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 stru