Manager of People Operations

We do not build businesses; we build people who build businesses. We know our team members are our most valuable asset.

The Manager of People Operations will translate talent into a competitive advantage. This means working with the executive leadership team, external partners, and team members to source, acquire, develop and retain key talent. (S)he will shepherd a company culture of performance and belonging by developing leaders who unlock team potential, design teams to innovate and ensure every team members reach their full potential.

Responsibilities:

1. Scale Team Member Recruitment Efforts to Drive Speed and Impact

o Transform the team member hiring and onboarding process to ensure we have the right talent, in the right position, at the right moment, with the right skill set positioned to deliver immediate and long-term impact.

o Manage the recruitment strategy and process build a robust network of recruiters and establish an ongoing pipeline of candidates.

o Conduct and attend networking and marketing events, representing the company at job fairs, promotional presentations, and other events to recruit team members.

o Lead and influence diversity recruiting strategies to attract a diverse workforce.

o Build relationships with local colleges/universities and career centers.

2. Automate Routine Tasks

o Benefit Administration

§ Oversee FMLA, STD, LTD, LOA and ADA requests in accordance with company policy.

§ Assist team members with benefit inquiries related to medical, dental, and vision to ensure quick, equitable, courteous resolution.

§ Assist with the annual open enrollment process to ensure successful education and completion.

3. Improve Employee Relations

o Identify and define company-wide leadership competencies and integrate them into the performance management process, reward & recognition, and team member health surveys

o Reorganize the team member engagement surveys to drive actionable outcomes and ensure all team member participation

4. Create, implement and manage a new onboarding process that includes orientation to the company & role, training on task/process/outcomes, 100-day planning, and training on the competencies that drive high-performingleadership

5. Manage talent to ensure bench strength for critical roles, role clarity with defined outcomes, and identification of high-potential, high-performing talent

o Facilitating the performance review process.

§ Ensure 90-day reviews are completed in a timely manner so eligible TMs receive raises on the appropriate payroll.

§ Work with managers to finalize reviews by end of July/beginning of August 2023.

o Identify critical roles in the organization and ensure bench strength and succession planning.

Leadership Competencies:

o Innovation: Generate new and innovative approaches to problems

o Ability to hire A players: Sources, selects, and sells A Players to join Process Technology.

o Able to develop people: Coaches team members in their current roles to improve performance, and prepares them for future roles

o Honesty/Integrity: Does not cut corners ethically. Earns trust and maintains confidentiality. Does what is right, not just what is politically expedient. Speaks plainly and truthfully.

o Efficiency: Able to produce significant output with minimal wasted effort.

o Attention to detail: Does not let important details slip through the cracks or derail a project.

o Enthusiasm: Exhibits passion and excitement about work. Has a can-do attitude.

o Persistence: Demonstrates tenacity and willingness to go the distance to get something done.

o Flexibility/adaptability: Adjusts quickly to changing priorities and conditions. Copes effectively with complexity and change.

o Lead with Empathy & Inclusion: Possesses not only the technical skills required for high performance but also the emotional depth (High self-awareness, emotional intelligence and psychological safety) to work with diverse team members with unique emotional make-ups.