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Human Resources People Operations Manager Jobs (NOW HIRING)

1 Hotels Group

People Operations Manager

Manhattan, NY · On-site

$60 - $80/hr

People Operations Manager** to support the day-to-day Human Resources operations of our luxury hotel. This role partners closely with department leaders and employees to deliver an exceptional ...

Central Health

People Operations Specialist

Austin, TX · On-site

Essential Functions HRIS Implementation and Maintenance • Support the Manager, People Operations in day to day maintenance of the HRIS, UKG Ready. • Assist in migrating existing HR data and ...

Edge Logistics

People Operations Manager

Chicago, IL · On-site

While HR manages employment compliance, payroll, benefits, employee relations, and legal requirements, the People Operations Manager focuses on developing people, improving performance, and ...

Alts

HR People Experience Coordinator

Manhattan, NY · On-site

$23.25 - $30.25/hr

Bachelor's degree in Human Resources, Business Administration, or related field preferred. * 4-8 years of experience in HR, people operations, or office management (internships included). * Strong ...

Luxury Bath Technologies

HR Manager

Rancho Cordova, CA · On-site

$80 - $100/hr

Manager of HR & People Operations Rose Remodeling Job Type: Full-Time Pay: $80k to $115k DOE Job Summary Rose Remodeling is seeking an experienced HR Manager to oversee all aspects of Human Resources ...

Chicknlegs

HR Admin + Office Manager

Raleigh, NC · On-site

$60 - $80/hr

HR + People Operations * Manage the hiring process: job posting, candidate screening, interview scheduling, onboarding process * Implement new hire onboarding, while ensuring employees feel supported ...

Dream Program

People & Operations Manager

Philadelphia, PA · On-site

$55K - $65K/yr

People & Operations Manager Department: Operations Status: Full-Time, Exempt Travel: Approximately ... This position combines core human resources responsibilities-including recruitment, onboarding ...

Bayer

HR People Partner Intern

Creve Coeur, MO · On-site

$14.50 - $19.50/hr

Support HR People Partners in managing employee and leader requests; * Assist with HR processes including employee relations support, promotions, organizational changes, and general HR inquiries;

Tesim Electric

HR / People Coordinator

Austin, TX · On-site

About the Role TESIM Electric is hiring an HR / People Coordinator to build and run the people function as we scale. You'll own onboarding, benefits, payroll administration, compliance, and the ...

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Human Resources People Operations Manager information

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$41.5K

$91.9K

$154.5K

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

As of Sep 9, 2026, the average yearly pay for human resources people operations manager in the United States is $91,917.00, according to ZipRecruiter salary data. Most workers in this role earn between $72,000.00 and $107,000.00 per year, depending on experience, location, and employer.

What does a human resources people operations manager do?

A Human Resources People Operations Manager oversees the employee experience within an organization, focusing on HR processes and policies that support recruitment, onboarding, performance management, and employee engagement. They work to create a positive workplace culture, ensure compliance with labor laws, and implement strategies to attract and retain talent. Their role often involves collaborating with other departments to align HR initiatives with the company’s overall goals and values. People Operations Managers also use data and feedback to continuously improve HR practices and ensure employees are supported throughout their employment lifecycle.

How does a human resources people operations manager typically collaborate with other departments to enhance employee experience?

A Human Resources People Operations Manager works closely with leaders from various departments to develop and implement initiatives that support employee engagement, development, and retention. This collaboration often includes coordinating training programs, gathering feedback to improve workplace culture, and ensuring that HR policies align with the unique needs of each team. By serving as a strategic partner, the People Operations Manager helps create a cohesive and supportive work environment, fostering cross-functional communication and continuous improvement in people practices.

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

To thrive as a Human Resources People Operations Manager, you need strong expertise in HR best practices, employment law, talent management, and typically a degree in human resources or related field. Familiarity with HRIS systems, payroll software, and certifications such as SHRM-CP or PHR are highly valuable. Exceptional communication, problem-solving, and leadership skills enable you to effectively support employees and drive organizational initiatives. These competencies are crucial for fostering a positive work environment, ensuring compliance, and optimizing workforce performance.

What is the difference between Human Resources People Operations Manager vs Human Resources Generalist?

AspectHuman Resources People Operations ManagerHuman Resources Generalist
CredentialsTypically requires a bachelor’s degree in HR, business, or related field; HR certifications are commonUsually holds a bachelor’s degree; HR certifications are also beneficial
Work EnvironmentFocuses on strategic HR initiatives, employee experience, and operational efficiencyHandles day-to-day HR tasks like recruitment, onboarding, and employee relations
Employer & Industry UsageUsed across tech, startups, and corporate sectors emphasizing employee experienceCommon in various industries for general HR support roles
Search & Comparison IntentPeople Operations Manager vs HR Generalist

The Human Resources People Operations Manager typically focuses on strategic initiatives and improving employee experience, while the HR Generalist handles daily HR functions. Both roles require similar credentials but differ in scope and responsibilities, with the People Operations Manager playing a more strategic role in organizations.

