Entry Level People Operations Manager Jobs
New grad people operations manager jobs welcome recent graduates and entry level candidates with zero to two years of experience, where a strong internship background or hands-on HR coursework can matter more than a long resume. Most openings mix on-site and hybrid settings across Healthcare & Medical Services, Education, and Technology & Software, with employers like Cintas, Moss, and Omni Hotels hiring at this level now.
Find JobsOverview
Open roles84
Top stateTexas
Top employerCintas
Top cityHouston, TX
Work type78% On-site
Top industryHealthcare
Showing 5 of 84+ Entry Level People Operations Manager jobs
Human Resources Associate
We won't show you this job again
New 9h ago
Wright State University
Human Resources Associate
Dayton, Ohio
New 9h ago
Human Resources Administrative Assistant
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Added 1d ago
Infojini Inc
Human Resources Administrative Assistant
Stony Brook, New York
Added 1d ago
Human Resources Generalist
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Added 1d ago
Dairy Farmers of America, Inc.
Human Resources Generalist
Turlock, California
Added 1d ago
Human Resources Business Partner
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Added 1d ago
Mizuho
Human Resources Business Partner
New York, New York
Added 1d ago
Human Resources Assistant
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Added 1d ago
Infojini Inc
Human Resources Assistant
Stony Brook, New York
Added 1d ago
New 9h ago
Human Resources Associate
Wright State University·Dayton, Ohio
Job functions:
1+ yr exp.
High school diploma or GED
Full Time
1,001-5,000 employees
Job Description
The Human Resources (HR) Associate provides service to all Wright State University employees with a high level of effectiveness, efficiency and a focus on customer service. The position ensures that personnel transactions are conducted timely, accurately and in accordance with federal/state laws and applicable policies and procedures. This position is responsible for intake of, and response to, all general inquiries from employees and will drive customer questions and/or issues to resolution or escalate items needing specialized or advanced support. HR Associates also work independently on various projects and process improvements after being provided general direction on expected outcomes.
Minimum Qualifications
- A Bachelor’s degree in a related field and 1 year of full-time related work experience OR, two years of post-secondary education and 2.5 years of full-time related work experience OR a high school diploma (or equivalent) and five years of full-time related work experience.
- Integrity and judgement necessary to maintain strict confidentiality at all times.
- Effective at multi-tasking, follow-through and ability to work independently.
- Strong planning, organization, problem-solving and resolution skills.
- Attention to detail and demonstrated ability to accurately enter data into databases and computer systems.
- Excellent customer service, interpersonal and verbal & written communication skills.
- Ability to manage projects and organize job tasks and responsibilities.
- Ability to calculate basic math.
- Experience developing and delivering presentations in a group setting (e.g. new employee orientations, open enrollment meetings, process training meeting, etc.)
- Experience in higher education or other academic setting.
- Project management experience and/or experience leading committees or focus groups.
- Proficient with a variety of software programs including MS Office, Excel, Word and PowerPoint, as well as Adobe.
- Experience with the Ellucian Banner HRIS environment.
30% Ensures Timely, Accurate Processing of Employee Data
- Receives and processes employee paperwork for changes in pay, title, position, department, benefits, deductions, etc. Ensures accurate and timely input of information regarding changes to employee status (e.g. promotion, transfer, FTE change, etc.) and benefit/deduction changes.
- Ensures compliance of employment actions with federal/state laws, university policies, collective bargaining agreements and other relevant governing bodies/documents. Accountable for assisting with the timely and accurate processing of Form I-9, E-Verify, and other items required by outside agencies (e.g. benefits and retirement vendors, etc.).
- Responsible for maintaining the integrity of information being entered into, and extracted from, the HRIS system. Audits HRIS and other employee data (e.g. benefits data held with vendors, etc.) for accuracy and corrects errors found. Recommends system and process improvements to increase data integrity.
- Performs complex calculations for a variety of personnel transactions, including deferred salary and/or payouts for separations and retirements, transitions of employment types (e.g. fiscal/academic, classified/unclassified, etc.) and leaves of absence. Calculates retroactive pay increases/decreases and adjusts deductions accordingly. Calculates and corrects errors with leave accruals. Identifies HRIS system issues and assists with troubleshooting and testing potential solutions. Provides input and testing when new processes and codes are created with the system.
30% Provides Responsive Customer Service to Inquiries (Both Internally and Externally)
- Serves as primary point of contact for employees with questions about their pay and/or benefits and deductions. Responds to questions from Fiscal Officers and other appropriate university personnel regarding employee position and pay information.
