Senior People Ops Manager

The Senior People Operations Manager at Focused Energy is responsible for aligning the People function with business objectives, designing and implementing key people programs, managing HR processes like onboarding and compliance, partnering cross-functionally with various teams, and delivering exceptional employee experiences. This role also requires strategic insights into workforce planning and relationship building with leadership, making it pivotal in achieving the company's HR needs.

To qualify for the Senior People Operations Manager position at Focused Energy, candidates should possess a minimum of 5 years of progressive HR experience, particularly in strategic HRBP work and hands-on People Operations. Expertise in HR systems implementation, compliance, leave administration, and global mobility is also essential. Strong understanding of relevant employment laws and payroll processes is a must, along with effective communication and relationship-building skills.

At Focused Energy, creating a positive employee experience is paramount. As a Senior People Operations Manager, you will champion initiatives that advocate for our core values, assess employee needs, and actively improve processes. Your ability to anticipate requirements and offer solutions will significantly enhance the overall employee experience, driving engagement and satisfaction throughout the organization.

Vital skills for the Senior People Operations Manager at Focused Energy include the ability to build and implement effective HR programs, exceptional relationship-building capabilities, strategic thinking to provide data-driven insights, and strong project management skills. A solid grasp of HR compliance, payroll processes, and global mobility requirements will also be crucial for success in this role.

The team culture at Focused Energy is rooted in collaboration, innovation, and empathy. As a Senior People Operations Manager, you will be part of a dynamic team committed to building an inclusive work environment. Your role is crucial in shaping this culture, fostering connections across all levels of the organization, and leading initiatives that promote growth, openness, and employee well-being.

When answering this question, emphasize specific HR systems you have implemented or optimized in previous roles, detailing your approach to addressing challenges and your success stories. Highlight the importance of listening to user feedback and iterative improvements in ensuring the systems meet organizational needs.

Discuss a systematic approach that involves identifying business needs, gathering input from stakeholders, setting measurable objectives, and continually reassessing the effectiveness of each program. Include examples of successful programs you’ve implemented that led to tangible improvements in employee engagement or retention.

Outline your experience with staying updated on federal, state, and local employment laws, along with your process for conducting regular audits, employee training, and monitoring policy changes. Provide examples of how you've navigated compliance challenges in prior roles, and stress the importance of creating an ingrained culture of compliance within the organization.

In your response, focus on both qualitative and quantitative measures to assess HR initiatives, such as employee surveys, turnover rates, engagement scores, and performance metrics. Explain how data-driven decisions enhance talent strategy and promote continuous improvement in HR offerings.

Provide a specific example that demonstrates your problem-solving skills, thorough investigation process, and conflict resolution strategies. Highlight the importance of empathy and communication in addressing employee concerns, and explain the positive outcome of the situation for both the employee and the organization.

Discuss the critical nature of change management in facilitating smooth transitions during organizational shifts. Highlight your experience in leading change initiatives, communicating effectively with stakeholders, and using feedback to refine processes and ensure employee buy-in throughout the transition.

Articulate your approach to promoting diversity and inclusion within the HR function, such as revising recruitment policies, facilitating training programs, and creating resource groups. Share successful initiatives where you've increased diverse representation and cultivated an inclusive work environment.

Highlight your understanding of performance management principles, such as setting clear objectives, providing ongoing feedback, and conducting evaluations. Explain your strategy for coaching managers on effective performance discussions and promoting employee development planning.

To answer this, emphasize your proactive communication style, relationship-building efforts, and methods for involving stakeholders in decision-making. Share examples of projects that required cross-departmental collaboration and discuss how you effectively engaged various teams to achieve common goals.

Share specific innovative HR practices that you introduced in previous jobs, detailing how they were conceptualized, implemented, and received by employees. Discuss the impact these initiatives had on engagement, productivity, or other measurable outcomes, showcasing your ability to drive positive change.