People Operations Leader Jobs (NOW HIRING)

Location: SCA Office – Hybrid Work from Home. Travel: Moderate (26‑50%).

JOB TITLE: People Operations Leader – Full‑Time

Sweeping Corporation of America (SCA) is the nation’s leading street sweeping company, operating in over 20 states and supporting more than 600 municipalities, counties, and government agencies. With over six million miles serviced annually, SCA is uniquely focused on the delivery of high‑performance street sweeping, jet‑vac, and environmental services. SCA has built its entire organization, its people, processes, technology, and investments around providing uninterrupted, accountable, and results‑driven services tailored to the needs of our clients. Our mission is to provide essential sweeping and environmental services that support cleaner, safer, and more sustainable communities.

At SCA, you’ll play a key role in driving our mission to keep communities clean and safe across the country. As a People Operations Leader you’ll help support our dedicated field teams and deliver critical services that make a visible impact every day.

• Manager Training & Coaching: Deliver hands‑on, practical training to managers on performance conversations, corrective action, documentation, and consistent policy application. Build capability, not dependence.
• Onsite Presence: Maintain a consistent field presence across all district locations. Be seen, be known, and build trusted relationships with leaders and frontline employees.
• Real‑Time Coaching: Show up during active situations to coach managers through them in the moment, not just after the fact. Help them develop the confidence and judgment to handle issues correctly.
• Performance & Accountability: Coach managers through performance reviews, feedback delivery, and corrective action. Help them identify underperformance early and create clear, documented improvement plans.
• Operational Observations: Identify inefficiencies, leadership gaps, and team dynamic issues during field visits. Bring forward practical, actionable recommendations to district leadership.
• Drive Performance: Partner with managers to support operational turnaround and performance improvement. Translate people insights into business observations that move the needle.
• Escalation Discipline: Follow established escalation and review protocols consistently. Terminations, harassment complaints, accommodation requests, leave‑related adverse actions, and wage and hour exposures require CPO and/or legal review before action, without exception.
• Team Leadership: Manage and develop the POPS. Set clear expectations, provide regular feedback, and ensure team members have the tools and guidance they need to succeed.
• Compliance & Documentation: Apply knowledge of state and federal employment law guide manager decisions. Ensure all actions are documented, reviewed, and retained appropriately.
• Risk Identification: Proactively identify compliance risks during field visits and surface them before they become exposures. Every significant employment decision should have a paper trail.
• Investigations: Conduct thorough, timely, and well‑documented workplace investigations into complaints, misconduct, and policy violations. Escalate situations with legal or reputational risk to the CPO and legal team before action is taken — not after.
• Leave Administration: Administer FMLA, state leave, and personal leave accurately and on time. Ensure documentation and manager communication are handled correctly throughout.

• Education: College Degree
• Experience: 5+ years’ experience in HR or related field – industry experience preferred
• Manager Experience: 3+ years in a people manager role
• Certifications: PHR / SPHR preferred
• Technical Skills: Strong proficiency in Microsoft suite
• Employment Law Knowledge: Solid working knowledge of state and federal employment law. More importantly, you know when to apply it, when to escalate, and when not to act alone.
• Field Mentality: You prefer to be onsite over sitting behind a desk. You understand that visibility and relationships are part of the job.

• Manager Coaching & Development: Ability to build manager capability through hands‑on, in‑the‑moment coaching rather than just policy direction; translates HR concepts into practical manager behavior.
• Employment Risk Judgment: Knows when to act, when to escalate, and when to stop and get legal involved; disciplined about documentation and process even under pressure.
• Field Presence & Relationship Building: Earns trust across multiple sites with leaders and frontline employees; visible and accessible, not office‑bound.
• Operational Awareness: Can spot inefficient processes, leadership gaps, and team issues during site visits and translate those observations into actionable recommendations for district leadership.

• 401(k) with Match
• Health, Dental, Vision & Life Insurance
• Short‑ & Long‑Term Disability
• Indemnity Insurance
• Paid Time Off & Holidays
• Training Programs
• Team Focus
• A Culture that Cares
• Rooted in Respect

• Lifting: Sedentary (0‑10 lbs.)
• Sitting/Standing: Primarily desk‑based with moderate standing or walking
• Dexterity: Ability to use computers, phones, and standard office equipment
• Visual & Auditory: Normal or corrected vision and hearing sufficient for office work