People Operations Manager

Company Overview

Gold Leaf is a farming company focused on building farms, families, and a future we're proud of. We own and operate approximately 12,000 acres of almonds, pistachios, and dates in California and Arizona, making us one of the top 15 growers of these crops globally. Our North Star is to leave the world better than we found it. We invest in our team to drive exceptional financial results and differentiate, sustainable farming.

Role Overview

The People Operations Manager is a core owner of Gold Leaf’s People function, responsible for managing day-to-day people processes with accuracy and care. The role partners directly with managers across the full employee lifecycle and improves the systems and structures that allow GLF to attract, develop, and retain the Right People in the Right Seats.

Core Responsibilities

• Centralized People Operations (75% of time): Own the execution, improvement, and communication of GLF's centralized people processes, serving as a trusted, day-to-day point of contact for all employees. Own execution of centralized processes: hiring, onboarding, payroll, benefits, performance management, safety, employee experience, and HR compliance.

• Identify process gaps and implement low-bureaucracy improvements through automation, elimination, or outsourcing. Build self-service resources that let employees navigate the People function independently. Serve as a responsive, knowledgeable resource for employees, providing clear support and building their confidence navigating the employee experience at GLF.

• Partner with internal teams to ensure they have the access and information they need from People systems to do their jobs. Support the co-employment complexity of GLF's FLC model, including seasonal transitions and I-9 compliance at scale, so hourly farm workers experience Gold Leaf's culture even through contractor relationships.

• HR Business Partner (25% of time): Partner directly with managers as a hands-on people expert, providing credible, culturally grounded guidance across the employee lifecycle. Own the RPRS (Right Person Right Seat) process end to end, coaching managers through evaluation conversations that drive real personnel decisions.

• Provide guidance that reflects GLF's culture and operating principles, equipping managers with the tools, frameworks, and knowledge to handle people situations with greater confidence over time. Contribute to GLF's talent strategy by identifying patterns, gaps, and opportunities surfaced through day-to-day people operations. Support the delivery of a differentiated, best-in-class employee experience rooted in GLF's culture, operating principles, and long-term vision.

Suggested Skills and Experience

• 5-7 years of progressive HR or People Operations experience, with ownership of core HR functions and project management.
• Spanish and English fluency required. A significant portion of our workforce primarily communicates in Spanish, and this role must serve them with the same quality and care.
• Experience partnering directly with managers as an HRBP or equivalent.
• Working knowledge of California employment law and multi-state HR compliance.
• Tech-savvy, with a natural inclination to automate and streamline manual work; Rippling or similar HRIS experience a plus.
• Strong process instincts, with a bias toward simplicity over complexity or added headcount.
• Experience in agriculture or other operationally intensive industries strongly preferred; familiarity with FLC models or seasonal workforce management a plus.
• Ability and willingness to travel to our California and Arizona farms on a routine basis.

The Ideal Culture Fit

The Ideal Cultural Fit Is Someone Who Acts Like an Owner: Thinks and acts with a sense of accountability and investment in GLF's long-term success. Shares responsibility when things go wrong and shares credit when we win. Is Candid: Is open, honest, and transparent. Builds trust and pushes others to be better through direct, caring dialogue. Puts Family First: Genuinely cares about the people of GLF and creates an environment where great people want to work and grow. Leads by Example: Embodies the change they want to see in how they show up for employees, managers, and the culture every single day.