People Operations Manager

CXtec Inc.•Syracuse, NY

15h•$85,000 - $100,000•Hybrid

About The Position

CXTEC is a technology lifecycle company on a growth trajectory. As we continue to scale, we are investing in building a world-class people infrastructure that enables growth, accountability, exceptional employee experiences and operational excellence. We're looking for an HR professional who wants to do more than maintain processes. This role is for a builder who can identify gaps, create, improve and scale the systems, processes, programs and frameworks that power the employee lifecycle. The People Operations Manager will own the operational foundation of HR, including employee relations, compliance, performance management, compensation administration, HRIS governance, reporting and process optimization. You'll partner closely with leaders across the organization while designing and implementing the workflows, standards and infrastructure needed to support long-term growth. If you've successfully built HR programs, implemented new processes, improved employee experiences, enjoy solving organizational challenges, can work autonomously and with precision, we'd love to hear from you.

Requirements

Bachelor’s degree in Human Resources, Business or related field.
7+ years of progressive HR experience with direct ownership across core HR functions.
Demonstrated ownership of employee relations, performance management, HR operations and compliance.
Experience utilizing HRIS systems, reporting and analytics.
Proven ability to operate autonomously with minimal direction.
Strong attention to detail, organization and problem-solving skills.
High level of personal and professional integrity with the ability to maintain confidentiality and handle sensitive information with discretion.
Ability to work collaboratively across all levels of the organization.
Strong interpersonal and communication skills, both verbal and written.
High level of proficiency in Microsoft 365 (Word, Excel, PowerPoint, SharePoint, Outlook, Teams).

Nice To Haves

HR certification(s) preferred (PHR, SHRM – CP).
Experience supporting compensation programs and pay equity preferred.
Specific, demonstrable evidence of building and improving HR programs, systems, processes and infrastructure from scratch.

Responsibilities

Build and own the complete employee lifecycle from onboarding through offboarding ensuring a world-class, consistent experience at every stage.
Design and enforce scalable processes, SOP’s, documentation standards and workflows.
Ensure seamless compliant employee transitions across all stages.
Maintain full accountability for lifecycle execution quality, consistency and outcomes.
Serve as the primary HR partner for employee relations matters.
Coach managers on performance management, employee development and policy application.
Lead investigations, documentation, corrective actions and resolution processes.
Ensure consistent, compliant application of HR policies and corrective action across all departments.
Own the performance improvement plan (PIP) and related processes and ensure managers are held accountable to performance standards.
Design compensation structures, including job architecture, salary frameworks and pay equity audits and alignment.
Lead execution of annual compensation review cycles through clean data prep, HRIS administration and manager communications.
Execute all compensation changes, including offers, promotions, adjustments and off-cycle decisions.
Ensure consistent and compliant compensation practices aligned with internal standards and applicable legal requirements.
Develop programs that strengthen employee connection, engagement, and accountability.
Support culture, engagement and communication initiatives.
Serve as the execution owner for employee engagement and satisfaction initiatives, partnering with the VP of HR on strategy and priorities while owning day-to-day administration and follow-through.
Support managers with engagement-related coaching, resources and best practices to improve employee experience and retention.
Own HR compliance, ensuring adherence to all federal, state and local requirements.
Ensure audit readiness through documentation integrity, recordkeeping and policy enforcement.
Build and enforce policies, identify compliance risks proactively and implement corrective actions and process improvements.
Command the HRIS as the system of record, ensuring data integrity, accuracy and scalability across the employee lifecycle.
Design and optimize HR processes (onboarding, offboarding, status changes) to ensure consistency, efficiency and compliance.
Establish and enforce standardized workflows, documentation and system governance across HR operations.
Identify gaps and implement process improvements to enhance efficiency, reduce risk and maintain audit readiness.
Own HR data integrity across systems, reporting and dashboards.
Build and maintain reporting that provides visibility into HR operations, performance and trends.
Track and report on people-related metrics and operational KPIs tied to assigned responsibilities.
Use data to identify trends, drive decisions and recommend process improvements.