People Operations Manager Jobs in Washington
People Operations Manager jobs in Washington are in consistent demand, with the greatest concentration in technology, healthcare, and enterprise services sectors that define the state's economy. Seattle, Bellevue, and Redmond anchor the market, and major employers with deep Washington roots, including Amazon, Microsoft, and Boeing, maintain ongoing needs at every level from early-career generalists to senior HR business partners. The most sought-after specializations are HRIS implementation, workforce planning, and employee relations. Find a role that fits below and apply directly.
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INTRODUCTION
The Manager, ER and HR Operations leads Employee Relations and HR Operations for the Americas. This role delivers consistent and timely employee and manager support, manages employee-relations risk, and ensures accurate execution of core HR processes. The Manager leads and develops HR Generalists and Senior HR Generalists and DC HR team, oversees case allocation and service priorities, and partners closely with Senior HR Business Partners, Compliance and Team Governance, Legal, Benefits, Payroll, and other key partners.
The role balances direct leadership of complex or high-risk employee matters with disciplined operational delivery. The Manager uses cases, exit data, and workforce data to identify patterns, improve manager capability, strengthen processes, and provide practical recommendations to the Director, HR Americas; Senior HRBPs; and HR Leadership Team. Success in this role means employees and leaders experience one coordinated HR team, regardless of where ownership sits.
YOUR RESPONSIBILITIES:
Employee Relations:
- Own ER intake, triage, and case allocation for employee and manager concerns, ensuring clear routing, decision rights, escalation paths, and appropriate assignment based on risk, complexity, precedent, organizational impact, and team capacity.
- Lead or actively guide complex and high-risk employee relations matters, including investigations, retaliation or discrimination allegations, patterned concerns, sensitive terminations, and matters with significant legal or reputational exposure.
- Oversee performance management and corrective-action support, ensuring fair, consistent, and well-documented practices across comparable situations.
- Guide terminations and separations, including risk review for sensitive matters, partnering with the Director, HR, Legal, Compliance, or Senior HRBPs as appropriate.
- Oversee accommodations and the interactive process in partnership with Compliance, Benefits, Legal, people managers/leaders, and Senior HRBPs.
- Guide employees and managers on conflict resolution, workplace conduct, attendance, leave-related coordination, unemployment claims and hearings, and other employee-relations matters.
- Establish and maintain high-quality and consistent ER case management standards for investigations, findings, documentation, communications, case closure, records, risk levels, escalation indicators, access controls, retention, and audit readiness.
- Conduct consistency and risk reviews across employee matters, escalating issues that may establish precedent or create material legal, employee-safety, business-continuity, or reputational risk.
- Analyze ER and operational trends, including case volume and type and post-case reviews, time to triage and closure, aging cases, escalations, patterned issues, exit themes, transaction accuracy, rework, and manager enablement needs.
- Maintain and continuously improve standard templates, job aids, manager tools, and relevant training content, including resources related to employee relations, ADA/accommodations, performance management, and other recurring manager needs.
HR Operations:
- Oversee Workday transactions, employee movement administration, supervisory-organization maintenance, data-quality audits, and transaction quality.
- Lead standard employee lifecycle processes, workflow management, recurring operational reporting, defined employee and manager inquiries, and operational calendar execution.
- Coordinate job-description workflows while partnering with Senior HRBPs and leaders on role-design decisions and with Compensation on job evaluation or pay considerations.
- Oversee key HR workstreams including exit interviews and exit-data analysis, internship partnership with People Programs team, and other defined HR services.
- Identify opportunities to simplify, standardize, automate, and improve HR workflows while maintaining sound controls, employee experience, and data integrity.
- Partner with Legal, Compliance, Benefits, Payroll, Security, Compensation, Talent, Recruiting, People Programs, and other teams to deliver coordinated and practical solutions.
- Support change implementation by converting strategic or compliance decisions into repeatable operational steps, manager resources, communications, and sustainable workflows.
- Translate ER and operational trends into actionable recommendations for the Director, HR North America and Senior HRBPs, including interventions that address recurring team, leadership, process, or organizational issues.
Team Management:
- Manage ER and operational workload across the team, monitoring capacity, aging work, high-risk matters, upcoming terminations, accommodation risks, operational blockers, and backup coverage.
- Manage Distribution Center HR Operations – guide and partner with DC HR Manager on ownership, HR service scope, day-to-day HR activities, ER situations, escalations, and delivery expectations for site-level execution.
