Senior Level People Operations Manager Jobs
Senior level people operations manager jobs place experienced HR leaders in charge of workforce strategy, organizational design, and the people programs that shape how a company operates at scale. Roles are split across on-site, remote, and hybrid settings in Education, Construction & Real Estate, and Manufacturing, with employers like Watson Institute, Uline, and Kimley-Horn hiring at this level now.
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Showing 5 of 48+ Senior Level People Operations Manager jobs
About the Role
We are seeking a strong, business-minded Human Resources Manager / HR Business Partner to support multiple operational locations and serve as a trusted advisor to site, regional, and functional leaders. This is not a traditional administrative HR role. This position is designed for an HR leader who understands operations, builds credibility with frontline and senior leaders, uses data to identify people risks, and helps translate business priorities into practical workforce strategies.
The HR Manager will play a critical role in supporting high-volume, multi-shift operations by leading employee relations, workforce planning, recruiting execution, leadership coaching, compliance, culture, engagement, and talent development.
This role also directly leads assigned HR and recruiting team members, ensuring strong HR service delivery, consistent documentation, clear priorities, and effective support across assigned sites. The ideal candidate is comfortable being visible in the operation, working through complex employee relations matters, coaching leaders, improving processes, and helping build a more proactive and consistent HR partnership model.
What You’ll Do
As the HR Manager / HR Business Partner, you will partner closely with Operations and HR leadership to align people practices with business needs. You will help leaders make better workforce decisions, improve retention, strengthen accountability, and create a consistent employee experience across locations. Key responsibilities include:
Strategic HR Partnership
Partner with site, regional, and functional leaders to understand business priorities, operational risks, staffing needs, customer demands, and growth plans. Translate those priorities into practical HR actions that support performance, retention, compliance, and culture.
Workforce Planning and Staffing Strategy
Lead discussions around headcount, staffing models, labor demand, shift coverage, vacancies, turnover, succession risk, and workforce stability. Help leaders anticipate staffing challenges and build realistic action plans.
Recruiting Leadership
Oversee recruiting priorities, hiring targets, pipeline visibility, open-position recovery, time-to-fill, temporary labor conversion, and quality-of-hire review. Partner with Talent Acquisition and Operations to ensure recruiting strategies support site-level workforce needs.
Employee Relations and Compliance
Lead or advise on complex employee relations matters, investigations, corrective action, accommodations, complaints, sensitive exits, policy interpretation, and documentation. Ensure fair, consistent, and compliant practices across assigned locations.
Leader Coaching
Coach leaders on accountability, communication, documentation, performance management, conflict resolution, employee concerns, workplace expectations, and ER risk. Help build leadership capability at the site and regional level.
People Analytics and Risk Management
Use turnover, absenteeism, staffing, engagement, time-to-fill, early-tenure exit, ER, and leadership data to identify root causes and recommend practical solutions. Prepare dashboards, scorecards, business summaries, and action plans tied to workforce and operational outcomes.
HR Governance and Consistency
Standardize HR processes, escalation routines, documentation expectations, compliance practices, HR tools, reporting cadence, and leader support routines across assigned locations.
Culture, Engagement, and Employee Experience
Support engagement frameworks, listening routines, communication standards, and follow-up expectations. Help leaders own the employee experience while ensuring HR provides structure, guidance, and accountability.
Change Management
Develop change plans, leader-readiness tools, communication guidance, risk controls, and adoption routines for organizational transitions, growth, restructuring, or workforce changes.
Talent and Capability Development
Support talent reviews, succession planning, internal movement, promotion readiness, leadership pipeline development, and individual development planning.
People Leadership
Lead assigned HR and Recruiting team members by managing priorities, coaching performance, developing capability, strengthening service delivery, and ensuring accountability for HR execution.
What We’re Looking For
We are looking for an HR leader who can operate at both the strategic and hands-on level. The right person can move from a workforce-planning discussion with senior leaders to an employee relations matter on the floor, then turn data into a clear recommendation for action.
