People Operations Manager

About the Role

The Human Resources Manager leads HR operations for a designated region or business unit, ensuring HR strategy is effectively translated into daily branch-level practices. This role manages a team of HR professionals and partners with operational leaders to drive recruitment, compliance, performance management, and employee engagement in a seasonal, labor-intensive environment. The HR Manager plays a key role in aligning workforce planning with business needs while promoting a culture of accountability, development, and retention.

• Field-Based Workforce Leadership: Adapts HR strategy to support high-volume, seasonal, and distributed teams.
• Multi-Site Oversight: Balances consistency and flexibility across varying branch operations.
• People Management: Coaches and develops HR team members while serving as a trusted advisor to branch leaders.
• Compliance Stewardship: Ensures regulatory and internal policy adherence across the employee lifecycle.

Responsibilities

• Talent Acquisition & Retention: Oversee recruiting strategies for full-time and seasonal roles across assigned region or business unit; support workforce planning in partnership with operations, forecasting labor demand and sourcing pipelines; ensure timely and effective onboarding processes and promote employee retention through consistent engagement strategies.
• Employee Relations & Policy Enforcement: Lead investigations into workplace concerns, employee disputes, and policy violations; ensure consistent and fair application of HR policies and corrective actions; advise branch leaders on conflict resolution, team dynamics, and behavior management.
• Compliance & Risk Management: Monitor compliance with federal, state, and local employment laws (FLSA, EEO, OSHA, FMLA, etc.) and internal HR/safety protocols; conduct periodic audits of HR documentation, training records, and personnel files; partner with safety and risk teams to address incident trends and workforce safety concerns.
• Performance Management & Leadership Coaching: Guide branch leadership through performance review processes, disciplinary actions, and developmental conversations; support consistent implementation of recognition, feedback, and career development practices; build leadership capability through coaching and ongoing training in HR fundamentals.
• Team Management & Development: Lead, mentor, and support a team of HR Generalists, Coordinators, or other regional HR staff; assign workload and prioritize projects based on seasonal volume, compliance needs, and strategic initiatives; drive continuous improvement in HR practices through training, collaboration, and innovation.

Requirements

• Education: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree in HR or Organizational Leadership is a plus.
• Experience: 6+ years of progressive HR experience with at least 2 years in a leadership or supervisory role; experience supporting multi-site, field-based, or seasonal operations required; proven success managing employee relations, talent acquisition, and compliance in a fast-paced environment.
• Technical Expertise: Proficiency in HRIS and ATS platforms (e.g., ADP, Paylocity, Workday, BambooHR); strong knowledge of employment law, wage and hour regulations, and HR compliance standards; competency in using Microsoft Office Suite, especially Excel, for reporting and analytics; experience analyzing HR trends and presenting recommendations to operations leaders.
• Licensing/Certification: PHR/SHRM-CP, SPHR/SHRM-SCP, or OSHA 10/30 Certification of HR/safety collaboration preferred.

Skills

• Strong interpersonal and relationship-building skills with the ability to influence across all levels of the organization.
• Excellent problem-solving and conflict-resolution capabilities.
• High attention to detail, organizational planning, and documentation accuracy.
• Ability to prioritize and manage multiple concurrent HR responsibilities.
• Comfortable in dynamic, high-volume, seasonal business settings.

Key Performance Metrics

• Timeliness and quality of hiring and onboarding processes across region
• Reduction in employee relations incidents and resolution turnaround
• Compliance audit readiness and completion of HR documentation standards
• Retention and engagement trends within supported workforce
• Manager feedback on HR support, coaching, and communication effectiveness
• HR team performance, development, and adherence to deadlines