People Operations Manager

MARSHALL & STERLING SERVICES INC•City of Poughkeepsie, NY

1d•$175,000 - $225,000•Onsite

About The Position

Responsible for leading and enhancing the employee experience through management of our core operations, employees relations, compliance, performance management, and people focused initiatives. Partners with leadership to support organizational goals, drive employee engagement and improve processes. The People Operations Manager promotes a positive workplace culture while ensuring compliance with employment laws and organization standards. Serve as Strategic People Partner to the Executive Team- This role will be based out of Marshall+Sterling’s Poughkeepsie Office. Lead the People Ops dimension of organizational transitions and change management efforts, ensuring changes are designed and executed in ways that sustain performance, retention, and trust Advise the executive team on People Ops and organizational development needs arising from scaling, growth strategy, and structural change — including workforce planning, role design, and team structure implications Escalate emerging workforce themes (e.g., morale, attrition risk, manager effectiveness, legal exposure) and propose strategic solutions to executive leadership Represent the People Ops function in cross-functional executive forums; advise executives on people implications of business decisions Partner with the People Operations Director to develop and refine People Ops strategies, and support on board-level and executive communications Oversee Legal, Compliance & Employee Relations Ensure policies are aligned with federal and state legal obligations and emerging best practices; maintain a policy review cadence Ensure policies are implemented and administered consistently across business units, managers, and geographies Oversee employee relations casework handled by POPs (investigations, performance concerns, workplace conflicts, accommodations, terminations) ensuring quality, consistency, and documentation In partnership with the People Operations Director, serve as the primary internal lead on legal risk and high-stakes incidents, managing the relationship with outside employment counsel, responding to agency charges, subpoenas, and litigation holds, and coordinating cross-functional response to workplace incidents (safety, harassment, misconduct) Drive manager and employee education on policies, legal obligations, and expected conduct, building fluency rather than dependence on HR Own Employee Lifecycle & Performance Management Analyze outcomes of employee engagement surveys and related people data; identify issues implicating employee relations, development, manager effectiveness, and retention, and lead prioritized responses in partnership with the relevant owners Own the performance management system end-to-end: review cycles, calibration, manager enablement, and integration with promotion and development decisions Partner with HRIS and Comp to ensure lifecycle processes capture accurate data and align with pay and leveling frameworks Drive continuous improvement of lifecycle processes based on employee and manager feedback Lead Learning, Development & Career Pathing Continue developing the overall L&D strategy, building on existing training and resources for individual contributors, managers, and executive leaders Ensure that promotions, new role creation, and role changes align with existing career pathways and overall organizational development strategy Procure and evaluate new L&D solutions; assess the effectiveness of existing ones and retire what isn't working Own measurement and evaluation of L&D programs, tracking both engagement and outcomes Ensure the quality and continued evolution of the mentorship and culture & inclusivity programs Lead and Develop the People Operations Partners Directly manage the three People Operations Partners, setting clear priorities, performance expectations, and development plans for each Establish team operating rhythms (1:1s, team meetings, case reviews, escalation protocols) that enable consistent service delivery across business units Allocate POP coverage across the organization based on headcount, complexity, and business priorities; rebalance as needed Coach POPs through complex or high-stakes cases, modeling the judgment and communication standards expected of the function Build and maintain a favorable and professional work relationship with other staff members. Adhere to established employee manual policies and guidelines. Maintain confidentiality in all aspects of client, staff, and agency information.

Requirements

High School Diploma required.
Proficient with presentation software.
Excellent public speaking skills.
Experience and knowledge of Microsoft Office programs.
Works effectively and relates well with others including superiors, colleagues, and individuals inside and outside the company in a professional manner.
Demonstrated ability to communicate effectively.
High level of organizational ability with attention to detail.

Nice To Haves

College degree preferred.

Responsibilities

Lead the People Ops dimension of organizational transitions and change management efforts.
Advise the executive team on People Ops and organizational development needs.
Escalate emerging workforce themes and propose strategic solutions to executive leadership.
Represent the People Ops function in cross-functional executive forums.
Partner with the People Operations Director to develop and refine People Ops strategies.
Ensure policies are aligned with federal and state legal obligations and emerging best practices.
Oversee employee relations casework handled by POPs.
Serve as the primary internal lead on legal risk and high-stakes incidents.
Drive manager and employee education on policies, legal obligations, and expected conduct.
Analyze outcomes of employee engagement surveys and related people data.
Own the performance management system end-to-end.
Partner with HRIS and Comp to ensure lifecycle processes capture accurate data.
Drive continuous improvement of lifecycle processes.
Continue developing the overall L&D strategy.
Ensure that promotions, new role creation, and role changes align with existing career pathways.
Procure and evaluate new L&D solutions.
Own measurement and evaluation of L&D programs.
Ensure the quality and continued evolution of the mentorship and culture & inclusivity programs.
Directly manage the three People Operations Partners.
Establish team operating rhythms (1:1s, team meetings, case reviews, escalation protocols).
Allocate POP coverage across the organization.
Coach POPs through complex or high-stakes cases.
Build and maintain a favorable and professional work relationship with other staff members.
Adhere to established employee manual policies and guidelines.
Maintain confidentiality in all aspects of client, staff, and agency information.