About the role

The People Operations Manager plays a key role in implementing human resource strategies that support the organization’s broader objectives. Working closely with leadership, this role helps meet current and future workforce needs through comprehensive employee life cycle management, fostering engagement, driving performance, and ensuring compliance with labor laws. By championing HR best practices, the HR Manager contributes to building and sustaining a positive, high-performing workplace culture.

The People Operations Manager will oversee the following domains:

• Performance Management
• Employee Relations
• Compliance & Policy
• Compensation & Benefits
• HR Administration
• Engagement & Culture
• HR Systems & Data Analytics

Key Responsibilities:

Strategic HR Leadership

• Implement HR strategies, frameworks, and initiatives aligned with business priorities.
• Partner with leadership on workforce planning, succession planning, and talent optimization to ensure organizational readiness.

Employee Relations & Culture

• Serve as a trusted advisor and liaison between employees and management, addressing grievances, conflicts, and disciplinary matters fairly and consistently.
• Champion initiatives that foster a positive, inclusive, and engaging workplace culture, strengthening employee motivation and retention.

Performance Management

• Lead the design, execution, and continuous improvement of the performance management framework.
• Ensure effective goal setting, regular feedback, and talent development processes that drive accountability and high performance.

Compensation & Benefits

• Oversee compensation reviews, pay benchmarking, and benefits administration.
• Recommend competitive pay structures and incentive programs that support employee attraction, motivation, and retention.

Compliance, Policy & Risk Management

• Ensure compliance with local labor laws, statutory requirements, and company policies.
• Lead the development and regular review of HR policies, SOPs, and internal audit practices to mitigate risk and ensure operational consistency.
• Oversee sensitive HR matters such as investigations and disciplinary actions with integrity and professionalism.

HR Administration

• Manage employee records, contracts, and leave administration with accuracy and efficiency.
• Ensure HR operational processes are streamlined, reliable, and compliant.

HR Systems & Data Analytics

• Oversee HRIS functionality, ensuring data accuracy and system optimization.
• Monitor and report on key HR metrics to support data-driven decision-making and continuous improvement.

Payroll Liaison

• Collaborate with Finance to ensure accurate and timely payroll processing.
• Validate data integrity, statutory deductions, and compliance with compensation policies.

People Ops Team Support

• Provide guidance and oversight to HR generalists and support teams in handling complex or escalated cases.
• Step in to execute sensitive or high-risk tasks as required to maintain fairness and compliance.

 Continuous Improvement & Special Projects

• Identify opportunities for process improvement within People operations.
• Lead or support special People Operations projects that advance organizational capability and People & Culture priorities.
• Any other duties as assigned. 

Qualifications:

• Bachelor's degree in Human Resources, Business Administration, or related field required.
• A Minimum 5–7 years of HR experience, with at least 3 years in a managerial role.
• Proven expertise in at least three or more domains (Performance, ER, Comp & Ben, Compliance, Engagement, HRIS, HR Admin).
• Demonstrated ability to lead HR projects end-to-end and partner with business leaders.
• IHRM membership. 
• Ability to act with integrity, professionalism, and confidentiality.
• Ability to prioritize tasks and to delegate them when appropriate.
• Adept at leveraging technology to drive efficiency.
• Analytical mindset with proven ability to leverage HR data.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Excellent organizational skills and attention to detail.
• Excellent verbal and written communication skills.
• Proficient in managing end-to-end employee lifecycle processes.
• Proficient with G-Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems.
• Solutions-oriented, adaptable, and agile in managing change.
• Strong proficiency in end-to-end payroll administration and compliance.
• Thorough knowledge of employment-related laws and regulations.