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Human Resources Operations Manager Jobs in Peekskill, NY

PDI

Director, Human Resources/HRBP

Orangeburg, NY · On-site

Lead, coach, and develop a three-person HR team (Manager, Generalist, and Temp Admin) to deliver proactive, high-quality HR support and consistent service across Operations and Quality. Employee ...

Genesis Recruiting LLC

HR Admin Lead

Monsey, NY · On-site

... operations by improving internal processes, maintaining compliance, supporting staff onboarding, and ensuring organizational efficiency across HR functions. This role is responsible for managing ...

TheStaffed

HR Manager

Stamford, CT · On-site

Our client is seeking an HR Manager to serve as a strategic talent partner for their Tech leadership team, combining talent management, people analytics, and operational HR leadership to drive ...

EisnerAmper LLP

Human Resources Manager

Woodcliff Lake, NJ · On-site

$80 - $100/hr

Manages activities relating to staffing, employee education and training, management development ... Prepares employee handbooks; writes HR and operational policies. * Prepares reports and recommends ...

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Human Resources Operations Manager information

See Peekskill, NY salary details

$43.4K

$96K

$161.4K

How much do human resources operations manager jobs pay per year?

As of Sep 8, 2026, the average yearly pay for human resources operations manager in Peekskill, NY is $96,050.00, according to ZipRecruiter salary data. Most workers in this role earn between $75,200.00 and $111,800.00 per year, depending on experience, location, and employer.

What is a human resources operations manager?

Human Resources Operations Managers are professionals who oversee the daily operations and processes within an organization's HR department. They are responsible for ensuring that HR policies, procedures, and programs are implemented effectively and efficiently. Their duties often include managing employee records, payroll, compliance, recruitment processes, and benefits administration. By streamlining HR functions, they help organizations maintain smooth and compliant workforce management.

What are some typical challenges a human resources operations manager may face when implementing new HR technologies?

Human Resources Operations Managers often encounter challenges such as resistance to change among staff, integrating new systems with existing HR processes, and ensuring data accuracy during migration. They must also provide adequate training for team members and address concerns about data security and privacy. Successfully managing these challenges requires clear communication, stakeholder engagement, and a strategic rollout plan to minimize disruptions and maximize adoption.

What are the key skills and qualifications needed to thrive as a human resources operations manager, and why are they important?

To thrive as a Human Resources Operations Manager, you need a comprehensive understanding of HR policies, employment law, and organizational processes, typically supported by a degree in human resources or business administration. Familiarity with HRIS systems, payroll software, and relevant certifications like SHRM-CP or PHR is highly valuable. Strong leadership, problem-solving, and interpersonal skills set top performers apart in this role. These competencies are crucial for ensuring compliance, streamlining HR operations, and fostering a positive workplace culture.

What is the difference between Human Resources Operations Manager vs HR Coordinator?

AspectHuman Resources Operations ManagerHR Coordinator
ResponsibilitiesOversees HR processes, manages teams, develops policiesSupports HR functions, handles administrative tasks, assists with recruitment
Required CredentialsBachelor's degree in HR or related field, HR certifications often preferredBachelor's degree often preferred, HR certifications less common
Work EnvironmentManagement level, strategic focus, leadership roleAdministrative support, operational tasks, entry to mid-level
Industry UsageCommon in medium to large organizationsWidely used across organizations of all sizes

The Human Resources Operations Manager focuses on strategic HR management and leadership, while the HR Coordinator handles day-to-day administrative tasks. Both roles require HR knowledge and certifications, but the manager role involves more oversight and policy development, making it suitable for those seeking leadership positions in HR.

How much do human resources operations managers make in the US?

Human Resources Operations Managers in the US typically earn a median annual salary of around $70,000 to $120,000, depending on experience, location, and company size. They often require strong organizational and communication skills, along with knowledge of HR software and compliance regulations.

What job categories do people searching Human Resources Operations Manager jobs in Peekskill, NY look for?

The top searched job categories for Human Resources Operations Manager jobs in Peekskill, NY are:

What cities near Peekskill, NY are hiring for Human Resources Operations Manager jobs?

Cities near Peekskill, NY with the most Human Resources Operations Manager job openings:

Human Resources Operations Manager jobs near you

Director, Human Resources/HRBP

PDI

Orangeburg, NY • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 5 days ago

Key responsibilities

  • Partner with senior leadership to develop and execute people strategies that support engagement, retention, and workforce capability.

  • Lead, coach, and develop the HR team to deliver proactive HR support and consistent service across Operations and Quality.

  • Manage employee relations, investigations, and grievance processes, ensuring compliance with collective bargaining agreements, employment laws, and company policies.