What cities are hiring for Human Resources People Operations Manager jobs?

Cities with the most Human Resources People Operations Manager job openings:

What states have the most Human Resources People Operations Manager jobs?

States with the most job openings for Human Resources People Operations Manager jobs include:

What are popular job titles related to Human Resources People Operations Manager jobs?

For Human Resources People Operations Manager jobs, the most frequently searched job titles are:

Infographic showing various Human Resources People Operations Manager job openings in the United States as of August 2026, with employment types broken down into 77% Full Time, 20% Part Time, and 3% Contract. Highlights an 90% Physical, 2% Hybrid, and 8% Remote job distribution, with an average salary of $91,917 per year, or $44.2 per hour.

People Operations Manager

Sedalia, CO • On-site

CORE Electric Cooperative
Utilities • 201 - 500 employees
Learn more about CORE Electric Cooperativeexternal

$127K - $169K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 4 days ago

Job description

About CORE
CORE Electric Cooperative is the largest member-owned electric distribution cooperative in Colorado dedicated to providing reliable, affordable, clean, and safe electric service to our communities. With a commitment to innovation and member satisfaction, we strive to meet the evolving needs of our members while maintaining the highest standards of service excellence.
Job Summary
The Human Resources Manager reports to the People Operations Director and is responsible for managing the operational oversight of the human resources functions of the People Operations Department. This includes the overall administration, coordination, and execution of the human resources functions to include Total Rewards (benefits and compensation), Talent Acquisition, Talent Management (Performance Management, Employee Relations, Labor Relations, and Workforce Planning), and HR Technology/Operations (HRIS, other HR systems, and workforce analytics). The People Operations departmental structure includes two Human Resources Managers who divide these functional responsibilities.
Essential Duties and Responsibilities
  • Serve as a strategic HR business partner and credible advisor to leaders across CORE; understand business and workforce needs, diagnose issues, evaluate alternatives, and recommend practical, consistent, and legally compliant solutions specific to organizational design, staffing, workforce planning, performance management, employee engagement, retention, succession planning, and related talent strategies.
  • Lead the assigned Human Resources portfolio, which may include Total Rewards, Talent Acquisition, Talent Management, employee and labor relations, workforce planning, HR technology and operations, and workforce analytics; integrate work across disciplines to provide coordinated HR service delivery.
  • Plan, organize, direct, and evaluate the work of assigned staff; establish priorities and performance expectations; recruit, coach, develop, and hold employees accountable; and support succession and continuity within assigned functions.
  • Develop, implement, interpret, and continuously improve HR policies, programs, procedures, and service standards; maintain the employee handbook through a documented review cycle and promote equitable, inclusive, agile, and effective workforce practices.
  • Monitor federal, state, and local employment requirements and HR trends; oversee required recordkeeping, reporting, recurring and ad hoc audits, and corrective actions to maintain compliance and reduce legal, operational, and reputational risk.
  • Oversee employee and labor relations matters, including workplace investigations, performance and corrective action, conflict resolution, grievance administration, interpretation and administration of collective bargaining agreements, collective bargaining support, and employment-risk management.
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  • Oversee assigned HR programs and systems, including performance management, employee engagement surveys, exit interviews or surveys, HRIS governance, data integrity, system access and controls, and effective use of HR technology in partnership with HR subject-matter experts and other stakeholders.
  • Establish meaningful HR metrics and reporting; analyze workforce and program data, identify trends and risks, communicate findings, and recommend actions that improve decision-making, employee experience, compliance, and operational outcomes.
  • Lead cross-functional HR projects and organizational change initiatives by defining scope, responsibilities, timelines, risks, communications, training, adoption measures, and expected outcomes.
  • Build productive and appropriately independent working relationships with leaders, employees, union representatives, HR colleagues, legal counsel, vendors, and other partners; communicate sensitive or difficult recommendations clearly, professionally, and respectfully.
  • Manage assigned budgets, contracts, and vendor relationships; monitor service levels, performance, cost, compliance, and contractual obligations and address issues promptly.
  • Maintain confidentiality and complete, accurate, and defensible documentation of significant HR decisions, actions, and recommendations.
  • Perform other duties as assigned.

Supervisory Responsibilities
  • Plan, organize, assign, and direct the work of assigned staff; establish clear performance expectations and development goals; monitor and evaluate results; and provide timely coaching, feedback, and support to improve performance and build capability.

