HR & People Operations Manager

As the HR & People Operations Manager at Big Viking Games, your responsibilities will include managing employee relations, implementing performance management processes, overseeing recruitment and onboarding, developing and enforcing HR policies, and planning employee engagement initiatives. You will also handle compensation and benefits administration, track important HR metrics, and promote a culture that makes fans both of our games and our workplace.

To be an HR & People Operations Manager at Big Viking Games, you’ll need at least 3 years of experience in a generalist HR role, preferably within a software company. A CHRP designation or similar certification in progress is required, alongside expertise in employment legislation. Knowledge of tools like Humi and Workable is a bonus, and a passion for games will enhance your candidacy.

The HR & People Operations Manager at Big Viking Games plays a crucial role in enhancing employee engagement by planning and executing initiatives such as surveys, focus groups, and team-building events. This role also involves analyzing feedback to implement programs aimed at improving workplace morale and sustaining a vibrant culture that makes fans of both games and work.

As the HR & People Operations Manager at Big Viking Games, you can expect a comprehensive benefits package that includes health, dental, and vision coverage, competitive salaries, a generous amount of Paid Time Off, opportunities for professional growth, and stock options. The company also offers a Peer Recognition Program called Vikoins to reward and recognize outstanding contributions.

Compliance is a critical aspect of the HR & People Operations Manager role at Big Viking Games. You'll be responsible for ensuring that company's HR policies align with federal, state, and local employment laws. This includes leading HR audits, identifying compliance gaps, and recommending corrective actions, thus safeguarding the company from potential legal challenges.

To effectively address complex employee relations issues, I would begin by listening carefully to the concerns raised and investigating the situation thoroughly. It's essential to approach each case with fairness and confidentiality, and I would provide support and guidance to both employees and managers throughout the resolution process.

In my previous roles, I've successfully implemented performance management processes by collaborating with managers to set clear performance objectives. I also provide coaching and guidance to help teams enhance their productivity and achieve these goals, along with facilitating 360-degree feedback sessions to promote open communication.

To enhance employee engagement, I prioritize gathering feedback through surveys and focus groups to understand employees' concerns and desires. I then work on implementing initiatives that align with their feedback, such as team-building events, recognition programs, and professional development opportunities that foster a sense of belonging.

I stay updated on changes in employment legislation through various means, such as attending HR seminars, webinars, and workshops. I am also a member of professional HR associations, which provide resources and insights on current laws and best practices, ensuring that our policies and compliance measures are always in alignment.

I have experience using various HR software tools like Workable for recruitment processes and onboarding systems like Humi. These tools streamline the hiring process, making it more efficient to source candidates, manage interviews, and provide new hires with a comprehensive onboarding experience.

When conflicts arise between employees, I approach the situation with an open mind and objective perspective. I facilitate conversations between the parties involved, encouraging them to express their feelings and viewpoints respectfully. Through mediation, I help them find common ground and work toward a resolution that satisfies both parties.

My approach to employee performance improvement plans involves clear communication and collaboration. I work with the employee to identify specific areas for improvement, set achievable goals, and establish a timeline for progress. Regular follow-ups are essential to ensure support and make adjustments if necessary.

I would promote a positive workplace culture by emphasizing open communication, respect, and inclusivity. I would implement regular team-building activities, encourage peer recognition, and create opportunities for professional development. These initiatives help foster an environment where everyone feels valued and motivated.

I measure the success of HR initiatives through key performance indicators like employee engagement scores, turnover rates, and feedback from employee surveys. By analyzing these metrics, I can assess the effectiveness of our programs and make data-driven decisions for future improvements.

The most rewarding aspect of being an HR & People Operations Manager is the opportunity to positively impact employees' lives. Supporting talent development, celebrating their achievements, and creating an environment where everyone can thrive brings immense satisfaction and drives my passion for HR.