- Responds accurately and professionally to questions, concerns and requests for information through multiple channels (in-person, email, phone, etc.) in a timely manner. Connects with employees, departments and outside agencies regarding general university policies and procedures. Ensures that questions and issues are seen through to resolution or appropriate assignment to other HR personnel.
- Escalates issues that arise with regard to employee relations, supervisory issues and benefits/leave issues. Meets regularly with other HR staff to facilitate problem resolution and understanding of processes.
- Interprets, applies and communicates university policies and procedures to customers regarding benefit eligibility; deferred compensation payouts; leave accruals, usage and payouts; timing of pay and title changes; as well as transition to/from fiscal and academic faculty as well as to/from classified and unclassified staff.
20% Prepares Documentation, Communication and Improvement of University Processes
- Advocates for the employee experience by partnering effectively with employees and other departments/HR personnel to provide world-class service to university employees, including educating them on how and when to use self-service tools.
- Develops tools and instruments to help employees and university personnel understand HR processes and deadlines. Provides subject matter expertise to employees regarding HR practices, systems, and resources. Provides technical support, training and direction to employees and departments related to certain HR processes. Makes presentations about various HR topics to employees and departments upon request.
15% Direct and/or support special projects/tasks
- Manages one-time special projects on behalf of the university and HR team. These projects may include new process development and implementation, training initiatives, research and executive summary development, etc.
- Manages on-going tasks in the HR Operations area that cannot be effectively ‘split’ among the multiple HR Associates. These projects may include particular audit functions, record-keeping or process ownership, etc.
- Supports special projects being undertaken by the university that have a particular HR focus. These projects may include records retention, service awards, new program development, etc. Trains and directs the work of student employees and the HR Records Coordinator.
5% Other duties as assigned
- Undertake other duties as assigned to assist HR in maintaining operations and/or agility goals.
Wright State University
Human Resources Associate
Dayton, Ohio
New 9h ago1,001-5,000 employees
Job functions:
1+ yr exp.
High school diploma or GED
Full Time
Job Description
The Human Resources (HR) Associate provides service to all Wright State University employees with a high level of effectiveness, efficiency and a focus on customer service. The position ensures that personnel transactions are conducted timely, accurately and in accordance with federal/state laws and applicable policies and procedures. This position is responsible for intake of, and response to, all general inquiries from employees and will drive customer questions and/or issues to resolution or escalate items needing specialized or advanced support. HR Associates also work independently on various projects and process improvements after being provided general direction on expected outcomes.
Minimum Qualifications
- A Bachelor’s degree in a related field and 1 year of full-time related work experience OR, two years of post-secondary education and 2.5 years of full-time related work experience OR a high school diploma (or equivalent) and five years of full-time related work experience.
- Integrity and judgement necessary to maintain strict confidentiality at all times.
- Effective at multi-tasking, follow-through and ability to work independently.
- Strong planning, organization, problem-solving and resolution skills.
- Attention to detail and demonstrated ability to accurately enter data into databases and computer systems.
- Excellent customer service, interpersonal and verbal & written communication skills.
- Ability to manage projects and organize job tasks and responsibilities.
- Ability to calculate basic math.
- Experience developing and delivering presentations in a group setting (e.g. new employee orientations, open enrollment meetings, process training meeting, etc.)
- Experience in higher education or other academic setting.
- Project management experience and/or experience leading committees or focus groups.
- Proficient with a variety of software programs including MS Office, Excel, Word and PowerPoint, as well as Adobe.
- Experience with the Ellucian Banner HRIS environment.
30% Ensures Timely, Accurate Processing of Employee Data
- Receives and processes employee paperwork for changes in pay, title, position, department, benefits, deductions, etc. Ensures accurate and timely input of information regarding changes to employee status (e.g. promotion, transfer, FTE change, etc.) and benefit/deduction changes.
- Ensures compliance of employment actions with federal/state laws, university policies, collective bargaining agreements and other relevant governing bodies/documents. Accountable for assisting with the timely and accurate processing of Form I-9, E-Verify, and other items required by outside agencies (e.g. benefits and retirement vendors, etc.).
- Responsible for maintaining the integrity of information being entered into, and extracted from, the HRIS system. Audits HRIS and other employee data (e.g. benefits data held with vendors, etc.) for accuracy and corrects errors found. Recommends system and process improvements to increase data integrity.
