People Operations Manager

Orbit Fab•Lafayette, CO, FL

2d•Hybrid

About The Position

The People Operations Manager / HR Manager serves as the company’s primary Human Resources partner and subject matter expert, responsible for establishing, managing, and evolving all core HR functions. This is a highly hands-on role within a growing organization, where the People Operations Manager currently operates as a team of one, owning both the strategic direction and day-to-day execution of HR programs until the company scales further. While the role carries full accountability for the HR function, the People Operations Manager is supported by an external HR support team and trusted vendor who assist with select transactional and administrative activities such as payroll processing, job postings, and benefits administration. This role supports the business across the full employee lifecycle, including talent acquisition, onboarding, performance management, employee relations, compensation and benefits, compliance, and training and development. The People Manager acts as a trusted advisor to leadership, helping translate business needs into practical people solutions while fostering a positive, compliant, and performance-driven workplace culture. As the company grows and evolves, this role will play a key part in supporting and building scalable HR foundations and preparing the organization for future growth and structural change.

Requirements

Proven experience as an HR Manager, People Operations Manager, or similar generalist role, ideally in a growing or lean organization.
Comfortable operating independently and owning all aspects of the HR function.
Strong working knowledge of employment law, HR best practices, and compliance requirements.
Practical, solutions-oriented mindset with the ability to balance business needs and employee experience.
Approachable, trusted advisor who can coach leaders while building credibility with employees at all levels.
Organized, adaptable, and able to shift between strategic thinking and day-to-day execution.
Progressive experience in Human Resources or People Operations roles, with increasing responsibility across core HR functions.
Bachelor’s degree in human resources or other relevant field is required.
Demonstrated ability to serve as a trusted HR partner to business leaders, balancing practical day-to-day HR execution with strategic input.
Strong HR generalist background with hands-on experience supporting the full employee lifecycle.
Experience owning and administering HR programs such as talent acquisition, onboarding, performance management, employee relations, learning and development, and retention initiatives.
Working knowledge of employment laws and regulations (including FLSA, EEO, wage and hour, and related compliance requirements).
Experience supporting compensation, benefits administration, performance evaluation processes, and employee record management.
Understanding of employee performance, engagement, motivation, and development, with the ability to coach managers on effective people practices.
Experience developing, implementing, and maintaining HR policies, procedures, and employee handbooks.
Ability to assess HR programs and processes, identify gaps or inefficiencies, and recommend practical improvements.
Strong organizational and project management skills, with the ability to manage multiple priorities and deadlines in a fast-paced environment.
Excellent verbal and written communication skills, with the ability to communicate clearly and professionally at all levels of the organization.
Proactive, approachable communicator who can effectively handle sensitive employee matters with discretion and professionalism.
Ability to establish priorities, work independently, and adapt to changing business needs.
Collaborative mindset with strong interpersonal skills and the ability to partner effectively with leaders while advocating for sound HR practices.
Comfortable working in a growing organization where processes are being built or refined and flexibility is required.

Responsibilities

Own and manage all core HR processes, policies, and programs, ensuring consistency, compliance, and effectiveness.
Develop, implement, and maintain company policies, employee handbook, and HR procedures.
Stay current on federal, state, and local employment laws and ensure organizational compliance.
Serve as the primary point of contact for employee relations matters, including addressing concerns, performance issues, and workplace conflicts.
Partner with leadership to assess hiring needs and manage end-to-end recruitment efforts, including job postings, interviews, offers, and onboarding.
Support workforce planning and staffing needs aligned with business growth goals.
Develop retention strategies that support employee engagement, performance, and career development.
Administer and continuously improve performance management processes, including goal setting, feedback cycles, and performance reviews.
Coach managers and employees on performance expectations, development planning, and corrective action when needed.
Identify and support learning, training, and development opportunities to strengthen skills and leadership capabilities across the organization.
Administer compensation and benefits programs, ensuring competitiveness, fairness, and alignment with business objectives.
Partner with leadership and external vendors as needed to evaluate and improve benefits offerings.
Track and maintain accurate employee records, compensation data, and HR metrics.
Promote a positive, inclusive, and productive workplace environment that supports employee engagement and company values.
Serve as a thought partner to leadership on organizational design, change management, and people-related decisions.
Use data, feedback, and HR metrics to identify trends and recommend practical improvements.
Help translate business objectives into realistic people practices and priorities.
Lay the groundwork for scalable HR systems, processes, and best practices as the company grows.
Contribute to longer-term planning around leadership development, succession, and organizational capability—appropriate to company size and stage.