- Lead direct reports effectively in line with company values and culture by mirroring Connect (our leadership program) principles. Provide a collaborative, open and rewarding team environment.
- Manage (including goal setting, performance review, hiring decisions, team culture, etc.) and support the career development of direct reports to ensure job satisfaction, retention and to identify and develop bench strength.
- Own decisions related to day-to-day employee career, training, performance, etc. and provide recommendations to HR leadership on employee decisions such as compensation, promotions, hiring/termination.
WORK EXPERIENCE
- Bachelor’s degree in human resources or business, or equivalent experience.
- 7+ years of progressive HR experience, including substantial responsibility for employee relations, investigations, performance management, and HR operations.
- 3+ years of experience managing, mentoring, and developing HR professionals.
- Demonstrated experience leading complex and sensitive employee-relations matters and partnering effectively with employment counsel.
- General knowledge of federal, state, and local employment laws, including FLSA, EEO, FMLA, ADA, OSHA, and applicable leave, wage-and-hour, and workplace-conduct requirements.
- Experience with HRIS transactions, operational controls, reporting, data quality, process design, and continuous improvement; Workday experience preferred.
- Proven ability to handle confidential information professionally and discreetly and to assess risk, determine escalation, and make practical recommendations.
- Excellent interpersonal, written, and verbal communication skills, with the ability to build trust and guide employees and leaders through difficult situations.
- Ability to anticipate how decisions affect employees, customers, and operations and to connect employee-level matters to broader leadership, team, culture, and organizational implications.
- Keen attention to detail in planning, organization, documentation, and execution while maintaining a clear view of how the work connects across HR.
- Strong self-starter with the ability to establish structure, prioritize competing demands, and drive work to completion with appropriate independence.
- A positive attitude, passion for learning, and commitment to Brooks’ values and to creating a welcoming, equitable, and consistent employee experience.
- Passionate participation in Brooks’ sports activities a plus, overridden by the ability to understand and empathize with the runner in order to develop loyal, engaging relationships with our customers and the Brooks community.
- Embraces and lives the Brooks values!
BENEFITS
Brooks is proud to offer a robust benefits package to our employees and their families!
- Benefits including medical, dental, vision, life and AD&D insurance, disability insurance, HSA and employer contribution, FSA, family & fertility assistance, 401K Savings Plan and match, employee assistance program, and transportation assistance.
- Paid Time Off - Brooks offers generous time off including five weeks of paid time off, eleven paid holidays, paid sick and parental leave.
- Bonus - in addition to base pay, Brooks employees may also be offered an annual bonus based on company performance.
- Perks - including product discounts, employee recognition, fitness discounts, volunteer and donation benefits.
LOCATION
You will spend 4 days per week in our Seattle offices, as we believe our organization flourishes when connections, collaboration, creativity, problem-solving, and celebrations happen in person.
COMPENSATION
The pay range for this position, based out of the Brooks Seattle HQ, is $124,234 - $186,404 per year. Base pay offered will vary depending on job-related knowledge, skills, and experience.
INTRODUCTION
The Manager, ER and HR Operations leads Employee Relations and HR Operations for the Americas. This role delivers consistent and timely employee and manager support, manages employee-relations risk, and ensures accurate execution of core HR processes. The Manager leads and develops HR Generalists and Senior HR Generalists and DC HR team, oversees case allocation and service priorities, and partners closely with Senior HR Business Partners, Compliance and Team Governance, Legal, Benefits, Payroll, and other key partners.
The role balances direct leadership of complex or high-risk employee matters with disciplined operational delivery. The Manager uses cases, exit data, and workforce data to identify patterns, improve manager capability, strengthen processes, and provide practical recommendations to the Director, HR Americas; Senior HRBPs; and HR Leadership Team. Success in this role means employees and leaders experience one coordinated HR team, regardless of where ownership sits.
YOUR RESPONSIBILITIES:
Employee Relations:
- Own ER intake, triage, and case allocation for employee and manager concerns, ensuring clear routing, decision rights, escalation paths, and appropriate assignment based on risk, complexity, precedent, organizational impact, and team capacity.
- Lead or actively guide complex and high-risk employee relations matters, including investigations, retaliation or discrimination allegations, patterned concerns, sensitive terminations, and matters with significant legal or reputational exposure.
- Oversee performance management and corrective-action support, ensuring fair, consistent, and well-documented practices across comparable situations.
