People Operations Manager

Riggs Cat•Little Rock, AR

About The Position

The People Operations Manager leads Riggs Cat’s People Operations function and employee experience, setting standards for the team, handling sensitive and complex situations, and building scalable processes as the company grows. The role leads and develops the People Operations Specialist and Generalist, establishes cross-training and documented procedures, and provides hands-on support during peak periods. The manager oversees hiring and onboarding, employee relations and separations, policy development and compliance, benefits, payroll, reimbursements, and improvements to HR processes. The role partners with department and branch managers, Finance, benefits vendors, and in-house counsel; maintains confidential, audit-ready records; and reports people metrics to leadership. Work is primarily in an office, with regular visits to shops, service bays, and job sites. Travel may be required up to 50–75%, depending on market conditions and salesmen’s needs. This is a safety-sensitive position.

Requirements

At least 5 years of progressive HR or People Operations experience, including at least 2 years managing HR staff.
Hands-on experience with recruiting, onboarding, employee relations, investigations, and terminations.
Working understanding of current employment regulations and HR compliance.
Experience drafting or revising policies and handbook language.
Familiarity with payroll, benefits, and reimbursement processes sufficient to oversee the work and troubleshoot exceptions.
Ability to communicate with professional office teams and skilled trades and technician groups.
Sound judgment and discretion when handling sensitive and confidential information.
Proficiency with an HRIS and standard office software.
Bachelor’s degree in Human Resources, Business Administration, or a related field.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Nice To Haves

Experience in an equipment dealership, construction, manufacturing, or another technician-heavy, multi-location environment.
Experience with high-volume hiring or bringing on large groups of new employees at once.
Experience supporting a multi-site or multi-state workforce.
Experience with Paylocity and monday.com.

Responsibilities

Lead the People Operations team by setting priorities, standards, and service expectations, and coaching and developing the Specialist and Generalist.
Build cross-training and documented procedures for payroll, benefits, and associate support.
Provide hands-on support during open enrollment, year-end payroll, high-volume hiring, and spikes in employee questions.
Develop a catalog of job roles and levels and work across departments to update salary and hourly ranges and criteria for role-level movement.
Work with department and branch managers on workforce needs, job postings, compliance, employee support, and disciplinary matters.
Run a consistent onboarding program for office and skilled hires, covering paperwork, orientation, and the first 90 days.
Build scalable hiring and onboarding processes, including processes for bringing on entire teams.
Advise managers and associates on concerns, conflict, coaching, and corrective action.
Conduct and document workplace investigations and recommend fair, consistent outcomes.
Handle terminations, including reviewing documentation, preparing for and conducting or supporting meetings, and completing separation steps.
Use exit feedback to identify improvements and spot and address retention risks.
Assist in drafting and updating policies and handbook language in collaboration with in-house counsel.
Communicate policy changes and train managers to apply policies consistently.
Maintain working knowledge of federal and state employment regulations, flag risks, and involve in-house or employment counsel when needed.
Maintain accurate, confidential personnel records and audit-ready documentation.
Oversee accurate and timely benefits administration, payroll, and reimbursements in accordance with the handbook.
Partner with Finance and benefits vendors on renewals, enrollment, and payroll issues.
Report headcount, turnover, hiring progress, and other leading and lagging people metrics to leadership.
Streamline HR processes and improve the use of the HRIS and tracking tools.