Human Resources Operations Manager

Whether you're a recent grad or a seasoned professional, you can experience meaningful career growth at Rosendin. Enjoy a true sense of ownership as you work with a proven industry leader on some of the most exciting and high-profile projects in the nation. We offer a wide range of job opportunities, competitive compensation, full benefits, an Employee Stock Ownership Plan and more. Why Rosendin? Committed. Innovative. Engaged. If you're looking to take your career to the next level and work with some of the best and brightest in the industry, we want to hear from you. Since our founding over 100+ years ago, Rosendin has been driven to positively impact the communities where we live and work. We are an organization built on integrity, and we have a culture that empowers people, embraces diversity, and inspires everyone to do their best. As one of the largest EMPLOYEE-OWNED electrical contractors in the United States, you will have the unique benefit of being a shareholder at a company that is experiencing tremendous growth and success. When our people succeed and fuel our success, we reward them. We'd love to have you as a shareholder!

YOUR NEXT OPPORTUNITY:

The HR Operations Manager leads the HR Ops team as part of a shared services model responsible for the accurate, timely execution of core HR processes across the employee lifecycle, including onboarding, leave administration, and day-to-day HR Ops case management. This role manages through the HR Ops Leads rather than individual contributors directly, and carries real ownership over how the function is shaped: sizing and structuring the pods to match the volume and complexity of incoming work, scaling capacity up or down as business needs shift, and elevating process improvements so fixes become standard practice rather than one-off patches. The HR Operations Manager also shapes the policies that govern how the shared-services model operates, and serves as the escalation point for employee relations matters and process issues that fall outside established playbooks. This role partners closely with the Sr. Manager, HR Operations, and with peer leaders across HR Ops (Program Management, HR Technology, People Analytics) to keep pod-level execution aligned with broader HR Ops strategy.

WHAT YOU'LL DO:

• Org Design & Capacity Planning
• Assess the volume and complexity of work flowing into HR Ops and forecast staffing needs accordingly
• Design and adjust pod structure and staffing levels to match demand, scaling capacity up or down as business needs change
• Partner with the Sr. Manager, HR Operations on headcount planning and resourcing recommendations, backed by data on workload and capacity
• Model capacity scenarios to inform hiring, cross-training, and workload redistribution decisions across pods
• Team Leadership & People Management
• Manage the HR Ops Leads for Pod A and Pod B, including performance reviews, coaching, pay decisions, and career development
• Set pod-level goals and deliverables; assess performance against those goals and evaluate readiness for career progression based on business needs
• Provide indirect oversight and escalation support for HR Ops Specialists and Admins through the Leads, ensuring consistent standards across both pods
• Balance workload and staffing across pods to maintain service levels during peak periods or coverage gaps
• Process Execution & Service Delivery
• Ensure HR Ops pods execute core processes - onboarding, leave administration, employee records, and case management - accurately and within established timeframes
• Monitor service-level metrics (ticket volume, SLA adherence, case quality) across both pods and address gaps proactively
• Process Improvement & Elevation
• Identify process improvement opportunities surfaced by pod-level work and elevate them for broader adoption across HR Ops, rather than letting fixes stay local to one pod
• Partner with Program Management and HR Technology to standardize improvements once they've proven out at the pod level
• Maintain a systematic way to capture and prioritize process issues, so improvement work is deliberate rather than ad hoc
• Employee Relations & Escalation
• Serve as the escalation point for employee relations matters and complex situations that fall outside pod-level resolution
• Provide guidance and support to HR Ops Leads, Specialists, and people managers across the organization on HR-related issues
• De-escalate difficult or emotional situations with fairness, professionalism, and sensitivity - balancing the employee's perspective with confident adherence to policy, regulation, and precedent
• Policy Ownership, Compliance & Risk
• Own and evolve the HR policies that govern the shared-services model, ensuring consistent, scalable application across the organization as it grows
• Build and maintain the company handbook
• Represent operational feasibility when new HR policies are proposed elsewhere in the organization, ensuring policy decisions account for what pods can realistically deliver at scale
• Ensure HR Ops processes comply with federal, state, and local employment laws and regulations
• Partner with Legal and Compliance on policy updates and process changes
• Oversee the accuracy and integrity of HRIS data across both pods
• Reporting & Cross-Functional Partnership
• Monitor and analyze HR Ops metrics, providing regular reports to the Sr. Manager, HR Operations on trends, risks, and capacity signals
• Partner with the Sr. Manager, HR Operations, and peer leaders across Program Management, HR Technology, and People Analytics to align pod execution with broader HR Ops initiatives

WHAT YOU'LL NEED TO BE SUCCESSFUL:

• Thorough understanding of HR best practices, employment law, and regulations
• Proven people-management experience, including managing leads or managers rather than individual contributors alone
• Experience with workforce or capacity planning - forecasting demand and adjusting staffing and structure accordingly
• Familiarity with shared-services operating models and what it takes to scale one, including how policy and process need to flex as volume grows
• Well-developed communication skills that excel in de-escalating difficult or emotional situations with fairness, professionalism, and sensitivity
• Strong analytical and problem-solving skills; comfortable using HR Ops metrics (SLA adherence, ticket volume, case quality) to drive decisions
• Detail-oriented with strong organizational skills, capable of managing multiple teams and competing priorities simultaneously
• Proficient in HRIS systems (Workday preferred) and Microsoft Office Suite

WHAT YOU BRING TO US:

• Bachelor's degree in Human Resources, Business Administration, or a related field
• 10+ years of HR operations experience, including demonstrated experience managing leads or managers
• Demonstrated experience developing and implementing HR policies and procedures
• Experience designing or scaling a team's structure to match a changing volume of work
• A track record of building consistency and service quality across multiple teams, not just within one

TRAVEL:

• Up to 25 % as needed

WORKING CONDITIONS:

• General work environment - sitting for long periods, standing, walking, typing, carrying, pushing, bending. Work is conducted primarily indoors, with varying environmental conditions, including fluorescent lighting and air conditioning.
• Noise level is usually low to medium; it can be loud on the job site.
• We fully comply with the ADA and applicable state law, including considering reasonable accommodation measures that may enable qualified disabled applicants and employees to perform essential functions.
• Occasional lifting of up to 30 lbs.

YOU Matter - Our Benefits

• ESOP - Employee Stock Ownership
• 401 K
• Annual bonus program based upon performance, profitability, and achievement
• 17 PTO days per year plus 10 paid holidays
• 3 days of paid sick leave each year
• 3 days of paid Bereavement leave each year
• 3 days of paid Jury Duty
• Medical, Dental, Vision Insurance
• Bonding Leave
• Term Life, AD&D Insurance, and Voluntary Life Insurance
• Disability Income Protection Insurance
• Pre-tax Flexible Spending Plans (Health and Dependent Care)
• Charitable Giving Match with our Rosendin Foundation

Pay Range $128,000.00-$167,900.00 Annual The pay range for this role is what we expect to pay for candidates that meet the specified qualifications and requirements listed on this job description. Candidate's pay can vary based on location, job-related experience, skills, and education. Our success is rooted in our people. We all come together around long-term vision and a sense of shared ownership. As a group, we do whatever it takes to ensure the success of our business and your career. Rosendin is committed to creating a diverse environment and is proud to be an Equal Opportunity Employer. Employment decisions are considered regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, pregnancy, age (over 40), or any other categories protected by applicable federal, state, or local law.