People Operations Manager

Position Summary 
The HR Generalist / People Operations Manager is responsible for supporting day-to-day HR operations including recruiting, onboarding, employee relations, benefits administration, HR systems, compliance, and HR reporting. This role will also support organizational growth initiatives including employee integration from acquisitions, organizational alignment, and HR process scaling as the company grows. 
This role manages and administers the company’s HRIS and PEO platform (Rippling), ensures HR policies and compliance requirements are maintained, and helps support employee engagement through surveys and feedback programs. 
This position reports to the VP of Finance. 

Key Responsibilities 
Recruiting & Hiring 
Support recruiting process including job postings, screening, interview scheduling, and offer letters  
Coordinate background checks and pre-employment processes  
Manage onboarding for new hires  
Maintain recruiting tracking and reporting  
Onboarding & Employee Experience 
Run new hire onboarding and orientation  
Ensure all employee paperwork and HR systems are completed  
Support employee engagement programs and internal communications  
Manage employee surveys and feedback programs and report results to leadership  
Assist with performance review process and documentation  
Payroll, Benefits, HR Administration & Rippling (HRIS / PEO) 
Administer employee benefits including enrollments, changes, and employee questions  
Manage and administer the company HRIS and PEO system (Rippling)  
Maintain employee records, compensation changes, and organizational updates in Rippling  
Manage onboarding, offboarding, payroll coordination, benefits administration, and policy acknowledgements through Rippling  
Support open enrollment process  
Process employee status changes (promotions, compensation changes, terminations)  
Run HR reports including headcount, turnover, compensation, and organizational reporting  
HR Compliance & Policies 
Ensure compliance with federal and state employment laws  
Maintain employee handbook and HR policies  
Ensure all employees complete required policy acknowledgements and compliance training  
Track required training, certifications, and compliance items  
Assist with HR audits, documentation, and compliance reporting  
Ensure proper documentation and HR record keeping practices  
Maintain and update company policies as the organization grows  
Employee Relations 
Serve as a point of contact for employee questions and HR support  
Help managers with employee issues, documentation, and performance improvement processes  
Support organizational communication and employee engagement initiatives  
Help support performance management processes and documentation  
M&A Integration & Organizational Alignment 
Support HR activities related to company acquisitions and employee integrations  
Assist with onboarding and integration of employees from acquired companies  
Help align policies, benefits, compensation structures, and HR systems across organizations  
Support communication and transition planning during integrations  
Assist leadership with organizational structure alignment and role clarity  
Help identify organizational efficiencies, role alignment, and process improvements across combined organizations  
Support culture integration and employee engagement across newly combined teams  
Assist with HR system migrations and employee data transitions during acquisitions  
HR Reporting & Projects 
Maintain HR metrics such as headcount, turnover, hiring, and compensation reporting  
Assist with HR projects such as system implementations, policy updates, employee surveys, and process improvements  
Help build scalable HR processes as the company grows  
 
Qualifications 
Bachelor’s degree in Human Resources, Business, or related field  
3–6 years of HR experience  
Experience managing an HRIS or PEO system (Rippling preferred)  
Knowledge of employment law and HR best practices  
Experience with employee surveys and engagement programs  
Strong organization and communication skills  
Ability to handle confidential information  
Experience supporting company integrations, organizational changes, or acquisitions preferred  
SHRM-CP or PHR preferred but not required