Business Operations Manager Jobs in New Jersey
Business Operations Manager jobs in New Jersey are among the most active in the Mid-Atlantic region, with strong demand from pharmaceuticals, financial services, logistics, and technology firms at every level from coordinator-track roles through senior director positions. Newark, Jersey City, and Parsippany are the heaviest hiring metros, and large established employers like Johnson & Johnson, Prudential Financial, and Cognizant regularly bring on business operations managers across their New Jersey footprints. The most in-demand specialties are process improvement, cross-functional project oversight, and vendor and contract management. Find a role that fits below and apply directly.
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Showing 5 of 14+ Business Operations Manager jobs
Position Overview
As Burlington continues to grow and expand our store footprint, we are committed to building strong, execution-focused HR support for our field teams to deliver a seamless associate and customer experience.The Manager, Field HR Operations (Business Operations) leads the planning and execution of complex, large-scale staffing and talent-placement initiatives that impact our store organization — from new store openings, remodels and closures to seasonal peak hiring, staffing model updates, and competitive-wage analysis. This role serves as a cross-functional connector between Field HRBPs, Store Operations & Asset Protection, Compensation, Talent Acquisition, and HR COEs, driving alignment, operational excellence, and effective workforce planning across the organization. The role also provides leadership and development to a Field HR Ops Coordinator supporting these initiatives.
A Day in the Life
New Store & Staffing Operations
- Lead labor and store talent placement planning for new store openings, closings, and remodels, ensuring alignment with Field HR, Store Operations, and the New Store team on timing and readiness.
- Own the Staffing Models process (new store, seasonal, and spring/fall updates): align with Store Operations and asset protection on update timing, assess volume shifts and their impact, compare current to proposed models, and communicate changes to field leaders for feedback.
- Direct execution of staffing model role changes and position eliminations, including process oversight and change management.
Peak / Seasonal Planning
- Lead Holiday Peak Planning, hiring, and destaffing: update the peak playbook, align the team on approach, and set standardized timing for hiring events in partnership with HRIS and Talent Acquisition.
- Build and present staffing decks for executive leadership approval, and set up the process to identify and deploy Talent Captains, including training coordination with RHRMs.
- Set up and oversee the destaffing plan and execution, including communication and follow-up through close-out.
Competitive Wage
- Serve as a key partner to Compensation and Talent Acquisition to evaluate in-hire rate structures and recommend competitive-wage adjustments, including for new store markets.
- Run the quarterly competitive-wage process: align on budget with Store Operations, analyze prior-year approach, build recommendation decks, and finalize proposals with senior stakeholders.
Business/Role SOPs & Pilot Programs
- Own Business/Role SOP documentation, including role changes, reporting-structure updates, and related field communication.
- Lead field execution of pilot programs and other ad hoc business operation initiatives.
- Identify opportunities to streamline HR operational processes, improve efficiencies, and enhance associate and field leader experience.
Team Leadership & Field Support
- Lead and coach the Field HR Ops Coordinator supporting new store and competitive-wage administration.
- Act as subject matter expert in store talent systems and tools, ensuring accurate data and consistent utilization across the field.
- Maintain open lines of communication with Field HRBPs, sharing updates and guidance on talent-related operational initiatives.
- Collaborate with business units to ensure alignment and compliance with workforce planning initiatives.
You'll Come With
- 5+ years of experience in field HR, workforce planning, or HR operations in a multi-unit retail environment; prior people-leadership experience preferred.
- Proven ability to lead cross-functional initiatives with strong coordination and project management skills.
- Strong working knowledge of HR systems, data tools, and talent/staffing planning platforms.
- Exceptional written and verbal communication skills, including the ability to influence stakeholders and develop executive presentations, business recommendations, and field-facing communications.
- Ability to simplify complex operational concepts into clear, actionable messaging for diverse audiences.
- Detail-oriented, with a strong ability to execute in fast-paced, high-growth environments.
- Experience working with Store Operations, Asset Protection, and corporate COEs in an HR support capacity.
- Demonstrated experience leading large-scale, cross-functional workforce planning or operational initiatives involving multiple stakeholders, tight timelines, and competing business priorities.