- Performs complex calculations for a variety of personnel transactions, including deferred salary and/or payouts for separations and retirements, transitions of employment types (e.g. fiscal/academic, classified/unclassified, etc.) and leaves of absence. Calculates retroactive pay increases/decreases and adjusts deductions accordingly. Calculates and corrects errors with leave accruals. Identifies HRIS system issues and assists with troubleshooting and testing potential solutions. Provides input and testing when new processes and codes are created with the system.
30% Provides Responsive Customer Service to Inquiries (Both Internally and Externally)
- Serves as primary point of contact for employees with questions about their pay and/or benefits and deductions. Responds to questions from Fiscal Officers and other appropriate university personnel regarding employee position and pay information.
- Responds accurately and professionally to questions, concerns and requests for information through multiple channels (in-person, email, phone, etc.) in a timely manner. Connects with employees, departments and outside agencies regarding general university policies and procedures. Ensures that questions and issues are seen through to resolution or appropriate assignment to other HR personnel.
- Escalates issues that arise with regard to employee relations, supervisory issues and benefits/leave issues. Meets regularly with other HR staff to facilitate problem resolution and understanding of processes.
- Interprets, applies and communicates university policies and procedures to customers regarding benefit eligibility; deferred compensation payouts; leave accruals, usage and payouts; timing of pay and title changes; as well as transition to/from fiscal and academic faculty as well as to/from classified and unclassified staff.
20% Prepares Documentation, Communication and Improvement of University Processes
- Advocates for the employee experience by partnering effectively with employees and other departments/HR personnel to provide world-class service to university employees, including educating them on how and when to use self-service tools.
- Develops tools and instruments to help employees and university personnel understand HR processes and deadlines. Provides subject matter expertise to employees regarding HR practices, systems, and resources. Provides technical support, training and direction to employees and departments related to certain HR processes. Makes presentations about various HR topics to employees and departments upon request.
15% Direct and/or support special projects/tasks
- Manages one-time special projects on behalf of the university and HR team. These projects may include new process development and implementation, training initiatives, research and executive summary development, etc.
- Manages on-going tasks in the HR Operations area that cannot be effectively ‘split’ among the multiple HR Associates. These projects may include particular audit functions, record-keeping or process ownership, etc.
- Supports special projects being undertaken by the university that have a particular HR focus. These projects may include records retention, service awards, new program development, etc. Trains and directs the work of student employees and the HR Records Coordinator.
5% Other duties as assigned
- Undertake other duties as assigned to assist HR in maintaining operations and/or agility goals.
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Find JobsEntry Level People Operations Manager Job Market
Who's Hiring
Top Industries Hiring
- Healthcare & Medical Services14
- Education8
- Technology & Software7
- Retail6
- Construction & Real Estate4
Entry Level People Operations Manager Jobs: Frequently Asked Questions
How do I get an entry level people operations manager job?
Start by building experience through HR internships, student government, or campus recruiting programs, since entry level people operations roles value hands-on exposure over tenure. Employers at this level look for candidates who understand onboarding, employee lifecycle basics, and HRIS tools. A demonstrated ability to handle confidential information and communicate clearly with employees at all levels gives candidates a meaningful edge.
Which companies hire entry level people operations managers?
Companies hiring entry level people operations managers right now include Cintas, Moss, and Omni Hotels, based on current listings on Migrate Mate as of August 2026. A wide range of employers hire at this level, from fast-growing startups building their first HR function to established enterprises expanding their people teams with junior coordinators and associates.
Are there remote entry level people operations manager jobs?
Yes, though many entry level people operations roles favor in-person or hybrid work so new hires can build relationships across teams. About 22% of entry level people operations manager openings are remote or hybrid as of August 2026, so candidates with scheduling flexibility or a preference for in-office culture will find the broadest range of options available.
Are these new grad people operations manager jobs?
Yes, these listings include new grad, recent graduate, and junior people operations manager roles. A posting is typically new-grad friendly when it welcomes zero to two years of experience, counts internships or volunteer HR work toward that threshold, or explicitly accepts a strong academic background or portfolio in place of full-time experience. Look for language like 'entry level' or 'associate' in the title.
Which industries hire the most entry level people operations managers?
Entry Level people operations manager roles concentrate in Healthcare & Medical Services, Education, and Technology & Software, based on current listings on Migrate Mate as of August 2026. These sectors tend to drive hiring at the junior level because their rapid headcount growth, compliance requirements, and employee experience priorities create consistent demand for people operations support even from candidates earlier in their careers.