People Ops Manager PMP at eMedicStore

Job Overview:

• The People Ops Manager PMP plays a pivotal role in shaping a positive employee experience and aligning HR practices with organizational goals. This position involves managing the full employee lifecycle, from recruiting and onboarding to offboarding, with a focus on employee engagement, performance management, and retention. The People Ops Manager develops and implements strategies to attract and retain top talent, fosters an inclusive culture, and ensures compliance with HR policies and labor laws. This role requires hands-on involvement in day-to-day HR activities, cross-functional collaboration, and data-driven decision-making to support business growth and maintain a cohesive work environment.

Duties and Responsibilities

• Core Responsibilities - Manages all aspects of People Operations, including recruiting, onboarding, performance management, employee engagement, and retention. Aligns HR practices with company and project goals, fostering a positive, cohesive environment for both technical and non-technical teams.
• Employee Lifecycle Management - Oversees the full employee lifecycle, from recruiting and onboarding to off-boarding. Focuses on creating a smooth, supportive experience for both technical and non-technical roles, ensuring knowledge transfer and continuity across all departments.
• Recruitment & Talent Acquisition - Manages recruitment processes, sourcing candidates, conducting interviews, and making offers. Develops strategies to attract top talent across technical and non-technical roles, working closely with hiring managers to align talent acquisition with business needs.
• Onboarding & Off-boarding - Designs and implements a seamless onboarding process that engages new hires from day one, adapted for both technical and non-technical positions. Manages off-boarding to ensure positive exits and effective knowledge transfer across all roles.
• Performance Management - Leads performance evaluation processes, setting KPIs, conducting reviews, and collaborating with managers to create growth plans for team members across departments. Balances unique performance indicators for technical and non-technical roles.
• Data & AnalyticsUses HR analytics to monitor key metrics, including turnover rates, employee satisfaction, productivity, and project impact. Leverages data to inform HR strategies and align workforce planning with both project and business needs.
• Workforce Planning & Forecasting - Collaborates with leadership to forecast hiring needs, manage succession planning, and ensure talent strategies support both technical and non-technical roles, aligning with business growth and organizational goals.
• HR Technology & Tools - Implements and manages HR tools such as applicant tracking systems (ATS), HRIS, and performance management software. Adapts systems to streamline processes and supports data management for both technical and general staff.
• Hands-On Approach - Actively participates in people operations tasks, including conducting interviews, onboarding, and handling employee relations. Directly implements HR programs to support both technical and non-technical teams, ensuring all receive consistent support.
• Employee Engagement & Retention - Develops initiatives to boost morale and engagement, such as wellness programs, team-building activities, and feedback channels. Focuses on retaining top talent across both technical and non-technical roles through clear growth paths and professional development opportunities.
• Learning & Development - Identifies training needs and organizes professional development programs, technical certifications, workshops, and courses. Balances upskilling needs across technical and non-technical roles to meet evolving business requirements.
• Policy Development & Compliance - Creates and enforces HR policies that comply with labor laws and reflect company values. Ensures policies are effectively communicated and updated, covering the diverse needs of technical and non-technical staff.
• Employee Relations - Acts as a primary contact for employee concerns, mediating conflicts, and addressing workplace issues to maintain a positive and inclusive culture across all teams. Builds trust through proactive communication and resolution strategies.
• Compensation & Benefits - Manages salary structures, payroll, and benefits packages, ensuring competitive compensation that aligns with market trends and meets the needs of both technical and non-technical employees. Collaborates with finance to ensure budget alignment.
• Diversity, Equity, & Inclusion (DEI) - Drives DEI initiatives organization-wide, focusing on recruitment, development, and retention practices that promote diversity at all levels and for all roles. Works closely with departments to foster an inclusive environment across technical and non-technical teams.
• Employee Experience & Culture - Creates a positive, cohesive culture that aligns with the company’s mission and values. Ensures employee experience initiatives support engagement, productivity, and satisfaction across both technical and non-technical roles.
• Change Management - Supports all teams during organizational changes, including policy updates, structural shifts, or new tools. Facilitates effective communication and ensures that both technical and non-technical employees adapt smoothly to change.
• Compliance & Risk Management - Ensures HR policies comply with labor laws and organizational standards. Maintains accurate records and manages sensitive information confidentially, addressing compliance needs specific to both general HR and project-based roles.
• People-Centric Leadership - Leads by example, fostering a supportive, inclusive, and transparent environment. Builds trust through open communication and sets clear expectations for both technical and non-technical teams, aligning people operations with company values.
• Metrics and KPIs - Tracks metrics like employee turnover, time-to-hire, engagement scores, project impact, and absenteeism rates. Analyzes data to assess the effectiveness of People Ops initiatives and optimize strategies for both technical and non-technical staff.
• Cross-Functional Collaboration - Collaborates with departments like finance, IT, and operations to coordinate hiring, payroll, onboarding, and office management needs. Ensures alignment on people-related goals across all departments to support cohesive organizational growth.
• Succession Planning - Develops career progression plans for high-potential employees, identifying future leaders across technical and non-technical roles. Ensures a robust pipeline of talent to support sustainable growth and continuity.
• Remote/Hybrid Workforce Management - Adapts HR policies to support remote or hybrid work environments for both technical and non-technical staff. Implements tools and practices to ensure remote teams remain engaged, connected, and productive, with equitable support for all roles.

Qualifications and Skills:

• Bachelor’s degree in Human Resources, Business Administration, or a related field; PMP certification preferred
• 5+ years of experience in People Operations or HR management, with a track record in a fast-paced environment
• Expertise in employee lifecycle management, performance evaluation, and talent acquisition strategies
• Strong knowledge of labor laws, compliance, and HR policy development
• Proficiency in HRIS, ATS, and performance management tools
• Excellent communication, conflict resolution, and interpersonal skills
• Data-driven approach to HR with experience in using analytics for decision-making

Key Competencies:

• Strategic Thinking, Employee-Centric Focus, Compliance Management, Performance Improvement, Talent Acquisition, Data Analytics, Change Management, Effective Communication, Cross-Functional Collaboration, Inclusivity