MAP International

Job Title: People Operations Manager

Department: 401.401 - Human Resources
Work Location: Brunswick, GA
Desk Location: Hybrid
Reports to: Sr. Director, Human Resources and Community Engagement
Salary Grade: E5
Employment Type: Full Time
FLSA Status: Exempt
Travel: 0 – 10%
Prepared Date: 5/2/2025

JOB SUMMARY

The People Operations Manager at MAP is part of the People Team and serves as a talent advisor to management teams while maintaining operational excellence in employee engagement, communications, and payroll administration. As an People Ops Manager, you will implement HR processes and initiatives aligned with the overall business strategy, working as a key partner with department heads to drive organizational effectiveness. You will also oversee employee engagement programs to foster a positive workplace culture. This role requires excellent business acumen, strategic thinking, and strong relationship management skills.

You will act as a trusted consultant to leaders across the organization while managing core HR operations including employee communications, payroll processes, benefits administration, and employee relations issues.

ESSENTIAL DUTIES AND RESPONSIBILITIES

STRATEGIC PARTNERSHIP & BUSINESS ALIGNMENT

  • Partner with department leaders to understand their business objectives and develop HR strategies that support these goals
  • Analyze trends and metrics in partnership with the HR team to develop solutions, programs, and policies
  • Provide guidance and input on workforce planning, and succession planning
  • Identify training needs and identify targeted learning solutions to address skill gaps and support business objectives

EMPLOYEE RELATIONS & TALENT MANAGEMENT

  • Manage complex employee relations issues, providing coaching and guidance to leaders on performance management, conflict resolution, and policy interpretation
  • Lead the execution of performance management processes including goal setting, performance reviews, and development planning
  • Drive talent management processes including succession planning, high-potential identification, and career development initiatives
  • Support recruiting initiatives by collaborating with hiring managers to develop job descriptions, interview strategies, and selection criteria
  • Serve as an organizational change agent, helping leaders and employees navigate through transitions

HR PROCESSES & SYSTEMS

  • Manage standardized HR processes related to routine HR functions across the organization
  • Create and maintain detailed documentation for all HR processes, ensuring alignment with organizational policies and regulatory requirements
  • Lead process improvement initiatives to enhance efficiency and effectiveness of HR operations
  • Serve as the subject matter expert for the organization's HCM system, providing guidance on system capabilities and best practices
  • Manage the implementation of new HR systems and processes, including change management and training
  • Oversee the integration of HR processes with other organizational systems to ensure data consistency and accuracy
  • Establish and maintain quality control measures for HR processes and documentation

EMPLOYEE ENGAGEMENT & COMMUNICATIONS

  • Design, plan and execute employee engagement initiatives including social events, recognition programs, and culture-building activities
  • Partner with the marketing team to develop and implement internal communications strategy across multiple channels (digital signage, email, intranet)
  • Lead and coordinate company-wide events including Devotion, Chapel, and employee appreciation activities
  • Create, maintain, and communicate a calendar of HR and employee engagement activities
  • Gather employee feedback through surveys and focus groups, analyzing results to develop action plans for improvement

DATA MANAGEMENT & REPORTING

  • Establish and maintain data integrity standards across all HR systems and processes
  • Develop and implement data governance protocols for HR information
  • Create and maintain dashboards and scorecards to track key HR metrics and provide insights to leadership
  • Conduct advanced data analysis to identify trends, patterns, and opportunities for improvement
  • Generate regular and ad-hoc reports on workforce analytics including turnover, retention, compensation, and other key performance indicators
  • Translate complex HR data into actionable insights and recommendations for business leaders
  • Design and implement data collection methodologies to support strategic HR initiatives
  • Collaborate with IT to ensure proper data security, storage, and accessibility

PAYROLL & BENEFITS ADMINISTRATION

  • Oversee bi-weekly payroll processing and ensure compliance with policies and procedures
  • Review and approve payroll reports and data entries for accuracy
  • Serve as the subject matter expert for benefits offerings, resolving complex employee inquiries and issues
  • Conduct periodic audits of payroll, benefits, and other HR programs to ensure accuracy and compliance
  • Recommend and implement process improvements to enhance efficiency and service delivery

COMPLIANCE & REPORTING

  • Ensure compliance with federal, state, and local employment laws and regulations
  • Lead the development and review process for HR policies and standard operating procedures
  • Create and present comprehensive HR analytics and metrics to leadership teams
  • Maintain accurate employee records and HR data in HRIS systems
  • Generate regular and ad-hoc reports on workforce metrics including turnover, retention, and other key performance indicators

ORGANIZATIONAL RELATIONSHIPS

The People Operations Manager will report directly to the Sr. Director of Human Resources and will be part of the Human Resources department. They will not have direct reports but will provide functional guidance to HR team members on specific projects. They will work closely with department leaders across the organization and serve as a strategic advisor to management teams. The role will require interfacing with external vendors, consultants, and community partners as duties require.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION AND/OR EXPERIENCE

  • Bachelor's degree in Human Resources, Business Administration, Organizational Development, or related field required.
  • 5+ years of progressive HR experience with at least 3 years in a business partner or generalist role
  • SHRM-CP/SHRM-SCP or PHR/SPHR certification preferred
  • Experience in payroll processing and benefits administration preferred

OTHER SKILLS AND ABILITIES

  • Strategic thinking with the ability to translate business needs into HR solutions
  • In-depth knowledge of HR principles, practices, and employment law
  • Advanced communication skills with the ability to influence and present to all levels of the organization
  • Strong project management skills with the ability to handle multiple priorities simultaneously
  • Experience working with management teams and implementing strategic HR initiatives
  • Proven experience working with cloud-based Human Capital Management (HCM) systems, ATS platforms, and HR analytics tools
  • Demonstrated experience in HR process development and documentation
  • Track record of using data and metrics to drive HR decision-making
  • Expert-level proficiency in MS Excel, including advanced formulas, pivot tables, and data visualization
  • Advanced proficiency in Microsoft Office Suite, PowerPoint and Teams
  • Strong understanding of data integrity principles and experience ensuring data accuracy across systems
  • Demonstrated ability to develop and maintain HR metrics and analytical reporting
  • Experience with data visualization tools and techniques to present complex information clearly
  • Excellent consulting and coaching skills with experience guiding leaders through complex employee issues
  • Superior conflict resolution and negotiation abilities
  • Advanced knowledge of performance management and talent development principles
  • Proficiency in designing and implementing employee engagement programs
  • Demonstrated ability to maintain confidentiality and exercise discretion with sensitive information
  • Change management experience with the ability to support organizational transitions

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to stand; walk; sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear. The employee must be able to travel between offices and to occasional off-site meetings. Specific vision abilities required by this job include close vision, color vision, and ability to adjust focus during significant computer related work. Employee must be able to read, write, and speak English fluently.

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