Strong candidates will bring:
- Six or more years of progressive HR experience, including HR Business Partner, HR Generalist, Employee Relations, or HR leadership experience.
- Three or more years of experience leading HR and/or Recruiting team members.
- Experience supporting high-volume hourly workforces in logistics, manufacturing, warehouse, distribution, supply chain, 3PL, or other multi-shift operational environments.
- Strong employee relations, investigations, documentation, corrective-action, compliance, accommodation, and policy-interpretation experience.
- Ability to coach leaders through performance, accountability, communication, conflict, and employee relations challenges.
- Experience with workforce planning, staffing models, recruiting execution, retention strategy, and labor-risk analysis.
- Strong analytical skills with the ability to use HR and operational data to identify problems, explain trends, and recommend solutions.
- Ability to influence leaders, build trust, communicate clearly, and maintain confidentiality.
- Comfort working in fast-paced, visible, operational environments where priorities can shift quickly.
- Strong judgment, urgency, ownership, and follow-through.
Requirements
A bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field is preferred. Equivalent progressive HR experience may be considered. PHR, SPHR, SHRM-CP, or SHRM-SCP certification is preferred.
Who Will Be Successful in This Role
This role is a strong fit for someone who:
- Wants to be a true business partner, not just a policy administrator.
- Enjoys working directly with Operations and frontline leadership.
- Can balance employee advocacy with business accountability.
- Is confident handling difficult conversations and complex ER matters.
- Uses data to tell the story behind staffing, retention, engagement, and leadership trends.
- Knows how to create structure, consistency, and follow-up in a fast-moving environment.
- Can lead and develop HR and Recruiting team members while also personally owning critical work.
- Is comfortable being visible across multiple sites and shifts.
This role may not be the right fit for someone seeking a desk-only HR position or a highly centralized corporate HR role with limited operational involvement.
Work Environment and Travel
This position supports multiple locations, departments, business units, or operational sites. Work is performed in both office and operational environments, including warehouse, logistics, manufacturing, distribution, supply chain, or similar settings.
The HR Manager must be able to travel between assigned locations as needed and maintain a visible HR presence across sites. Travel is typically expected to be approximately 20%, depending on site footprint and business need.
Flexibility may be required to support multiple shifts, urgent employee relations matters, investigations, employee concerns, or time-sensitive business needs. The role may require prolonged periods of computer work and the ability to access and navigate offices, warehouse areas, production areas, and other operational spaces. All applicable safety requirements and PPE standards must be followed while in operational areas.
Why Join Us
This is an opportunity to step into a highly visible HR leadership role where your work directly impacts staffing, retention, leadership effectiveness, employee experience, compliance, and operational performance.
You will have the opportunity to help strengthen a more proactive HR partnership model, develop HR and Recruiting talent, support operational leaders, and influence how people strategy is executed across multiple locations.
For an HR leader who enjoys solving real business problems, building leadership capability, and creating consistent people practices in a fast-paced operational environment, this role offers meaningful impact and strong professional challenge.
Equal Employment Opportunity
Schnellecke is an Equal Opportunity Employer. We are committed to providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information, or any other protected status in accordance with applicable law.
About the Role
We are seeking a strong, business-minded Human Resources Manager / HR Business Partner to support multiple operational locations and serve as a trusted advisor to site, regional, and functional leaders. This is not a traditional administrative HR role. This position is designed for an HR leader who understands operations, builds credibility with frontline and senior leaders, uses data to identify people risks, and helps translate business priorities into practical workforce strategies.
The HR Manager will play a critical role in supporting high-volume, multi-shift operations by leading employee relations, workforce planning, recruiting execution, leadership coaching, compliance, culture, engagement, and talent development.
This role also directly leads assigned HR and recruiting team members, ensuring strong HR service delivery, consistent documentation, clear priorities, and effective support across assigned sites. The ideal candidate is comfortable being visible in the operation, working through complex employee relations matters, coaching leaders, improving processes, and helping build a more proactive and consistent HR partnership model.
