Senior Manager, People Operations

The Senior Manager, People Operations at Fieldguide is responsible for implementing, scaling, and enhancing people strategy programs that align with business goals. This includes overseeing people systems, metrics, benefits administration, and compliance. You'll ensure legal adherence with employment regulations and utilize data to foster continuous improvement in processes.

Candidates should possess 8+ years of progressive people operations experience, including at least 2 years managing HR operations teams. Advanced proficiency with HRIS systems and a strong understanding of HR compliance are crucial. Exceptional communication skills and the ability to effectively execute in fast-paced environments are also required.

Fieldguide emphasizes work-life balance by aiming to eliminate up to 50% of mundane audit tasks for practitioners, enabling them to focus on high-value work. In the Senior Manager role, you will play a vital part in designing programs that support this vision and contribute to overall employee satisfaction and balance.

Fieldguide fosters an engaging, diverse, and inclusive culture where employees support each other’s growth and feel empowered. As a Senior Manager in People Operations, you'll play a crucial role in helping to build a workspace that reflects our core values of fearlessness, ownership, and inclusiveness.

At Fieldguide, there are ample opportunities for advancement, particularly as we continue to grow and scale. The Senior Manager, People Operations role is strategic, influencing key organizational initiatives, and as such, it can lead to other senior leadership roles in the future, especially in an innovative start-up environment.

To scale people operations effectively, I would first assess the current processes and identify areas for improvement, leveraging data and metrics. I’d prioritize designing scalable programs that align with our business goals and support our rapid growth.

In my last role, I instituted regular audits of our hiring practices which led to the refinement of our compliance policies. This not only mitigated risks but also improved our organizational trust and culture by fostering transparency and accountability.

In today’s HR landscape, leveraging HRIS tools for data management and insights is pivotal. Additionally, utilizing analytics platforms can enhance decision-making; adopting AI tools can streamline repetitive tasks, allowing HR professionals to focus on strategic needs.

I would employ a structured plan that communicates the vision clearly, engages stakeholders throughout the process, and uses feedback loops to adapt as necessary. Building a coalition of change champions within the team can significantly enhance buy-in.

I would recommend regular training on diversity and inclusion, establish clear metrics to assess the effectiveness of inclusion initiatives, and create forums for open dialogue. Celebrating diverse perspectives in team discussions and decision-making processes is also vital.

I stay updated through continuous education, subscribing to HR compliance newsletters, participating in relevant workshops, and networking with other HR professionals to share insights and stay informed about best practices.

Once, I proposed a mentorship program aimed at employee retention. By presenting data on turnover costs and showcasing how mentorship improved employee engagement, I successfully garnered leadership support, which ultimately led to the program's implementation.

One of the most pressing challenges in people operations is navigating the changing dynamics of remote and hybrid work environments. Creating policies that ensure engagement, productivity, and compliance while supporting employee wellness is crucial in this landscape.

Success can be measured through a combination of qualitative and quantitative metrics, such as employee satisfaction surveys, retention rates, and the effectiveness of training programs—tracking engagement before and after implementation can provide key insights.

I’m drawn to Fieldguide's commitment to building a values-based culture and innovative solutions that enhance trust in business. Being part of a remote-first environment where I can contribute to organizational growth while championing employees aligns perfectly with my professional goals.