People Operations Manager 18965

Job Title: People Operations Manager (Remote Contractor)

Role Overview

The People Operations Manager is a senior individual contributor responsible for owning and improving People Ops programs workflows and systems. This role does not manage people directly. Instead it focuses on process ownership operational excellence and supporting managers across the organization.

This role is closer to an HR Business Partner in scope but without people management responsibilities. It bridges execution and strategy by improving how People Ops work is delivered across HR systems employee lifecycle processes and manager support.

Key Responsibilities

HR Process & Program Ownership

• Own end-to-end People Ops processes including onboarding offboarding ER workflows and HR data governance
• Continuously improve HR workflows SOPs and documentation standards
• Identify inefficiencies and redesign processes for scalability and compliance
• Ensure alignment of HR operations with U.S. employment and regulatory requirements

Manager & Employee Support

• Act as a primary escalation point for complex manager and employee issues
• Provide direct HR guidance to people leaders on employee relations performance and policy application
• Support managers in navigating sensitive situations and workforce decisions

Employee Relations (Advanced Scope)

• Lead drafting and review of formal documentation including PIPs written warnings and corrective actions
• Handle nuanced employee relations cases and determine appropriate resolution pathways
• Ensure accurate case documentation and consistent application of policy

Work Design & Job Classification

• Support job design role clarity and job classification frameworks (manager vs program manager distinctions)
• Assist in compensation alignment discussions through job leveling logic and role evaluation inputs
• Partner with leadership on structuring roles for scalability and operational efficiency

Systems Data & HR Operations

• Oversee integrity of HRIS and ATS data workflows and standards
• Audit processes and ensure accurate compliant employee records across systems
• Generate and interpret HR data to support operational decisions

Talent & Lifecycle Coordination (Oversight Level)

• Provide guidance and oversight to recruitment coordination onboarding and offboarding workflows
• Ensure consistency and quality in execution of lifecycle processes handled by specialists

Benefits & Compliance Support

• Oversee benefits-related operational processes including enrollment workflows and documentation standards
• Ensure proper escalation of complex benefits issues to appropriate stakeholders

Process Improvement & Technology

• Champion automation and AI-enabled improvements across People Ops workflows
• Define and maintain SOPs for all major HR operational processes
• Identify opportunities for scaling People Ops through technology and structured process design

Qualifications

Required

• 5 years in HR / People Operations ideally with HRBP or senior generalist exposure
• Strong experience in HR operations employee relations and process design
• Experience with HRIS and ATS platforms
• Deep understanding of U.S. HR compliance fundamentals (PHR or SHRM-CP preferred or equivalent experience)
• Proven ability to handle complex employee relations cases
• Strong documentation writing and policy interpretation skills
• Experience with job design job classification or compensation frameworks

Preferred

• Background in HR Business Partnering (without people management focus preferred)
• Experience in distributed or global organizations
• Exposure to comp and job leveling frameworks
• Experience building SOPs and scalable HR systems
• Familiarity with AI and HR automation tools

Core Competencies

• Strong process ownership mindset (end-to-end accountability for workflows)
• High judgment in escalation and decision boundaries
• Detail-oriented with strong compliance awareness
• Strong communicator with managers and leadership
• Systems thinker (process data people lifecycle integration)
• Comfortable operating independently in ambiguity
• Tech-forward and automation-oriented

Required Experience:

Manager