What You’ll Do
As the HR Manager / HR Business Partner, you will partner closely with Operations and HR leadership to align people practices with business needs. You will help leaders make better workforce decisions, improve retention, strengthen accountability, and create a consistent employee experience across locations. Key responsibilities include:
Strategic HR Partnership
Partner with site, regional, and functional leaders to understand business priorities, operational risks, staffing needs, customer demands, and growth plans. Translate those priorities into practical HR actions that support performance, retention, compliance, and culture.
Workforce Planning and Staffing Strategy
Lead discussions around headcount, staffing models, labor demand, shift coverage, vacancies, turnover, succession risk, and workforce stability. Help leaders anticipate staffing challenges and build realistic action plans.
Recruiting Leadership
Oversee recruiting priorities, hiring targets, pipeline visibility, open-position recovery, time-to-fill, temporary labor conversion, and quality-of-hire review. Partner with Talent Acquisition and Operations to ensure recruiting strategies support site-level workforce needs.
Employee Relations and Compliance
Lead or advise on complex employee relations matters, investigations, corrective action, accommodations, complaints, sensitive exits, policy interpretation, and documentation. Ensure fair, consistent, and compliant practices across assigned locations.
Leader Coaching
Coach leaders on accountability, communication, documentation, performance management, conflict resolution, employee concerns, workplace expectations, and ER risk. Help build leadership capability at the site and regional level.
People Analytics and Risk Management
Use turnover, absenteeism, staffing, engagement, time-to-fill, early-tenure exit, ER, and leadership data to identify root causes and recommend practical solutions. Prepare dashboards, scorecards, business summaries, and action plans tied to workforce and operational outcomes.
HR Governance and Consistency
Standardize HR processes, escalation routines, documentation expectations, compliance practices, HR tools, reporting cadence, and leader support routines across assigned locations.
Culture, Engagement, and Employee Experience
Support engagement frameworks, listening routines, communication standards, and follow-up expectations. Help leaders own the employee experience while ensuring HR provides structure, guidance, and accountability.
Change Management
Develop change plans, leader-readiness tools, communication guidance, risk controls, and adoption routines for organizational transitions, growth, restructuring, or workforce changes.
Talent and Capability Development
Support talent reviews, succession planning, internal movement, promotion readiness, leadership pipeline development, and individual development planning.
People Leadership
Lead assigned HR and Recruiting team members by managing priorities, coaching performance, developing capability, strengthening service delivery, and ensuring accountability for HR execution.
What We’re Looking For
We are looking for an HR leader who can operate at both the strategic and hands-on level. The right person can move from a workforce-planning discussion with senior leaders to an employee relations matter on the floor, then turn data into a clear recommendation for action.
Strong candidates will bring:
- Six or more years of progressive HR experience, including HR Business Partner, HR Generalist, Employee Relations, or HR leadership experience.
- Three or more years of experience leading HR and/or Recruiting team members.
- Experience supporting high-volume hourly workforces in logistics, manufacturing, warehouse, distribution, supply chain, 3PL, or other multi-shift operational environments.
- Strong employee relations, investigations, documentation, corrective-action, compliance, accommodation, and policy-interpretation experience.
- Ability to coach leaders through performance, accountability, communication, conflict, and employee relations challenges.
- Experience with workforce planning, staffing models, recruiting execution, retention strategy, and labor-risk analysis.
- Strong analytical skills with the ability to use HR and operational data to identify problems, explain trends, and recommend solutions.
- Ability to influence leaders, build trust, communicate clearly, and maintain confidentiality.
- Comfort working in fast-paced, visible, operational environments where priorities can shift quickly.
- Strong judgment, urgency, ownership, and follow-through.
Requirements
A bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field is preferred. Equivalent progressive HR experience may be considered. PHR, SPHR, SHRM-CP, or SHRM-SCP certification is preferred.
Who Will Be Successful in This Role
This role is a strong fit for someone who:
- Wants to be a true business partner, not just a policy administrator.