- Guide terminations and separations, including risk review for sensitive matters, partnering with the Director, HR, Legal, Compliance, or Senior HRBPs as appropriate.
- Oversee accommodations and the interactive process in partnership with Compliance, Benefits, Legal, people managers/leaders, and Senior HRBPs.
- Guide employees and managers on conflict resolution, workplace conduct, attendance, leave-related coordination, unemployment claims and hearings, and other employee-relations matters.
- Establish and maintain high-quality and consistent ER case management standards for investigations, findings, documentation, communications, case closure, records, risk levels, escalation indicators, access controls, retention, and audit readiness.
- Conduct consistency and risk reviews across employee matters, escalating issues that may establish precedent or create material legal, employee-safety, business-continuity, or reputational risk.
- Analyze ER and operational trends, including case volume and type and post-case reviews, time to triage and closure, aging cases, escalations, patterned issues, exit themes, transaction accuracy, rework, and manager enablement needs.
- Maintain and continuously improve standard templates, job aids, manager tools, and relevant training content, including resources related to employee relations, ADA/accommodations, performance management, and other recurring manager needs.
HR Operations:
- Oversee Workday transactions, employee movement administration, supervisory-organization maintenance, data-quality audits, and transaction quality.
- Lead standard employee lifecycle processes, workflow management, recurring operational reporting, defined employee and manager inquiries, and operational calendar execution.
- Coordinate job-description workflows while partnering with Senior HRBPs and leaders on role-design decisions and with Compensation on job evaluation or pay considerations.
- Oversee key HR workstreams including exit interviews and exit-data analysis, internship partnership with People Programs team, and other defined HR services.
- Identify opportunities to simplify, standardize, automate, and improve HR workflows while maintaining sound controls, employee experience, and data integrity.
- Partner with Legal, Compliance, Benefits, Payroll, Security, Compensation, Talent, Recruiting, People Programs, and other teams to deliver coordinated and practical solutions.
- Support change implementation by converting strategic or compliance decisions into repeatable operational steps, manager resources, communications, and sustainable workflows.
- Translate ER and operational trends into actionable recommendations for the Director, HR North America and Senior HRBPs, including interventions that address recurring team, leadership, process, or organizational issues.
Team Management:
- Manage ER and operational workload across the team, monitoring capacity, aging work, high-risk matters, upcoming terminations, accommodation risks, operational blockers, and backup coverage.
- Manage Distribution Center HR Operations – guide and partner with DC HR Manager on ownership, HR service scope, day-to-day HR activities, ER situations, escalations, and delivery expectations for site-level execution.
- Lead direct reports effectively in line with company values and culture by mirroring Connect (our leadership program) principles. Provide a collaborative, open and rewarding team environment.
- Manage (including goal setting, performance review, hiring decisions, team culture, etc.) and support the career development of direct reports to ensure job satisfaction, retention and to identify and develop bench strength.
- Own decisions related to day-to-day employee career, training, performance, etc. and provide recommendations to HR leadership on employee decisions such as compensation, promotions, hiring/termination.
WORK EXPERIENCE
- Bachelor’s degree in human resources or business, or equivalent experience.
- 7+ years of progressive HR experience, including substantial responsibility for employee relations, investigations, performance management, and HR operations.
- 3+ years of experience managing, mentoring, and developing HR professionals.
- Demonstrated experience leading complex and sensitive employee-relations matters and partnering effectively with employment counsel.
- General knowledge of federal, state, and local employment laws, including FLSA, EEO, FMLA, ADA, OSHA, and applicable leave, wage-and-hour, and workplace-conduct requirements.
- Experience with HRIS transactions, operational controls, reporting, data quality, process design, and continuous improvement; Workday experience preferred.
- Proven ability to handle confidential information professionally and discreetly and to assess risk, determine escalation, and make practical recommendations.
- Excellent interpersonal, written, and verbal communication skills, with the ability to build trust and guide employees and leaders through difficult situations.
- Ability to anticipate how decisions affect employees, customers, and operations and to connect employee-level matters to broader leadership, team, culture, and organizational implications.
- Keen attention to detail in planning, organization, documentation, and execution while maintaining a clear view of how the work connects across HR.
- Strong self-starter with the ability to establish structure, prioritize competing demands, and drive work to completion with appropriate independence.
- A positive attitude, passion for learning, and commitment to Brooks’ values and to creating a welcoming, equitable, and consistent employee experience.