Minimum Qualifications of Position
  • Bachelor's Degree and 10 years of human resources experience to include at least 3 years in a leadership role
  • Experience managing union relationships with collective bargaining agreements, grievances, investigations, and corrective actions
  • Demonstrated experience administering and optimizing an enterprise Human Capital / HRIS and related HR technologies, including data integrity, reporting, system access and controls, workflow configuration, testing, implementation, and vendor partnership.
  • Proficiency with Microsoft 365 applications is required.
  • Excellent teamwork, interpersonal, collaboration and communication skills required

Preferred Qualifications of Position
  • SHRM-SCP, SPHR, or equivalent Human Resource Certification
  • Master's degree in human resources, business, organizational development or a related field
  • Electric utility, cooperative, regulated-industry, or unionized-workforce experience
  • Experience managing union relationships with collective bargaining agreements, grievances, investigations, and corrective actions
  • Demonstrated experience administering and optimizing an enterprise Human Capital / HRIS and related HR technologies, including data integrity, reporting, system access and controls, workflow configuration, testing, implementation, and vendor partnership. Current systems include: Dayforce and Cornerstone
  • Experience leading organizational change or enterprise human resources implementations

Knowledge and Skills
  • HR functional expertise: Comprehensive knowledge of human resources principles, practices, and applicable employment laws across assigned areas, including compensation, benefits, talent acquisition, performance management, organizational design, workforce planning, employee and labor relations, leave and accommodation administration, affirmative action and EEO compliance, policy administration, HR technology, and workforce analytics.
  • Leadership and team development: Demonstrated ability to establish priorities and performance expectations; delegate with appropriate oversight; coach, develop, and hold staff accountable; and build a capable, collaborative, and high-performing team.
  • Business and strategic acumen: Ability to understand CORE's business model, operational priorities, workforce needs, and utility environment and to align HR strategies, programs, and recommendations with organizational goals, risk considerations, and service outcomes.
  • Consultation and influence: Ability to serve as a credible, solutions-oriented advisor; diagnose underlying issues; evaluate alternatives; and influence sound decisions through evidence, business context, policy, and professional judgment.
  • Judgment, ethics, and confidentiality: Ability to handle sensitive employee and organizational information with discretion; make consistent, impartial, and defensible decisions; identify ethical, legal, reputational, and employee-relations risks; and recognize when escalation or specialized guidance is required.
  • Employee and labor relations: Knowledge and skill to oversee investigations, performance and corrective action matters, grievance administration, policy and collective bargaining agreement interpretation, collective bargaining support, conflict resolution, and employment-risk management.
  • Communication and presentation: Ability to communicate complex or sensitive information clearly, concisely, and professionally in writing and verbally; facilitate productive discussions; deliver effective training and presentations; and adapt messages for employees, leaders, executives, union representatives, and other stakeholders.
  • Collaboration and relationship management: Ability to build productive working relationships across organizational levels and functions, maintain appropriate professional independence, address disagreement constructively, and coordinate work among leaders, employees, HR colleagues, vendors, legal counsel, and labor representatives.
  • Change leadership and continuous improvement: Ability to assess the organizational impact of change; develop practical implementation, communication, training, and adoption plans; anticipate resistance; and improve HR policies, processes, systems, and service delivery based on results and stakeholder needs.
  • Analytical thinking and decision support: Ability to evaluate workforce data, trends, benchmarks, and operational information; assess data quality; select meaningful measures; identify risks and opportunities; and translate findings into clear recommendations and actions.
  • Execution and accountability: Ability to balance strategic priorities with operational detail; organize competing demands; establish responsibilities, milestones, and service expectations; manage projects, vendors, and budgets; and deliver accurate, timely, and sustainable results.
  • Inclusion and professional respect: Demonstrated ability to apply policies and practices consistently and respectfully, consider relevant perspectives, identify barriers to fair participation, and support an inclusive workplace consistent with legal and organizational requirements.

Working Conditions and Physical Requirements
  • Sedentary work: Exerting up to 10 pounds of force occasionally. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.
  • The worker is not substantially exposed to adverse environmental conditions (as in typical office or administrative work).

Note: This job description is intended to describe the general nature and level of work performed and is not to be construed as an exhaustive list of responsibilities, duties, and skills required. Other duties may be assigned.
Application Timeline
The application deadline for this job is estimated to be 9/10/2026. However, this timeline may be shortened or extended depending on business needs, the availability of qualified candidates, and whether the role is filled or not. We encourage qualified candidates to submit their application(s) expediently so as not to miss out on opportunities.
CORE offers a comprehensive benefits package including the following...
  • 9/80 work schedule: every other Friday off!
  • Nine paid holidays per year
  • 160 Hours of accruable PTO per year
  • Paid parental leave
  • Education and training reimbursement
  • Volunteer paid time off
  • 100% Cooperative paid benefits, including:
    • Defined benefit pension plan
    • Medical insurance
    • Dental insurance
    • Vision insurance
    • Short term disability
    • Long term disability
    • Employee assistance program
    • Life insurance
    • HSA with employer contribution
  • 401(k) with up to 4% match. Immediately 100% vested
  • Length of service program
  • Free Onsite EV charging stations (at certain locations)
  • Onsite micro market (at certain locations)
  • Onsite gym with golf simulator and massage chairs (at certain locations)

CORE is an Equal Opportunity Employer.
  • EEO is The Law - click here for more information
  • Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled
  • We consider all applicants for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, handicap or disability, or status as a Vietnam-era or special disabled veteran in accordance with federal law. If you need assistance, please reach out to us at hr@core.coop

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