Job description

Driven by a commitment to research, quality and service, PDI, Inc. provides innovative products, educational resources, training and support to prevent infection transmission and promote health and wellness. Encompassing 3 areas, our Healthcare, Sani Professional and Contract manufacturing divisions, we develop, manufacture and distribute leading edge products for North America and the world. We have several locations across the US and are looking for new Associates to join our team!
POSITION SUMMARY
The Director, HR Business Partner (HRBP) serves as the strategic HR leader supporting all Operations and Quality functions, representing a combined workforce of approximately 700 employees, including 450 union associates and 250 salaried professionals. This role partners closely with senior leadership to drive a high-performance culture, ensure organizational readiness, and implement human capital strategies that align with business objectives in a regulated manufacturing environment.
ESSENTIAL FUNCTIONS AND BASIC DUTIES
Strategic HR Leadership:Partner with the SVP of Operations & Quality and site leadership to develop and execute people strategies that strengthen engagement, retention, succession planning, and workforce capability.
Team Leadership & Development:Lead, coach, and develop a three-person HR team (Manager, Generalist, and Temp Admin) to deliver proactive, high-quality HR support and consistent service across Operations and Quality.
Employee & Labor Relations:Manage complex employee relations matters, investigations, and grievance processes, ensuring compliance with the collective bargaining agreement, employment laws, and company policy. Advises Operations leadership on contract provisions, dispute resolution, and compliance with company policies and labor law.
Organizational Effectiveness:Support organizational design and process improvement efforts to optimize productivity and employee engagement. Lead change management initiatives that align with evolving business needs.
Talent Management & Workforce Planning:Collaborate with business leaders to identify capability gaps, implement succession planning, and drive leadership development initiatives that strengthen bench strength and readiness for future growth.
Policy, Compliance & HR Operations:Oversee HR policy development and implementation, ensuring compliance with federal, state, and local employment laws (EEO, FMLA, FLSA, ADA, etc.).
Compensation & Performance Management:Partner with Corporate HR and Total Rewards to support annual performance management and compensation planning cycles, ensuring pay equity and alignment with company goals.
Recruitment & Onboarding:Partner with Talent Acquisition to ensure effective hiring, selection, and onboarding strategies for both union and salaried positions, promoting retention and long-term success.
PERFORMANCE MEASUREMENTS
  • Demonstrates measurable impact on retention, engagement, and workforce planning goals.
  • Ensures consistent, compliant, and timely resolution of employee relations and CBA matters.
  • Builds leadership capability and succession depth across assigned client groups.
  • Serves as a trusted, solutions-oriented partner to senior leaders and teams.
  • Develops and empowers HR staff to deliver high-quality, efficient service.
  • Uses HR metrics and insights to drive continuous improvement and business results.

QUALIFICATIONS
EDUCATION/EXPERIENCE
  • Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred.
  • Minimum of 10-15 years of progressive HR experience, including at least 5 years in a leadership or HRBP role supporting large, complex organizations.
  • Experience in a manufacturing, healthcare, or pharmaceutical environment preferred.
  • Demonstrated success partnering with senior leaders to develop and execute people strategies aligned with business objectives.
  • Experience leading and developing HR teams and managing union and non-union employee populations.

REQUIRED KNOWLEDGE
  • Comprehensive understanding of federal, state, and local employment laws and regulations (FLSA, FMLA, ADA, NLRA, etc.).
  • Strong working knowledge of collective bargaining agreements, grievance procedures, and labor relations principles.
  • Familiarity with compensation structures, talent management processes, performance management systems, and employee engagement strategies.
  • Proficient in HRIS platforms (UltiPro, Workday, or equivalent) and data-driven decision-making tools.

SKILLS/ABILITIES
  • Strategic thinker with a hands-on approach to problem-solving and execution.
  • Excellent interpersonal, communication, and influencing skills with all levels of the organization.
  • Ability to balance employee advocacy with sound business judgment and risk management.
  • Strong analytical, organizational, and project management skills.
  • Demonstrated integrity, discretion, and sound professional judgment.

WORKING CONDITIONS
  • Full-time, on-site office position based in Orangeburg, NY.
  • Standard schedule: Monday through Friday, 8:00 a.m. to 4:30 p.m.
  • Requires regular interaction across production, warehouse, and office environments.
  • Occasional travel to corporate headquarters or training sites may be required.
  • Frequent walking within the manufacturing facility; ability to navigate production areas while adhering to all PPE and safety protocols.

SALARY RANGE:
  • $160,000 - $190,000 annually

BENEFITS
PDI is pleased to offer comprehensive and affordable benefits for our associates, which includes:
  • Medical, behavioral & prescription drug coverage
  • Health Savings Account (HSA)
  • Dental
  • Vision
  • 401(k) savings plan with company match and profit sharing
  • Basic and supplemental Life and AD&D insurance
  • Flexible Spending Accounts (FSAs)
  • Short & long-term disability
  • Employee Assistance Program (EAP)
  • Health Advocacy Program

PDI also offers many voluntary benefits such as: Legal services, critical illness, hospital indemnity, accident coverage, ID theft and fraud protection, pet insurance and employee discounts.
At PDI, we are also committed to helping our associates maintain a healthy and sustainable work/life balance and are proud to provide associates with paid time off programs including: sick & safe leave, vacation, company & floating holidays, paid parental leave, and depending on the position we also offer summer hours and flex place/flex time options.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws.
For further information, please review the Know Your Rights notice from the Department of Labor.

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