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Key Responsibilities and Required Skills for People Operations Supervisor

💰 $75,000 - $105,000

Human ResourcesPeople OperationsManagement

🎯 Role Definition

As the People Operations Supervisor, you will be the backbone of our HR function, leading a dedicated team responsible for the seamless execution of our core HR services. Reporting to the People Operations Manager, you will oversee and refine all aspects of the employee lifecycle, from onboarding to offboarding. Your primary focus will be on enhancing operational efficiency, ensuring data integrity within our HRIS, maintaining strict compliance, and acting as a key partner in creating a positive and supportive work environment. This is a hands-on leadership role for a process-driven individual who is passionate about both people and systems, and thrives on building scalable solutions that support a growing organization.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Senior People Operations Specialist
  • Senior HR Generalist
  • HR Team Lead

Advancement To:

  • People Operations Manager
  • HR Manager
  • Senior Manager, Total Rewards

Lateral Moves:

  • HR Business Partner
  • Compensation & Benefits Manager

Core Responsibilities

Primary Functions

  • Supervise, mentor, and develop a team of People Operations Coordinators and Specialists, fostering a collaborative, high-performance, and service-oriented culture.
  • Oversee the entire employee lifecycle administration, including processing new hires, promotions, transfers, terminations, and other changes with impeccable accuracy and timeliness.
  • Manage the day-to-day administration and integrity of our Human Resources Information System (HRIS), serving as the subject matter expert for system functionalities, reporting, and troubleshooting.
  • Lead the administration of all employee benefits programs, including health, wellness, retirement, and leave of absence policies, and act as the main point of contact for employee and vendor inquiries.
  • Drive the annual benefits open enrollment process, from planning and communication to system configuration and post-enrollment audits.
  • Ensure unwavering compliance with all federal, state, and local employment laws and regulations, including EEO, ADA, FMLA, and FLSA, and manage required reporting.
  • Develop, document, and continuously improve People Operations processes and workflows to enhance efficiency, scalability, and the overall employee experience.
  • Act as a key point of escalation for complex employee inquiries and issues, providing guidance and resolving problems with empathy and a solutions-oriented mindset.
  • Partner with the Payroll team to ensure accurate and timely data processing for payroll cycles, including audits of employee changes, benefit deductions, and leave statuses.
  • Manage relationships with external HR vendors, such as benefits brokers, background check providers, and HR technology partners, to ensure service level agreements are met.
  • Develop and generate regular and ad-hoc HR reports and dashboards to provide key people metrics and insights to leadership and stakeholders.
  • Oversee the administration of all leave of absence programs, including FMLA, STD/LTD, and parental leave, ensuring compliance and clear communication with employees and managers.
  • Manage and maintain accurate and confidential employee files and records, conducting regular audits to ensure data integrity and compliance.
  • Lead and participate in cross-functional People team projects, such as HR system implementations, policy rollouts, and performance management cycle support.
  • Administer and oversee the company’s immigration program, working with legal counsel to manage visa and green card processes for foreign national employees.
  • Create and maintain the employee handbook and all HR policy documentation, ensuring they are up-to-date, clearly communicated, and consistently applied.
  • Support the Total Rewards team with compensation and equity administration, including processing salary adjustments, bonuses, and new hire grants.
  • Design and manage a world-class onboarding and offboarding experience that makes employees feel welcomed, informed, and valued at every stage.
  • Train managers and employees on HR processes, systems, and policies to promote self-service and ensure consistent understanding and application.
  • Conduct regular process audits to identify gaps, risks, and opportunities for improvement, implementing corrective actions to ensure operational excellence.

Secondary Functions

  • Participate in the development and execution of company-wide culture and engagement initiatives.
  • Assist in the preparation and management of the HR department's annual budget.
  • Support the selection and implementation of new HR technologies and tools to streamline operations.
  • Represent the People Operations team in cross-functional meetings and contribute to broader business projects.

Required Skills & Competencies

Hard Skills (Technical)

  • Deep proficiency with modern HRIS platforms (e.g., Workday, SAP SuccessFactors, BambooHR), including configuration, reporting, and data management.
  • Expert knowledge of U.S. benefits administration, including health and welfare plans, 401(k), and leave management.
  • Comprehensive understanding of federal, state, and multi-state employment laws and compliance requirements (FMLA, ADA, FLSA, EEO).
  • Experience with payroll systems (e.g., ADP, Paylocity) and understanding the intersection of HR data and payroll processing.
  • Advanced skills in Microsoft Excel or Google Sheets for data analysis, reporting, and creating complex spreadsheets.
  • Experience managing vendor relationships and negotiating with HR service providers.
  • Proven ability in HR data analytics, with the capacity to create insightful reports and dashboards that inform business decisions.

Soft Skills

  • Exceptional leadership, coaching, and team development skills with a proven ability to motivate and guide a team.
  • Strong project management skills with the ability to manage multiple initiatives simultaneously from conception to completion.
  • Excellent verbal and written communication skills, capable of explaining complex HR topics to diverse audiences.
  • Unquestionable integrity and the ability to handle highly confidential and sensitive information with discretion.
  • A continuous improvement mindset with a knack for identifying inefficiencies and designing scalable solutions.
  • Meticulous attention to detail and a commitment to accuracy and quality in all aspects of work.
  • High degree of empathy and emotional intelligence, with a genuine passion for creating a positive employee experience.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree or equivalent practical experience in a related field.

Preferred Education:

  • Bachelor’s Degree and/or an HR Certification (e.g., SHRM-CP, PHR, CEBS).

Relevant Fields of Study:

  • Human Resources Management
  • Business Administration

Experience Requirements

Typical Experience Range:

  • 5-7 years of progressive experience in an HR or People Operations role, including at least 2 years in a team lead or direct supervisory capacity.

Preferred:

  • Experience in a fast-paced, high-growth technology or startup environment.
  • Proven track record of successfully leading HR system implementations or major process re-engineering projects.
  • Experience supporting a distributed or global workforce.
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