People Operations Partner Jobs
People Operations Partner jobs are open across tech, healthcare, financial services, and professional services, from associate to senior levels, with specializations in HR business partnering, organizational development, and employee relations. Scan the live roles below and apply to whichever ones fit.
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About Dean Dorton
Dean Dorton’s team makes up one of the largest advisory firms in the United States. We thrive when you thrive! We are here to help you succeed in every step of your development and career as you work with nationally recognized experts in a recognized best place to work.
Our core values guide how we work, lead, and support one another every day. They are:
- Integrity - We do the right thing, integrity guides our decisions.
- Relationships - We value people, relationships drive our impact.
- Collaboration - We win as one team, collaboration fuels our success.
- Growth - We stay curious, growth is our mindset.
About the Role
The Human Resources Business Partner (HRBP) serves as the strategic people advisor for assigned service groups, partnering with leaders to align people strategies with business objectives. This role builds trusted relationships, coaches leaders through complex people matters, and drives initiatives that strengthen organizational effectiveness, leadership capability, employee engagement, and business performance.
The HRBP works collaboratively across the HR team to deliver an exceptional employee experience while helping leaders make informed, data-driven people decisions.
Essential Duties & Responsibilities
Strategic Business Partnership
- Serve as the primary HR advisor for assigned service groups, building trusted relationships with leaders.
- Develop a deep understanding of business operations, workforce needs, and strategic priorities.
- Partner with leadership to align people strategies with business objectives.
- Coach leaders through organizational change, workforce planning, succession planning, and talent decisions.
- Use workforce metrics and data to identify trends, recommend solutions, and measure the effectiveness of HR initiatives.
Employee Experience
- Manage the employee lifecycle for assigned service groups, partnering with Talent Acquisition to ensure a seamless experience from hire through separation.
- Advise leaders on employee relations, performance management, coaching, and talent development.
- Partner with leaders to develop onboarding plans that accelerate new hire success.
- Support engagement and recognition initiatives that strengthen culture and retention.
- Guide leaders through performance improvement, corrective action, and offboarding processes.
Talent Strategy
- Partner with Talent Acquisition to forecast hiring needs and develop workforce plans.
- Assist hiring managers in defining candidate profiles and interviewing strategies.
- Support succession planning and leadership development initiatives.
- Facilitate learning opportunities and leadership training within assigned business units
Organizational Effectiveness
- Lead organizational assessments and recommend improvements that enhance team effectiveness.
- Support organizational design, restructuring, and change management initiatives.
- Champion HR programs and initiatives while ensuring successful adoption across assigned service groups.
- Research emerging HR trends and recommend innovative practices that support firm growth.
Compliance & Risk Management
- Ensure compliance with employment laws and firm policies.
- Interpret policies and provide practical guidance to leaders on complex employee matters.
- Partner with HR leadership on investigations, legal matters, and risk mitigation as needed.
Requirements
Experience & Qualifications
- Bachelor’s degree in related field required.
- Five (5) to eight (8) years’ experience in Human Resources, including in an employee life cycle role.
- HR certification (SHRM-CP, PHR) preferred.
Essential Skills
- Strategic consulting and business acumen
- Leadership coaching and influence
- Employee relations expertise
- Strong communication and relationship-building skills
- Critical thinking and problem solving
- Data analysis and workforce planning
- Employment law knowledge
Software & Tools
- Proficiency with Microsoft Office Suite software.
- Knowledge of HRIS (ADP Workforce Now).
- Experience working with Asana, PowerBI, Predictive Index, and HRSoft is a plus.
Travel: Travel between Dean Dorton offices is required.
Benefits
The Fun Stuff
Work isn’t all work! We want to make your experience at Dean Dorton a great one. From your health and happiness to your long-term satisfaction, we focus on YOU! A few highlights are listed below:
- Flexible work schedules and environment
- Paid Time Off (PTO)
- Paid family leave, medical leave, and maternity/paternity leave programs
- Retirement benefits, including a best-in-class employer match and automatic profit sharing.
- Telemedicine, mental health resources and wellness program reimbursement
This job description is intended to describe the general nature and level of work being performed by team members assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required. Additionally, responsibilities and duties may vary depending on business needs and individual circumstances.
Dean Dorton is an equal opportunity employer. We’re committed to growing and empowering an inclusive community within Dean Dorton and our industry which is why we hire and cultivate diverse teams of the best and brightest from all backgrounds, experiences and perspectives across the organization. We welcome anyone of any race, religion, color, national origin, political affiliation, pregnancy, ancestry, handicap, medical condition, disability, marital status, age, sexual orientation or gender.
