Summary:

We are looking for a dynamic, experienced HR / People Operations Manager to lead our people operations and shape the way we hire, support, and grow as a team. You’ll oversee recruitment, employee relations, benefits, compliance, and workforce planning—while also helping to define the systems, values, and experiences that make this organization a place where great people thrive.

We’re looking for someone who brings structure, clarity, and thoughtfulness to everything they do—but who also stays open, adaptable, and energized by the opportunity to build. You’ve managed the essentials—hiring, legal matters, conflict resolution, team support—and now you’re ready to take things further. You care deeply about culture, connection, and creating a high-trust environment where people can do their best work.

This is a hands-on, high-impact role with the opportunity to shape how we grow and how our team feels supported along the way. Whether you’re refining benefits, resolving tough challenges, designing onboarding experiences, or coaching leaders, your work will ripple across the entire company. If you’re excited to build what’s next and create something truly meaningful, we’d love to meet you.

Responsibilities:

Policy & compliance: Develop, implement, and regularly review and update HR policies, handbook, and procedures to align with evolving federal requirements and regulations in every U.S. state and locality where we operate.
People-Ops leadership: As the HR/People-Ops leader, continuously maintain, design and execute every facet of the people agenda—maintain hiring processes, run onboarding and off-boarding, handle employee-relations and performance cycles, support payroll preparation, benefits enrollment, and talent acquisition, implement HR systems, and deliver actionable workforce analytics—giving the entire employee population seamless, end-to-end support and a clear framework for growth.
Onboarding & off-boarding: Own the full employee lifecycle—from offer letter through Day-1 orientation to exit checkout—ensuring every transition is seamless, documented, and compliant.
PEO partnership & on-site support: Serve as the primary liaison to our Professional Employer Organization (PEO)—coordinating benefits, payroll, and compliance services—while acting as the on-site, go-to HR resource so employees always have a trusted point of contact for questions and assistance.
Payroll partnership: Act as the HR liaison to Accounting for semi-monthly payroll; verify hours, PTO, and deductions, resolve variances, and approve final runs for accurate, on-time pay.
Compensation & benefits: Design and maintain competitive total-rewards programs; benchmark market data, ensure legal compliance, and manage annual comp cycles.
Employee relations: Act as the primary point of contact for employee-relations matters—supporting investigations, mediating workplace conflicts, and partnering with internal or external legal counsel on complex cases to ensure fair, compliant, and timely resolutions that mitigate organizational risk.
Performance & succession: Lead goal-setting, reviews, and career-development processes; create succession plans to build the next generation of leaders.
Data & budget ownership: Manage the People-Ops budget; track HR KPIs (turnover, engagement, compa-ratio) to surface risks and drive continuous improvement.
Strategic advisory: Partner with senior leadership on org design, M&A diligence, and culture initiatives, providing data-driven insights to meet business objectives.
Global collaboration: Work effectively with distributed teams across time zones using Slack, Zoom, and HRIS/ATS tools.
Culture & engagement: Champion a values-driven culture by running pulse surveys, facilitating employee-led events, and turning feedback into action plans that raise engagement and retention across globally distributed teams.
Talent acquisition partnership: Serve as the primary liaison to our external recruiting partner—aligning hiring forecasts, fine-tuning job briefs, and ensuring a seamless candidate experience from sourcing through offer acceptance.

Required:

Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree or HR certification (e.g., SHRM-CP, PHR) is preferred.

5+ years of experience in HR management roles, with a proven track record of success in implementing HR strategies and initiatives.

Thorough understanding of HR principles, practices, and regulations.

Strong interpersonal and communication skills, with the ability to effectively interact with employees at all levels of the organization.

Excellent problem-solving and decision-making abilities.

Ability to handle sensitive and confidential information with discretion and professionalism.

Proficiency in HRIS software and Microsoft Office Suite.

Synergy Interactive

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