- Passionate participation in Brooks’ sports activities a plus, overridden by the ability to understand and empathize with the runner in order to develop loyal, engaging relationships with our customers and the Brooks community.
- Embraces and lives the Brooks values!
BENEFITS
Brooks is proud to offer a robust benefits package to our employees and their families!
- Benefits including medical, dental, vision, life and AD&D insurance, disability insurance, HSA and employer contribution, FSA, family & fertility assistance, 401K Savings Plan and match, employee assistance program, and transportation assistance.
- Paid Time Off - Brooks offers generous time off including five weeks of paid time off, eleven paid holidays, paid sick and parental leave.
- Bonus - in addition to base pay, Brooks employees may also be offered an annual bonus based on company performance.
- Perks - including product discounts, employee recognition, fitness discounts, volunteer and donation benefits.
LOCATION
You will spend 4 days per week in our Seattle offices, as we believe our organization flourishes when connections, collaboration, creativity, problem-solving, and celebrations happen in person.
COMPENSATION
The pay range for this position, based out of the Brooks Seattle HQ, is $124,234 - $186,404 per year. Base pay offered will vary depending on job-related knowledge, skills, and experience.
See All 84 People Operations Manager Jobs in Washington
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Find JobsPeople Operations Manager Jobs by City in Washington
Where Washington roles are concentrated, by current openings.
People Operations Manager Job Market in Washington
A snapshot from current Washington openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Distribution & Wholesale
- Construction & Real Estate
What Washington Employers Look For
The qualifications that appear most often in people operations manager jobs across Washington.
- Bachelor's degree in human resources, business administration, or a closely related field
- Three or more years of progressive HR generalist or people operations experience
- Demonstrated proficiency with HRIS platforms such as Workday, BambooHR, or UKG
- Experience leading full-cycle recruiting, onboarding, and performance management programs
- Knowledge of Washington State employment law, including paid family and medical leave requirements
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred by most Washington employers
People Operations Manager Jobs in Washington: Frequently Asked Questions
How do you become a people operations manager in Washington?
A bachelor's degree in human resources, business administration, or a related field is the standard starting point for this role in Washington. There is no state-issued license required, but Washington employers heavily favor candidates who hold SHRM or HRCI certification, such as the SHRM-CP or PHR. Gaining experience as an HR coordinator or generalist at a Washington employer first, then building skills in HRIS systems and Washington-specific employment law, is the most reliable path into a people operations manager role.
How much do people operations managers make in Washington?
People operations managers in Washington earn a median of about $165,530 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $108,830 for the lowest 10% to over $271,380 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire people operations managers in Washington?
Companies currently hiring people operations managers in Washington include Amazon, University Of Washington, and Micropump, per current listings on Migrate Mate as of November 2026. Washington's density of large technology firms and major healthcare systems means openings appear consistently throughout the year rather than in seasonal bursts.
Which Washington cities have the most people operations manager jobs?
Seattle, Tacoma, and Fife have the most people operations manager openings in Washington. Seattle and Bellevue drive the largest share of demand, anchored by the region's headquarters-heavy technology and life sciences industries, while Redmond's concentration of enterprise technology campuses generates a steady stream of openings even outside the broader metro hiring cycle.
Are there remote people operations manager jobs in Washington?
Yes, and more than most fields. People operations work is largely desk-based and system-driven, making it well suited to remote and hybrid arrangements. About 36% of people operations manager openings tied to Washington are remote or hybrid as of November 2026, reflecting how broadly Washington's technology employers have adopted flexible work. Roles focused on HRIS administration and workforce analytics tend to offer the most location flexibility, while positions with heavy onsite employee relations responsibilities are more likely to require in-office presence.
How can I get hired as a people operations manager in Washington with little or no experience?
The most realistic entry path is securing an HR coordinator or HR assistant role at a Washington employer and building toward a manager title from within. Large Washington-based technology companies including Amazon and Microsoft run structured HR associate programs designed for recent graduates, and regional healthcare systems such as Providence and MultiCare regularly hire entry-level HR generalists who can grow into operations roles. Earning a SHRM-CP credential or completing a SHRM student chapter membership while in school demonstrates commitment and gives candidates a concrete edge in a competitive applicant pool.
Where can I find and apply to people operations manager jobs in Washington?
You can find and apply to people operations manager jobs in Washington on Migrate Mate, which lists current Washington openings from employers actively hiring. Find a role that fits your experience and apply directly to the employer through the listing.
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