Director, People Operations - Human Resources

Sweeping Corporation of America•Tampa, FL

2d•Hybrid

About The Position

At SCA, you’ll play a key role in driving our mission to keep communities clean and safe across the country. As a People Operations Leader you’ll help support our dedicated field teams and deliver critical services that make a visible impact every day. Whether you're leading people, optimizing processes, or providing essential support, your work will contribute directly to our success—and to the communities we proudly serve.

Requirements

College Degree
5+ years’ experience in HR or related field – industry experience preferred
3+ years in a people manager role
Strong proficiency in Microsoft suite
Solid working knowledge of state and federal employment law. More importantly, you know when to apply it, when to escalate, and when not to act alone.
You prefer to be onsite over sitting behind a desk. You understand that visibility and relationships are part of the job.

Nice To Haves

PHR / SPHR preferred

Responsibilities

Deliver hands-on, practical training to managers on performance conversations, corrective action, documentation, and consistent policy application. Build capability, not dependence.
Maintain a consistent field presence across all district locations. Be seen, be known, and build trusted relationships with leaders and frontline employees.
Show up during active situations to coach managers through them in the moment, not just after the fact. Help them develop the confidence and judgment to handle issues correctly.
Coach managers through performance reviews, feedback delivery, and corrective action. Help them identify underperformance early and create clear, documented improvement plans.
Identify inefficiencies, leadership gaps, and team dynamic issues during field visits. Bring forward practical, actionable recommendations to district leadership.
Partner with managers to support operational turnaround and performance improvement. Translate people insights into business observations that move the needle.
Follow established escalation and review protocols consistently. Terminations, harassment complaints, accommodation requests, leave-related adverse actions, and wage and hour exposures require CPO and/or legal review before action, without exception.
Manage and develop the POPS. Set clear expectations, provide regular feedback, and ensure team members have the tools and guidance they need to succeed.
Apply knowledge of state and federal employment law guide manager decisions. Ensure all actions are documented, reviewed, and retained appropriately.
Proactively identify compliance risks during field visits and surface them before they become exposures. Every significant employment decision should have a paper trail.
Conduct thorough, timely, and well-documented workplace investigations into complaints, misconduct, and policy violations. Escalate situations with legal or reputational risk to the CPO and legal team before action is taken — not after.
Administer FMLA, state leave, and personal leave accurately and on time. Ensure documentation and manager communication are handled correctly throughout.