Job Type
Full-time
Description
The People Operations Manager builds and owns the systems, processes, and infrastructure that underpin how HR functions. This role will build a more scalable, disciplined HR function that supports business growth and the successful integration of new acquisitions.
Key Priorities- Process Design & Operational Discipline: Define how core HR processes should operate across the organization, establishing clear, repeatable workflows that enable consistency and scalability. Standardize how work gets done across a multi-site environment, reducing reliance on manual workarounds and fragmented execution. Introduce structure where needed without adding unnecessary complexity or bureaucracy.
- HR Systems & Technology: Own the design, configuration, and ongoing evolution of HR systems. Ensure platforms are effectively implemented, scalable, and aligned with business needs. Drive improvements in system capability, usability, and data integrity to support efficient execution and better decision-making.
- Acquisition Integration: Develop and refine a repeatable playbook for integrating newly acquired companies into HR systems, compensation structures, and benefits programs. Lead the execution of those integrations, ensuring transitions are accurate, timely, and scalable as acquisition activity continues.
- Compensation Infrastructure & Job Architecture: Translate compensation philosophy, developed in partnership with HR leadership, into structured, scalable frameworks across the enterprise. Build and operationalize job architecture, salary bands, and compensation structures. Incorporate market data and benchmarking to support consistent, informed decision-making while ensuring systems align with how the business operates.
- Benefits Strategy & Administration: Own the structure and delivery of benefits programs across the organization, including vendor relationships, system integration, and ongoing program design. Oversee the team responsible for day-to-day administration, ensuring accuracy, consistency, and a strong employee experience. Serve as a point of escalation and provide backup support when needed.
Benefits Include- Annual Incentive Program
- Profit-Sharing - via 401(k)
- Employee Ownership Opportunities
- Paid Time Off, including 10 holidays
- Health Insurance, including medical, dental, vision, disability, and life
Requirements
What We're Looking For- Owner/Operator mindset - takes ownership of outcomes and follows work through to completion
- Builder orientation - thrives on creating structure, systems, and processes where they don't yet exist
- Strong systems thinker - able to design processes first and ensure systems support them
- Practical and solution-oriented - prioritizes what works over what is theoretically ideal
- Able to operate without a playbook in fast-moving, unstructured environments where priorities shift
- Low-ego, behind-the-scenes contributor - maintains strong alignment with business priorities and impact
- Self-directed and accountable - able to identify gaps, take initiative, and execute without heavy structure
Required Experience- 6-10+ years with direct ownership in HR operations, HR systems, compensation infrastructure, or benefits - not solely HR generalist or business partner roles
- Proven track record building or significantly improving HR processes or systems - not just maintaining or supporting them
- Experience operating in multi-site, decentralized, or growth-oriented environments where structure had to be built - not inherited
- Strong working knowledge of HR systems (HRIS), payroll, and benefits platforms, including how they interact
Preferred Experience- Built or supported job architecture, leveling frameworks, and compensation structures
- Exposure to acquisition integration, including HR system onboarding, compensation alignment, and benefits transitions
- HR system implementation or migration
- Partnered with Finance and Talent Acquisition on workforce planning, compensation, or hiring alignment
- Operated in lean, fast-moving, or unstructured environments, including B2B or multi-site operational businesses
- Familiarity with industrial, distribution, services, or similar operating environments
What Success Looks Like- A clear, usable job architecture and leveling framework is in place - enabling consistency in how roles are defined, evaluated, and compensated
- Compensation structures and salary bands are operationalized and trusted, with decisions grounded in defined frameworks rather than ad hoc judgment
- HR systems are intentionally configured to support how the business operates, with processes designed first and systems built to enable them
- Benefits programs are structured, scalable, and aligned, with effective vendor coordination and a consistent employee experience
- Newly acquired companies are integrated cleanly and predictably into HR systems, compensation structures, and benefits programs
- Core HR processes are defined, repeatable, and scalable, reducing dependency on tribal knowledge
- HR data supports credible decision-making with Finance and leadership, particularly around headcount, compensation, and workforce cost
The duties, responsibilities, and activities described above are not exhaustive and may be subject to change. Additionally, please note that the job title for this posting is designed to be descriptive and may not reflect the official title used internally for job classification purposes. 
