Key Responsibilities and Required Skills for People Operations Manager

🎯 Role Definition

The People Operations Manager is the architect and guardian of the employee experience. Moving beyond traditional HR, this role focuses on building and optimizing the systems, processes, and programs that support team members throughout their entire journey with an organization. They are strategic operators who blend data-driven insights with a human-centric approach to foster a thriving, compliant, and efficient workplace. This individual acts as a critical partner to leadership, using their expertise to scale culture, streamline operations, and empower employees to do their best work.

📈 Career Progression

Typical Career Path

Entry Point From:

Human Resources Generalist
Senior HR Coordinator
Operations Specialist

Advancement To:

Senior People Operations Manager
Director of People Operations
Head of People & Culture

Lateral Moves:

HR Business Partner (HRBP)
Compensation & Benefits Manager

Core Responsibilities

Primary Functions

Oversee the entire employee lifecycle from onboarding to offboarding, continuously refining processes to create a seamless, positive, and consistent employee experience for all team members.
Serve as the primary administrator and expert for the Human Resources Information System (HRIS), ensuring data integrity, system optimization, and the effective use of its modules for reporting, payroll, and benefits.
Develop, implement, and communicate clear and compliant HR policies and procedures, ensuring they align with our culture and adhere to all federal, state, and local employment laws.
Manage the end-to-end administration of employee benefits programs, including health insurance, retirement plans, and wellness initiatives, acting as the main point of contact for employee inquiries and vendor relations.
Lead the annual benefits renewal and open enrollment process, from conducting market analysis and broker negotiations to crafting and executing engaging employee communication campaigns.
Handle all aspects of employee leave management, including FMLA, ADA accommodations, parental leave, and other state-specific leaves, ensuring compliance and providing compassionate support to employees.
Partner closely with the finance and payroll teams to guarantee accurate and timely payroll processing, managing data inputs for new hires, terminations, compensation adjustments, and benefit deductions.
Act as a trusted resource and advisor on employee relations issues, conducting thorough and objective investigations, and providing coaching to managers on performance management, conflict resolution, and disciplinary actions.
Develop and maintain the company's compensation framework, conducting regular market analysis and internal equity reviews to ensure our pay practices are competitive, fair, and transparent.
Manage all immigration and global mobility processes, collaborating with legal counsel to oversee visa applications, transfers, and PERM processes to support our international workforce.
Spearhead employee engagement and culture-building initiatives, analyzing survey data (e.g., Culture Amp, Glint) and employee feedback to develop programs that enhance morale and foster an inclusive environment.
Generate and analyze people analytics reports to provide leadership with actionable insights on key metrics such as turnover, headcount, time-to-hire, and DEI, helping to inform strategic business decisions.
Drive the execution of performance management cycles, including goal-setting, performance reviews, and manager training, to cultivate a culture of continuous feedback and professional development.
Ensure ongoing operational compliance with all employment-related legal requirements (e.g., EEO, I-9, FLSA), staying current on new legislation and updating policies and practices accordingly.
Manage relationships with external HR vendors, including PEOs, benefits brokers, and HR technology providers, to ensure quality service, cost-effectiveness, and alignment with company goals.
Create and maintain an internal HR knowledge base or wiki, providing employees and managers with accessible, self-service resources on policies, benefits, and company programs.

Secondary Functions

Support the Talent Acquisition team by ensuring a smooth transition from candidate to new hire, including offer letter generation, background checks, and initial systems setup.
Organize and facilitate dynamic new hire orientation sessions, creating a welcoming and informative onboarding experience that grounds new employees in the company's culture and values.
Assist in the development and delivery of training programs for managers and employees on essential HR topics like compliance, respectful workplace conduct, and effective performance feedback.
Handle all employment verification requests and maintain meticulous, confidential employee personnel files in strict accordance with data privacy and record-retention policies.
Collaborate with leadership on change management initiatives, providing operational support, communication strategies, and guidance to ensure smooth transitions during periods of organizational change.
Support workplace health and safety programs, ensuring compliance with OSHA regulations and managing any workers' compensation claims with care and diligence.

Required Skills & Competencies

Hard Skills (Technical)

HRIS & HR Tech Proficiency: Deep experience managing and optimizing HRIS platforms (e.g., Workday, BambooHR, Rippling) and a passion for leveraging technology to improve HR processes.
Data Analysis & Reporting: Strong ability to manipulate data in Excel/Google Sheets, build dashboards, and translate people metrics into compelling stories and actionable insights for leadership.
Employment Law & Compliance: Comprehensive knowledge of federal, state, and local employment laws (FMLA, ADA, FLSA, EEO) and a practical approach to applying them.
Benefits & Compensation Administration: Expertise in managing benefits programs, leading open enrollment, and contributing to the design and analysis of compensation structures.
Project Management: Proven ability to manage multiple complex projects simultaneously, from planning and execution to stakeholder communication, using project management tools and methodologies.
Payroll Systems Knowledge: Understanding of the payroll lifecycle and how HR data integrates with payroll systems to ensure accuracy and timeliness.

Soft Skills

Radical Empathy & Discretion: An innate ability to build trust and handle sensitive information with the highest level of confidentiality and a consistently employee-first mindset.
Exceptional Communication: The ability to communicate complex information (like benefits or policies) in a clear, concise, and accessible way, both verbally and in writing.
Strategic Problem-Solving: A knack for identifying inefficiencies, diagnosing root causes, and designing scalable, long-term solutions rather than just temporary fixes.
Process Optimization Mindset: A continuous drive to improve and automate workflows, always asking "How can we make this better, faster, and more human-centric?"
Adaptability & Resilience: Thrives in a dynamic, fast-paced environment and can skillfully navigate change and ambiguity with a positive, solutions-oriented attitude.

Education & Experience

Educational Background

Minimum Education:

Bachelor's Degree

Preferred Education:

Master's Degree in a relevant field or an active HR Certification (e.g., SHRM-CP, PHR).

Relevant Fields of Study:

Human Resources Management
Business Administration
Industrial-Organizational Psychology

Experience Requirements

Typical Experience Range: 5-8 years of progressive experience in a Human Resources or People Operations role, with at least 2 years focused on operational functions.

Preferred: Experience in a high-growth technology or startup environment, with a proven track record of building and scaling HR processes, systems, and programs from the ground up.