13 Favor Operations Managers Jobs Hiring Near You

We are looking for a strategic People Operations Business Partner who embodies Favor’s core values, serves as a culture champion for our team and will work alongside Favor’s management team and team members to support all people related matters including performance management, employee relations, career development, engagement programming, organizational challenges and more. This role will use relationship building and data to guide and propose solutions, challenge convention, and assist Favor leaders in making decisions that move our business forward. Favor’s People Operations team operates with agility and at times may require supporting strategic talent and recruiting efforts. 

• Act as a strategic advisor and coach to assigned business leaders, VPs, and managers on all people-related matters, including organizational design, workforce planning, and talent management.
• Translate business strategy and priorities into a tangible People strategy, leading organizational design and restructuring efforts for within assigned departments, advising on team structure, job leveling, and role clarification to maximize effectiveness and improve the performance of the business.
• Partner with senior leadership to diagnose organizational health, anticipate people issues, and develop proactive solutions that drive business results.
• Execute core talent programs within assigned departments, including performance reviews, talent calibrations, compensation planning, and promotion cycles.
• Coach managers on effective performance management, leadership development, team member coaching, and succession planning for key roles.
• Identify training and development needs for assigned departments and collaborate with the Talent Experience team to create and implement targeted programs aligned with Favor’s business objectives.
• Manage and resolve complex employee relations issues (e.g., disciplinary actions, sensitive terminations, workplace investigations) through resolution in partnership with the Manager, People Operations and Legal team.
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance within the client group.
• Analyze HR and business data (e.g., turnover, engagement scores, exit interviews, time-to-hire) to identify trends and root causes, and use these insights to propose data-driven solutions.
• In close collaboration with Finance, Manager of People and business leaders, maintain workforce plans and headcount forecasts to support hiring strategies and budget management.
• Track and report on key People metrics for assigned departments, providing regular updates to leadership on organizational health and progress toward People goals.
• Partner with the Talent Experience team to support programs and processes related to team member engagement, including engagement surveys, cross-department focus groups, training, and resources
• Collaborate with the Talent Acquisition team and leadership to create an equitable hiring experience for all candidates  and ensure internal equity in assigned departments.
• Champion and drive cultural initiatives and company values within assigned departments ensuring alignment with the overall team member experience.
• Partner with the People Operations team to ensure compensation, benefits, and recognition programs are effectively communicated to drive retention and morale.
• Partner with leadership to facilitate and take action on team member engagement surveys and feedback mechanisms to continuously improve the working environment and team member satisfaction.
• Provide career guidance to team members and propose solutions for internal movement and opportunities
• Collaborate with the Business Partner and People Operations teams to ensure a consistent and equitable experience for all Favor team members.
• Step in to partner with Hiring Managers to identify and understand hiring needs and the required skills, competencies, and qualifications for any given role and create interview questions that reflect the requirements for each position.
• Help to source and build talent pipelines for roles when needed.

• Bachelor's degree or comparable formal training, certification, and/or work experience.
• 4+ years of experience in human resources.
• Demonstrated experience working with varying levels of leadership.
• Ability to set up and track relevant metrics and key performance indicators and use them to drive business results.
• Working knowledge of compensation strategy, employee relations, organizational design, performance management, employment law, and DEIB.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) preferred.

• You have exceptional verbal, written and interpersonal communication skills.
• You have an excellent grasp of human resource management techniques.
• You have exemplary organizational skills, time management skills, and pay attention to detail.
• You excel at relationship-building and stakeholder management.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.