, we'd love to meet you.

The Senior Manager, People Operations is accountable for the effectiveness, scalability, and continuous evolution of People Operations service delivery. This leader translates the People strategy into a measurable operating model, leads a high-performing team, and owns complex cross-functional programs across the employee lifecycle. The role combines operational rigor, strong judgment, HR technology expertise, data governance, and a global mindset to improve employee experience while reducing risk and manual effort.

Key Responsibilities:

• Lead, coach, and develop the People Operations team with clear ownership, succession planning, capability development, performance expectations, and accountability culture.
• Own the People Operations operating model, including capacity planning, prioritization, escalation frameworks, service catalogs, SLAs, and performance scorecards.
• Translate functional priorities into sequenced roadmaps with measurable outcomes, resource requirements, dependencies, and executive-ready reporting.
• Serve as senior escalation point and decision-maker for complex, sensitive employee operations issues, balancing employee experience, policy, compliance, and business impact.
• Influence cross-functional leaders and drive adoption of standardized processes across regions and business entities.
• Own end-to-end service quality for onboarding, employee changes, promotions, transfers, leaves, and offboarding, including controls and handoffs to Payroll, IT, and Finance.
• Design and maintain consistent global standards while accommodating country, state, and entity-specific requirements.
• Oversee shared inbox and case management performance through team-level metrics, root-cause analysis, self-service enablement, and continuous service improvements.
• Ensure standard operating procedures, employee-facing resources, decision trees, and process ownership remain accurate, accessible, and audit-ready.
• Provide functional leadership for HRIS operations, including UKG Ready, integrations, workflows, approvals, roles, and lifecycle automation in partnership with HRIS specialists and IT.
• Establish controls for employee master data, organizational hierarchy, access permissions, data changes, reconciliation, and downstream system integrity.
• Prioritize and deliver automation, AI-assisted support, and employee and manager self-service initiatives with appropriate privacy and quality safeguards.
• Own operational readiness for system releases, process changes, testing, stakeholder training, and post-launch stabilization.
• Use dashboards and analytics to identify failure points, quantify efficiency gains, and inform leadership decisions.
• Lead high-impact initiatives from problem definition and business case through design, implementation, change management, and benefits realization.
• Simplify and standardize processes across teams, locations, and acquired entities; identify and eliminate redundant handoffs and manual controls.
• Build sustainable governance for process documentation, change requests, ownership, and periodic review.
• Partner with Finance, Payroll, Benefits, IT, and Legal to resolve systemic issues and strengthen operational controls.
• Drive the shift toward a self-service, automation-first, and AI-driven employee experience, transforming People Operations from transactional service delivery to a scalable, proactive, and technology-enabled function.
• Own operational compliance controls, accurate employee records, audit preparation, and timely remediation in partnership with Legal and regional specialists.
• Apply sound judgment to sensitive data, employee matters, access rights, and regional employment requirements; escalates legal interpretations appropriately.
• Set a service culture focused on responsiveness, clarity, empathy, consistency, and effective resolution.
• Support enterprise People programs, including compensation, performance, benefits, engagement, and…