Senior People Operations Manager

GA Telesis, LLC•Fort Lauderdale, FL

About The Position

Within GA Telesis, the People Operations Department, in support of the company’s values and principles, is to serve as a strategic advisor to senior leadership, aligning human capital strategies with business objectives. The Senior People Operations Manager role supports several key businesses as well as corporate support functions, ensuring consistent, high-impact HR practices across global teams. This role drives organizational effectiveness, talent management, employee engagement, and change initiatives while fostering a high-performance culture. This role supports several key businesses and corporate support functions, ensuring consistent, high-impact HR practices across global teams. The Senior People Operations Business Partner drives organizational effectiveness, talent management, employee engagement, and change initiatives while fostering a high-performance culture across a complex, multi-BU environment. Important Notice: Eligibility Requirement: Only U.S. Citizens or Permanent Residents will be considered for this position.

Requirements

Bachelor's degree with emphasis in Human Resources
7+ years of progressive Human Resources / People Operations experience, with demonstrated career growth
Minimum 3+ years supporting multiple business units or operating in a complex, matrixed environment.
Experience operating with a high degree of autonomy, serving as the primary HR decision-maker for a business or function.
Strong business acumen with proven ability to link HR strategy directly to business outcomes
Exceptional execution discipline, known for strong follow-through, closing open items, and delivering on commitments across multiple concurrent workstreams.
High emotional intelligence and executive presence — able to challenge leaders constructively while maintaining trust.
Ability to navigate ambiguity, manage competing priorities, and make sound decisions with incomplete information.
Excellent verbal and written communication skills that demonstrate professionalism and build credibility at all levels
Highly organized and detail-oriented; consistently delivers in a fast-paced, multi-priority environment
Genuine passion for people and organizational effectiveness, not just HR process compliance
Only U.S. Citizens or Permanent Residents will be considered for this position.

Nice To Haves

Master's degree preferred (MBA, MHRM, or related field)
SHRM SCP Preferred
SHRM-CP or SHRM-SCP strongly preferred; PHR/SPHR also accepted.

Responsibilities

Partner with senior leaders to develop and execute HR strategies that directly support business goals and operational priorities.
Act as a trusted advisor on organizational design, workforce planning, and leadership effectiveness; translating business strategy into actionable people initiatives with measurable outcomes.
Serve as the primary HR point of contact and decision-maker for assigned business units, resolving issues at the appropriate level without unnecessary escalation.
Lead talent planning processes, including succession planning, high-potential identification, and leadership development programs across assigned organizations.
Partner with leaders to identity talent gaps and implement targeted development strategies.
Oversee performance management processes end-to-end, ensuring consistent application, goal alignment, and timely follow-through across all supported groups.
Provide guidance and resolution on complex employee relations issues, ensuring fair, consistent, and legally complaint practices across all supported groups.
Foster a positive, inclusive workplace culture that promotes engagement and retention, acting as a visible, accessible HR presence within the business.
Systematically gather and analyze employee feedback and engagement data; translate findings into concrete recommendations and drive implementation of agreed-upon improvements.
Design and implement organizational structures that optimize efficiency and scalability, and accountability across diverse business units.
Lead change management initiatives tied to business transformation, restructuring, or growth.
Coach leaders on change leadership and communication strategies.
Leverage all available data resources to ensure competitive and equitable compensation practices across all supported groups.
Provide informed input on compensation planning, promotions, and recognition programs, ensuring internal equity and market alignment.
Actively support annual compensation cycles and workforce budgeting, in partnership with finance and senior leadership.
Ensure compliance with applicable employment laws, regulations, and company policies; proactively identify and mitigate risk.
Serve as a collaborative bridge between business units and centralized People Operations functions (Talent Acquisition, Learning & Development, Payroll & Benefits ), ensuring integrated and seamless HR solutions.
Leverage HR data and analytics to inform decision-making, track initiative impact, and report outcomes to senior leadership.
Identify and escalate systematic issues or policy gaps that require VP-level or enterprise-wide attention, while resolving all other matters independently.
Understand the unique operational and cultural needs of corporate support teams; and tailor HR solutions accordingly while maintaining consistency with broader company practices.
Balance priorities between revenue-generating business units and enabling corporate functions with a clear, transparent prioritization framework.
Drive alignment and consistency in HR practices across all supported groups, identifying opportunities to standardize without sacrificing necessary flexibility.