People Operations Manager

As a People Operations Manager at Capital on Tap, you will be at the core of our employee experience, managing HR processes like onboarding, benefits, and employee engagement. You'll utilize people analytics to inform decisions and drive organizational growth, ensuring a high-performing workplace.

Candidates for the People Operations Manager position at Capital on Tap should have proven experience in people operations within fast-paced environments. A strong analytical mindset is essential, paired with excellent communication and relationship-building skills to thrive in this role.

At Capital on Tap, we are committed to fostering an environment where our People Operations Managers can grow. You will have access to an annual learning and wellbeing budget, opportunities for advancement, and involvement in strategic initiatives that shape our organizational culture.

People Operations Managers at Capital on Tap enjoy a range of benefits, including private healthcare, worldwide travel insurance, a generous holiday allowance, enhanced parental leave, and a vibrant office environment complete with snacks and arcade games!

Capital on Tap values authenticity and inclusivity. As a potential People Operations Manager, you will play a key role in driving our diversity and inclusion efforts. We strive to create a workplace where everyone feels valued and included.

Capital on Tap boasts a friendly and agile work culture. As a People Operations Manager, you will be surrounded by a supportive team, with an emphasis on collaboration and innovation in addressing workplace challenges and driving positive change.

The onboarding process at Capital on Tap is designed to be world-class, offering new People Operations Managers a comprehensive introduction to our teams, tools, and culture. You'll receive support from various departments, ensuring a seamless integration into your new role.

To enhance employee engagement, I would focus on regular feedback loops, ensuring that engagement surveys are effectively communicated and analyzed. Building strong relationships with employees to understand their needs and concerns is key to implementing meaningful changes.

When managing conflict, I believe in open and honest communication. I would facilitate a dialogue between the parties involved to understand each person's perspective, working collaboratively to find a resolution that is acceptable to all.

Absolutely! In my previous role, I analyzed turnover data to identify patterns, which revealed that certain onboarding practices were leading to early exits. I revamped the onboarding process based on these insights, significantly improving retention rates.

My approach to performance management is continuous feedback combined with structured review processes. I ensure that performance criteria are clear and support employees in achieving their goals, making regular check-ins part of our culture.

I stay updated on HR legislation by following industry-related newsletters, attending seminars, and engaging with professional networks. This helps me ensure that Capital on Tap remains compliant while adapting our policies as needed.

Company culture plays a crucial role in employee performance as it directly impacts engagement and morale. A strong culture fosters loyalty and motivation, making it essential for us to actively shape and nurture a positive work environment.

Handling underperformance requires sensitivity and a structured approach. I would meet with the underperforming team member to discuss challenges, set clear and achievable development plans, and regularly check-in to track progress.

To promote diversity and inclusion, I would implement training programs focused on unconscious bias and create employee resource groups. These initiatives would foster awareness, create safe spaces for dialogue, and ultimately strengthen our community.

Ensuring effective communication within the HR team involves regular meetings, using collaborative tools for project tracking, and encouraging an open-door policy for brainstorming and discussing challenges and successes.

I believe empathy is the most important trait for a People Operations Manager. Understanding the unique experiences and concerns of employees enables us to create meaningful solutions and foster a supportive work environment.