- Strong analytical and problem-solving skills, with the ability to interpret workforce and business data and translate insights into actionable recommendations.
#LI-KG2
Come join our team. You’re going to like it here!
You will enjoy competitive wages, flexible hours, and an associate discount. Burlington’s benefits package includes medical, dental and vision coverage including life and disability insurance. Full-time associates are also eligible for paid time off, paid holidays and a 401(k) plan.
We are a rapidly growing brand and provide a variety of training and development opportunities so our associates can grow with us. Our teams work hard and have fun together! Burlington associates make a difference in the lives of customers, colleagues, and the communities where we live and work every day. Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity
Individual pay decisions will be based on a variety of factors, such as but not limited to, qualifications, education, job-related skills, relevant experience, and geographic location.
Position Overview
As Burlington continues to grow and expand our store footprint, we are committed to building strong, execution-focused HR support for our field teams to deliver a seamless associate and customer experience.The Manager, Field HR Operations (Business Operations) leads the planning and execution of complex, large-scale staffing and talent-placement initiatives that impact our store organization — from new store openings, remodels and closures to seasonal peak hiring, staffing model updates, and competitive-wage analysis. This role serves as a cross-functional connector between Field HRBPs, Store Operations & Asset Protection, Compensation, Talent Acquisition, and HR COEs, driving alignment, operational excellence, and effective workforce planning across the organization. The role also provides leadership and development to a Field HR Ops Coordinator supporting these initiatives.
A Day in the Life
New Store & Staffing Operations
- Lead labor and store talent placement planning for new store openings, closings, and remodels, ensuring alignment with Field HR, Store Operations, and the New Store team on timing and readiness.
- Own the Staffing Models process (new store, seasonal, and spring/fall updates): align with Store Operations and asset protection on update timing, assess volume shifts and their impact, compare current to proposed models, and communicate changes to field leaders for feedback.
- Direct execution of staffing model role changes and position eliminations, including process oversight and change management.
Peak / Seasonal Planning
- Lead Holiday Peak Planning, hiring, and destaffing: update the peak playbook, align the team on approach, and set standardized timing for hiring events in partnership with HRIS and Talent Acquisition.
- Build and present staffing decks for executive leadership approval, and set up the process to identify and deploy Talent Captains, including training coordination with RHRMs.
- Set up and oversee the destaffing plan and execution, including communication and follow-up through close-out.
Competitive Wage
- Serve as a key partner to Compensation and Talent Acquisition to evaluate in-hire rate structures and recommend competitive-wage adjustments, including for new store markets.
- Run the quarterly competitive-wage process: align on budget with Store Operations, analyze prior-year approach, build recommendation decks, and finalize proposals with senior stakeholders.
Business/Role SOPs & Pilot Programs
- Own Business/Role SOP documentation, including role changes, reporting-structure updates, and related field communication.
- Lead field execution of pilot programs and other ad hoc business operation initiatives.
- Identify opportunities to streamline HR operational processes, improve efficiencies, and enhance associate and field leader experience.
Team Leadership & Field Support
- Lead and coach the Field HR Ops Coordinator supporting new store and competitive-wage administration.
- Act as subject matter expert in store talent systems and tools, ensuring accurate data and consistent utilization across the field.
- Maintain open lines of communication with Field HRBPs, sharing updates and guidance on talent-related operational initiatives.
- Collaborate with business units to ensure alignment and compliance with workforce planning initiatives.
You'll Come With
- 5+ years of experience in field HR, workforce planning, or HR operations in a multi-unit retail environment; prior people-leadership experience preferred.
- Proven ability to lead cross-functional initiatives with strong coordination and project management skills.
- Strong working knowledge of HR systems, data tools, and talent/staffing planning platforms.
- Exceptional written and verbal communication skills, including the ability to influence stakeholders and develop executive presentations, business recommendations, and field-facing communications.
- Ability to simplify complex operational concepts into clear, actionable messaging for diverse audiences.
- Detail-oriented, with a strong ability to execute in fast-paced, high-growth environments.
- Experience working with Store Operations, Asset Protection, and corporate COEs in an HR support capacity.
- Demonstrated experience leading large-scale, cross-functional workforce planning or operational initiatives involving multiple stakeholders, tight timelines, and competing business priorities.
