Sr. People Operations Manager

Description The Senior People Operations Manager will lead the values-driven growth of our team in the coming years, bottom-lining core parts of our work ranging from recruitment and strategizing for diverse workforce development to retention and navigating our company’s growth.

A successful Senior People Operations Manager must be:  

1. A competent communicator - able to facilitate challenging individual and group discussions
2. A quick learner, who is curious to take on the challenges and opportunities that come with working in a start-up environment and building out new scopes for the role
3. A strong judge of character with an eye for talent
4. Highly organized, detail-oriented, and effective in moving complex projects from concept to completion across teams

Responsibilities
Recruitment & Hiring (25%) 

• Maintain and develop new channel relationships to recruit highly qualified candidates 
• Work with team leaders to develop hiring plans well in advance of needs that anticipate capacity shortages 
• Oversee the hiring process in collaboration with hiring supervisors 
• Coordinate new staff onboarding and training with hiring supervisors 
• Build a pool of talented individuals for ongoing as well as upcoming hiring needs 

Human Resource Operations and Administration (20%)

• Employee Handbook: Ensure Handbook policies are up to date and compliant with relevant state and federal laws. Help draft language for policy changes based on Management Team input. Communicate changes and solicit feedback from the team on company policy changes 
• Support planning and implementation for staff retreats 
• Maintain a database with compensation and benefi ts being offered by peers organizations; evaluate Resonant’s salary offerings on a rolling basis 
• Conduct employee exit process 
• Manage monthly ordering of offi ce materials including coffee, snacks, bathroom supplies, etc. 
• Coordinate with external cleaning company and contractors 

Supervisor Training and Support (25%)

• Ensure that employee quarterly and annual reviews are happening and that performance is being assessed with consistent standards across the team 
• Provide input to supervisors on how to give effective specific feedback 
• Support supervisors in identifying early when someone is excelling or falling short in their role 
• Work with Mgmt team to lead some of the supervisor team trainings 
• Prepare clear, detailed materials for training supervisors on new skills and processes 

Employee Well-being and Retention (15%)

• Meet with team members to identify areas to improve employee wellbeing and retention 
• Conduct Employee Wellbeing Surveys, analyze results, and make recommendations for the MGMT Team and Employee Owner group 
• Professional Development: develop professional learning and development opportunities, maintain a database with resources for professional development for each core team, track professional development budget expenses across the team. Play an active role in encouraging staff to continue to learn and grow using resources both within and outside of the Company ● Design retention strategies and improve policy and workplace experience to achieve this goal ● Suggest and implement new processes and communication channels to address employee needs and concerns 

Equity & Inclusion (15%)

• Work with company leaders to maintain a culture of inclusion - including work with external consultants 
• Coordinate Company Culture Working Group 
• Work with peer organizations on strategies to improve workplace diversity in the Solar industry in the Northeast (e.g. Browning the Green Space)

Requirements

Education: Bachelor's Degree or equivalent preferred, but not required with sufficient experience and demonstrated excellence in required capacities 

Experience: 

• Minimum 5 years experience in human resource management 
• Preferred 3+ years of direct supervisory experience 
• Preferred experience with talent acquisition representing the employer 
• Preferred direct work experience in workplace diversity, equity, and inclusion 
• Preference for experience working at a smaller organization: start-ups, nonprofits, or worker-owned companies.

Language: English (native/fluent required)

Computer Skills: Google Drive suites, and Microsoft Office. Excel proficiency is a requirement

Commute: Office expectation is in-person for the first three months and 3 days per week afterwards; opportunity to work up to 6 weeks fully remote per year and flexibility for health-related concerns

Availability: 35-40 hours/week, 9-5 PM, Monday-Friday with an hour for lunch