We do not accept unsolicited resumes or candidate submissions from staffing agencies, recruiters, or search firms. Any resumes or candidate information submitted without a current, signed agreement in place will be considered unsolicited, become the property of the company, and will not obligate the company to pay any fees or commissions.
About Dean Dorton
Dean Dorton’s team makes up one of the largest advisory firms in the United States. We thrive when you thrive! We are here to help you succeed in every step of your development and career as you work with nationally recognized experts in a recognized best place to work.
Our core values guide how we work, lead, and support one another every day. They are:
- Integrity - We do the right thing, integrity guides our decisions.
- Relationships - We value people, relationships drive our impact.
- Collaboration - We win as one team, collaboration fuels our success.
- Growth - We stay curious, growth is our mindset.
About the Role
The Human Resources Business Partner (HRBP) serves as the strategic people advisor for assigned service groups, partnering with leaders to align people strategies with business objectives. This role builds trusted relationships, coaches leaders through complex people matters, and drives initiatives that strengthen organizational effectiveness, leadership capability, employee engagement, and business performance.
The HRBP works collaboratively across the HR team to deliver an exceptional employee experience while helping leaders make informed, data-driven people decisions.
Essential Duties & Responsibilities
Strategic Business Partnership
- Serve as the primary HR advisor for assigned service groups, building trusted relationships with leaders.
- Develop a deep understanding of business operations, workforce needs, and strategic priorities.
- Partner with leadership to align people strategies with business objectives.
- Coach leaders through organizational change, workforce planning, succession planning, and talent decisions.
- Use workforce metrics and data to identify trends, recommend solutions, and measure the effectiveness of HR initiatives.
Employee Experience
- Manage the employee lifecycle for assigned service groups, partnering with Talent Acquisition to ensure a seamless experience from hire through separation.
- Advise leaders on employee relations, performance management, coaching, and talent development.
- Partner with leaders to develop onboarding plans that accelerate new hire success.
- Support engagement and recognition initiatives that strengthen culture and retention.
- Guide leaders through performance improvement, corrective action, and offboarding processes.
Talent Strategy
- Partner with Talent Acquisition to forecast hiring needs and develop workforce plans.
- Assist hiring managers in defining candidate profiles and interviewing strategies.
- Support succession planning and leadership development initiatives.
- Facilitate learning opportunities and leadership training within assigned business units
Organizational Effectiveness
- Lead organizational assessments and recommend improvements that enhance team effectiveness.
- Support organizational design, restructuring, and change management initiatives.
- Champion HR programs and initiatives while ensuring successful adoption across assigned service groups.
- Research emerging HR trends and recommend innovative practices that support firm growth.
Compliance & Risk Management
- Ensure compliance with employment laws and firm policies.
- Interpret policies and provide practical guidance to leaders on complex employee matters.
- Partner with HR leadership on investigations, legal matters, and risk mitigation as needed.
Requirements
Experience & Qualifications
- Bachelor’s degree in related field required.
- Five (5) to eight (8) years’ experience in Human Resources, including in an employee life cycle role.
- HR certification (SHRM-CP, PHR) preferred.
Essential Skills
- Strategic consulting and business acumen
- Leadership coaching and influence
- Employee relations expertise
- Strong communication and relationship-building skills
- Critical thinking and problem solving
- Data analysis and workforce planning
- Employment law knowledge
Software & Tools
- Proficiency with Microsoft Office Suite software.
- Knowledge of HRIS (ADP Workforce Now).
- Experience working with Asana, PowerBI, Predictive Index, and HRSoft is a plus.
Travel: Travel between Dean Dorton offices is required.
Benefits
The Fun Stuff
Work isn’t all work! We want to make your experience at Dean Dorton a great one. From your health and happiness to your long-term satisfaction, we focus on YOU! A few highlights are listed below:
- Flexible work schedules and environment
- Paid Time Off (PTO)
- Paid family leave, medical leave, and maternity/paternity leave programs
- Retirement benefits, including a best-in-class employer match and automatic profit sharing.
- Telemedicine, mental health resources and wellness program reimbursement
This job description is intended to describe the general nature and level of work being performed by team members assigned to this position. It is not intended to be an exhaustive list of all responsibilities, duties, and skills required. Additionally, responsibilities and duties may vary depending on business needs and individual circumstances.