- Enjoys working directly with Operations and frontline leadership.
- Can balance employee advocacy with business accountability.
- Is confident handling difficult conversations and complex ER matters.
- Uses data to tell the story behind staffing, retention, engagement, and leadership trends.
- Knows how to create structure, consistency, and follow-up in a fast-moving environment.
- Can lead and develop HR and Recruiting team members while also personally owning critical work.
- Is comfortable being visible across multiple sites and shifts.
This role may not be the right fit for someone seeking a desk-only HR position or a highly centralized corporate HR role with limited operational involvement.
Work Environment and Travel
This position supports multiple locations, departments, business units, or operational sites. Work is performed in both office and operational environments, including warehouse, logistics, manufacturing, distribution, supply chain, or similar settings.
The HR Manager must be able to travel between assigned locations as needed and maintain a visible HR presence across sites. Travel is typically expected to be approximately 20%, depending on site footprint and business need.
Flexibility may be required to support multiple shifts, urgent employee relations matters, investigations, employee concerns, or time-sensitive business needs. The role may require prolonged periods of computer work and the ability to access and navigate offices, warehouse areas, production areas, and other operational spaces. All applicable safety requirements and PPE standards must be followed while in operational areas.
Why Join Us
This is an opportunity to step into a highly visible HR leadership role where your work directly impacts staffing, retention, leadership effectiveness, employee experience, compliance, and operational performance.
You will have the opportunity to help strengthen a more proactive HR partnership model, develop HR and Recruiting talent, support operational leaders, and influence how people strategy is executed across multiple locations.
For an HR leader who enjoys solving real business problems, building leadership capability, and creating consistent people practices in a fast-paced operational environment, this role offers meaningful impact and strong professional challenge.
Equal Employment Opportunity
Schnellecke is an Equal Opportunity Employer. We are committed to providing equal employment opportunities to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information, or any other protected status in accordance with applicable law.
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Find JobsSenior Level People Operations Manager Job Market
Who's Hiring
Top Industries Hiring
- Education
- Construction & Real Estate
- Manufacturing
- Biotechnology & Pharmaceuticals
- Consulting & Professional Services
Senior Level People Operations Manager Jobs: Frequently Asked Questions
How do I get a senior level people operations manager job?
Employers at this level look for candidates who have owned people programs end to end, not just supported them. Demonstrable experience leading HR initiatives such as performance frameworks, compensation design, or organizational restructuring carries the most weight. Strong candidates also show they have influenced executive decision-making and mentored junior HR staff, signaling readiness to operate with minimal oversight.
Which companies hire senior level people operations managers?
Companies hiring senior level people operations managers right now include Watson Institute, Uline, and Kimley-Horn, based on current listings on Migrate Mate as of September 2026. Hiring at this level covers both large enterprises building out specialized HR functions and high-growth organizations that need senior practitioners to build people infrastructure from the ground up.
Are there remote senior level people operations manager jobs?
Yes, though availability varies by employer and function. About 25% of senior level people operations manager openings are remote or hybrid as of September 2026, reflecting how many companies have made flexible work a permanent part of their HR leadership model. Roles tied to on-site employee experience or multi-location HR operations are more likely to require in-person presence.
What makes a people operations manager role senior level?
Senior level people operations manager roles are distinguished by scope, ownership, and influence. Rather than executing programs designed by others, senior practitioners define the strategy, own the outcomes, and lead cross-functional initiatives that affect the entire organization. They are typically expected to mentor junior HR team members, advise executives, and make independent decisions on complex workforce matters without day-to-day supervision.
Which industries hire the most senior level people operations managers?
Senior Level people operations manager roles concentrate in Education, Construction & Real Estate, and Manufacturing, based on current listings on Migrate Mate as of September 2026. These sectors tend to drive hiring at this level because they manage large, complex workforces or are scaling rapidly enough to need senior HR leadership that can build and govern people systems at significant organizational scale.