Newly created role!

Comp: $100-110K + bonus

Fully Onsite role to start. May be some WFH flexibility down the road.

Why is this a great company?:

  • Growing construction/contracting company that has been in business for 30 years
  • Strong support from ownership to implement best in class processes and procedures
  • Great people, culture, and benefits!

PEOPLE & OPERATIONS MANAGER (will be an individual contributor role to start)

The People & Operations Manager (P&O Manager) plays a critical role in ensuring that a company’s workforce is effectively managed and that operational processes run smoothly. Their roles and responsibilities often encompass a wide range of functions, including human resources, operations management, and strategic planning. Here are some of the key roles and responsibilities:

People Management Responsibilities

  1. Recruitment and Onboarding:
  • Developing and implementing recruitment strategies.
  • Managing the hiring process, including job postings, interviews, and selection.
  • Overseeing the onboarding process to ensure new employees are integrated into the company smoothly.
  1. Employee Relations:
  • Acting as a liaison between management and employees.
  • Addressing employee concerns and resolving conflicts.
  • Ensuring a positive and inclusive work environment.
  • Conduct regular employee feedback sessions and implement improvements.
  1. Performance Management:
  • Implementing performance review processes.
  • Developing performance improvement plans.
  • Providing support and guidance to managers on employee performance issues; including but not limited to suspensions/terminations.
  1. Training and Development:
  • Identifying training needs and developing training programs.
  • Provide coaching, feedback, and development opportunities to employees.
  • Ensuring compliance with training requirements and certifications.
  1. Compensation and Benefits:
  • Overseeing compensation structures and benefit programs.
  • Conducting salary reviews and ensuring competitive pay practices.
  • Managing employee benefits and wellness programs.
  • Searching for new ways to reduce costs while enhancing benefits.

Operations Management Responsibilities

  1. Process Improvement:
  • Analyzing and improving operational processes and workflows.
  • Implementing best practices to increase efficiency and productivity.
  • Managing change and ensuring smooth transitions during process updates.
  1. Strategic Planning:
  • Developing and implementing operational strategies aligned with business goals.
  • Participating in long-term planning and decision-making processes.
  • Establish and track key performance indicators (KPIs) for HR and operations.
  • Prepare and present reports on operational and HR metrics to senior management.
  1. Budgeting and Resource Allocation:
  • Managing budgets for the people and operations functions.
  • Allocating resources effectively to support business objectives.
  • Monitoring expenses and ensuring cost-effective operations.
  1. Compliance and Risk Management:
  • Ensuring compliance with labor laws and regulations.
  • Managing risks related to people and operations functions.
  • Implementing policies and procedures to maintain a safe and compliant workplace.
  • Manage Auto and Worker’s Comp claims, as necessary.
  1. Technology and Systems Management:
  • Overseeing HR and operations-related technology systems (e.g., HRIS, ATS).
  • Ensuring systems are effectively utilized and updated.
  • Utilize data and analytics to drive decision-making and improve processes.

Cross-Functional Collaboration

  1. Interdepartmental Coordination:
  • Collaborating with other departments to ensure alignment of people and operational strategies.
  • Supporting cross-functional projects and initiatives.
  • Facilitating communication and collaboration across teams.
  1. Leadership and Management:
  • Leading and mentoring payroll and operations professionals.
  • Providing guidance and support to managers and employees.
  • Fostering a culture of continuous improvement and high performance.

Continuous Improvement and Innovation

  1. Staying Current with Industry Trends:
  • Keeping up to date with industry best practices and trends in people management and operations.
  • Implementing innovative solutions to improve organizational effectiveness.
  1. Driving Organizational Change:
  • Leading initiatives to drive cultural and operational change.
  • Ensuring the organization adapts to changing business environments and workforce needs.

Requirements:

  • 5+ years of human resources management experience (including recruitment & onboarding)
  • Compensation analysis and benchmarking experience
  • Benefits management experience
  • SHRM certification
  • Highly prefer someone from a similar industry (Construction, Contracting, Trades)
  • Someone willing to roll up the sleeves and offer support outside of the core HR role (IT, Admin, etc.) – This person will wear a lot of hats
  • HRIS systems experience
  • Bachelor’s degree highly preferred
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