People Operations Manager

Tencarva Machinery Company•Greensboro, NC

About The Position

Tencarva is hiring a People Operations Manager to build and own the systems, processes, and infrastructure that support how HR operates across the organization. Founded in 1978, Tencarva is a private equity-backed distributor, engineering and design partner, and OEM-authorized repair network within the process equipment/flow control market, with 38 locations across 17 states. The company provides end-to-end, whole-system solutions for over 18,000 active customers across various verticals. Tencarva's growth is deliberate and relationship-driven, achieved through strategic acquisitions of family-owned businesses, preserving their success while adding structure and resources. This role is central to the company's evolution, requiring stronger infrastructure, clearer processes, and greater operational consistency and efficiency without losing flexibility and culture. The People Ops Manager will own the core operational infrastructure for HR, building and implementing scalable processes and systems, and leading the operational integration of newly acquired companies.

Requirements

Owner/Operator mindset – takes ownership of outcomes and follows work through to completion
Builder orientation – thrives on creating structure, systems, and processes where they don’t yet exist
Strong systems thinker – able to design processes first and ensure systems support them
Practical and solution-oriented – prioritizes what works over what is theoretically ideal
Able to operate without a playbook in fast-moving, unstructured environments where priorities shift
Low-ego, behind-the-scenes contributor – maintains strong alignment with business priorities and impact
Self-directed and accountable – able to identify gaps, take initiative, and execute without heavy structure
6–10+ years with direct ownership in HR operations, HR systems, compensation infrastructure, or benefits – not solely HR generalist or business partner roles
Proven track record building or significantly improving HR processes or systems – not just maintaining or supporting them
Experience operating in multi-site, decentralized, or growth-oriented environments where structure had to be built – not inherited
Strong working knowledge of HR systems (HRIS), payroll, and benefits platforms, including how they interact

Nice To Haves

Built or supported job architecture, leveling frameworks, and compensation structures
Exposure to acquisition integration, including HR system onboarding, compensation alignment, and benefits transitions
HR system implementation or migration
Partnered with Finance and Talent Acquisition on workforce planning, compensation, or hiring alignment
Operated in lean, fast-moving, or unstructured environments, including B2B or multi-site operational businesses
Familiarity with industrial, distribution, services, or similar operating environments

Responsibilities

Owns the core operational infrastructure that underpins how HR functions and supports the business.
Responsible for building and implementing scalable processes and systems that create consistency and enable growth.
Leads the operational integration of newly acquired companies.
Define how core HR processes should operate across the organization, establishing clear, repeatable workflows that enable consistency and scalability.
Standardize how work gets done across a multi-site environment, reducing reliance on manual workarounds and fragmented execution.
Introduce structure where needed – without adding unnecessary complexity or bureaucracy.
Own the design, configuration, and ongoing evolution of HR systems.
Ensure platforms are effectively implemented, scalable, and aligned with business needs.
Drive improvements in system capability, usability, and data integrity to support efficient execution and more informed decision-making.
Develop and refine a repeatable playbook for integrating newly acquired companies into HR systems, comp structures, and benefits programs.
Lead the execution of those integrations, ensuring transitions are accurate, timely, and scalable as acquisition activity continues.
Translate comp philosophy, developed in partnership with HR leadership, into structured, scalable frameworks across the enterprise.
Build and operationalize job architecture and leveling models, salary bands, and compensation structures.
Incorporate market data and benchmarking to ensure competitiveness and credible, consistent decision-making.
Ensure systems and tools support disciplined compensation practices and align with how the business operates.
Own the structure and delivery of benefits programs across the organization, including vendor relationships, system integration, and ongoing program design and evolution.
Oversee the team responsible for administration, ensuring accuracy, consistency, and a strong employee experience.
Serve as a point of escalation and provide backup support when needed.