Dean Dorton is an equal opportunity employer. We’re committed to growing and empowering an inclusive community within Dean Dorton and our industry which is why we hire and cultivate diverse teams of the best and brightest from all backgrounds, experiences and perspectives across the organization. We welcome anyone of any race, religion, color, national origin, political affiliation, pregnancy, ancestry, handicap, medical condition, disability, marital status, age, sexual orientation or gender.
We do not accept unsolicited resumes or candidate submissions from staffing agencies, recruiters, or search firms. Any resumes or candidate information submitted without a current, signed agreement in place will be considered unsolicited, become the property of the company, and will not obligate the company to pay any fees or commissions.
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Find JobsPeople Operations Partner Job Market
Who's Hiring
- Amazon176
- Associa22
- Capital One14
- Ensign Services14
- Tesla10
Top Industries Hiring
- Technology & Software43
- Healthcare & Medical Services24
- Manufacturing18
- Energy16
- Electronics & Hardware10
What Employers Look For
The qualifications that appear most often in people operations partner jobs.
- Three or more years of HR business partnering or generalist experience
- Demonstrated experience managing employee relations investigations and resolutions
- Proficiency with an applicant tracking system and an HRIS platform
- Strong knowledge of federal and state employment law
- Experience supporting performance management cycles end to end
- Bachelor's degree in human resources, business, or a related field
Tips for Your People Operations Partner Job Search
Tailor your resume for HRBP outcomes
People operations partners are hired for business impact, not HR activity. Reframe each bullet around a measurable outcome you drove, such as reducing attrition in a specific team or cutting time-to-fill on a critical role, rather than listing tasks you owned.
Highlight your stakeholder-to-headcount ratio
Hiring managers want to know the complexity of the client groups you've supported. Call out the number of employees and the seniority mix you partnered with, since supporting a 300-person engineering org reads very differently than supporting a 50-person ops team.
Apply early to roles that fit
Migrate Mate lists people operations partner openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Filter openings by company growth stage
The day-to-day work differs sharply between a Series B startup building its first HR infrastructure and an enterprise running a mature HRBP model. Decide which stage fits your skills before applying, and call out relevant experience in your cover letter explicitly.
Prepare a case study for your panel interview
Most people operations partner panels include a business scenario round where you're asked how you'd handle an employee relations situation or an organizational restructure. Have a real example ready with the context, your approach, and the resolution laid out in two minutes.
Negotiate scope alongside compensation
When you receive an offer, clarify which client groups you'll own, whether you'll have a seat at leadership team meetings, and what HR systems you'll be expected to administer. Scope ambiguity at this stage almost always leads to a mismatch within the first six months.
People Operations Partner Jobs: Frequently Asked Questions
Which companies are hiring the most people operations partners?
The companies hiring the most people operations partners right now include Amazon, Associa, and Capital One, with the largest share of openings in California, Texas, and New York, based on current listings on Migrate Mate as of November 2026. High-growth tech companies and large healthcare systems consistently post the most volume for this role.
How many people operations partner jobs are remote?
About 57% of people operations partner openings are fully remote or hybrid as of November 2026, reflecting how much of the work centers on conversations, documentation, and systems access rather than physical presence. Employee relations and HR project roles tend to be the most remote-eligible, while roles tied to a specific site or manufacturing facility are more often on-site.
How do you become a people operations partner?
Start in an HR coordinator or generalist role where you gain exposure to recruiting, onboarding, employee relations, and performance processes. Build toward owning a client group independently, even a small one, so you can speak to the HRBP model from experience. Earning a PHR or SHRM-CP credential helps, and moving into a larger org where the HRBP function is established accelerates the path.
Can you get a people operations partner job with little experience?
Some companies hire into an associate or junior people operations partner role if you have one to two years of HR generalist or coordinator experience and can show you've handled employee-facing situations independently. Emphasize any work you've done without close supervision, such as running an onboarding cycle solo, managing a benefits open enrollment, or resolving a straightforward employee complaint from start to finish.
What does the people operations partner interview process look like?
Most processes run three to four rounds. A recruiter screen is followed by a hiring manager conversation focused on your experience supporting client groups. A panel round with HR colleagues and business leaders often includes a scenario question on a hypothetical employee relations or organizational change situation. Some companies add a final presentation where you outline how you'd approach your first ninety days in the role.
Where can I find and apply to people operations partner jobs?
You can find and apply to people operations partner jobs on Migrate Mate, which lists current openings from across the United States. Search the roles available, find the ones that match your experience and preferences, and apply directly to each listing that fits.
See All 1,973+ People Operations Partner Jobs
Find roles that match your experience and apply in just a few clicks.
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