- Strong analytical and problem-solving skills, with the ability to interpret workforce and business data and translate insights into actionable recommendations.
#LI-KG2
Come join our team. You’re going to like it here!
You will enjoy competitive wages, flexible hours, and an associate discount. Burlington’s benefits package includes medical, dental and vision coverage including life and disability insurance. Full-time associates are also eligible for paid time off, paid holidays and a 401(k) plan.
We are a rapidly growing brand and provide a variety of training and development opportunities so our associates can grow with us. Our teams work hard and have fun together! Burlington associates make a difference in the lives of customers, colleagues, and the communities where we live and work every day. Burlington Stores, Inc. is an equal opportunity employer committed to workplace diversity
Individual pay decisions will be based on a variety of factors, such as but not limited to, qualifications, education, job-related skills, relevant experience, and geographic location.
See All 14 Business Operations Manager Jobs in New Jersey
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Find JobsBusiness Operations Manager Jobs by City in New Jersey
Where New Jersey roles are concentrated, by current openings.
Business Operations Manager Job Market in New Jersey
A snapshot from current New Jersey openings, updated as new roles post.
Who's Hiring
What New Jersey Employers Look For
The qualifications that appear most often in business operations manager jobs across New Jersey.
- Bachelor's degree in business administration, operations management, or a related field required
- Five or more years of progressive operations or project management experience in a corporate environment
- Demonstrated ability to lead cross-functional teams and manage competing priorities simultaneously
- Proficiency with ERP systems, data analysis tools, and workflow automation platforms
- Experience developing and tracking KPIs, budgets, and operational performance metrics
- Strong written and verbal communication skills for executive reporting and stakeholder management
Business Operations Manager Jobs in New Jersey: Frequently Asked Questions
How do you become a business operations manager in New Jersey?
The most direct path in New Jersey is a bachelor's degree in business administration or a related field combined with progressively responsible operations experience. No state-issued license is required for this role in New Jersey. Many candidates strengthen their candidacy by earning credentials such as a Project Management Professional certification or a Lean Six Sigma designation, which are widely recognized by New Jersey's large pharma, financial services, and logistics employers.
How much do business operations managers make in New Jersey?
Business operations managers in New Jersey earn a median of about $173,690 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $77,350 for the lowest 10% to over $372,770 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire business operations managers in New Jersey?
Employers hiring business operations managers in New Jersey right now include NiCE, Audible, and CVS Health, based on current listings on Migrate Mate as of August 2026. New Jersey's dense concentration of pharmaceutical headquarters, financial services firms, and regional logistics operations means sustained year-round demand across company sizes.
Which New Jersey cities have the most business operations manager jobs?
Bridgewater, New Jersey, and Newark have the most business operations manager openings in New Jersey. Newark and Jersey City draw the largest volume because of their financial services and corporate headquarters density, while suburban hubs like Parsippany and Princeton attract openings tied to major pharmaceutical and technology campuses clustered along the Route 1 and I-287 corridors.
Are there remote business operations manager jobs in New Jersey?
Yes, and more than most fields. About 57% of business operations manager openings tied to New Jersey are remote or hybrid as of August 2026, reflecting how much of the role involves analytical work, reporting, and coordination that translates well to distributed settings. The portions most commonly offered remotely are performance reporting, vendor oversight, and process documentation.
How can I get hired as a business operations manager in New Jersey with little or no experience?
The most realistic entry path is a business analyst, operations coordinator, or project coordinator role at one of New Jersey's large pharma or financial services employers, where rotational associate programs at companies like Johnson & Johnson or Prudential Financial are designed for candidates without direct management experience. A Lean Six Sigma Yellow Belt credential or an MBA from a New Jersey institution such as Rutgers Business School makes a candidate meaningfully more competitive for that first step.
Where can I find and apply to business operations manager jobs in New Jersey?
You can find and apply to business operations manager jobs in New Jersey on Migrate Mate, which lists current New Jersey openings from employers actively hiring right now. Find the roles that fit your experience level and target location, then apply directly to each one.
See All 14 Business Operations Manager Jobs in New Jersey
Find roles in New Jersey that match your experience and apply in just a few clicks.
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