People Operations Manager

Description

At Allegacy, our roots run deep — anchored in a longstanding commitment to doing right by our members and the communities we serve. Every role within our organization plays a vital part in nurturing the relationships that make that promise real. As a member of our team, you'll be empowered to live out our brand every day, building meaningful connections that support the financial wellbeing of those who count on us most.

Role Overview

The People Operations Manager oversees the core operational infrastructure that underpins how HR functions and supports the business. Reporting directly to the Vice President, People & Culture, this role focuses heavily on Project Management, Efficiency, HRIS, and Employee Experience, with a strong emphasis on advancing process improvement, automation, and service delivery. As a key member of the HR team, the successful candidate will be responsible for building, implementing, and optimizing scalable processes and systems that ensure organizational consistency, elevate service delivery, and enable rapid growth.

Key Priorities

Process Design & Operational Discipline

The People Operations Manager defines how core HR processes operate across the organization, establishing clear, repeatable workflows that drive efficiency and elevate the overall employee experience. This role standardizes how work gets done to reduce reliance on manual workarounds and fragmented execution, acting as a crucial feedback loop between employees, leaders, and HR partners, to continuously refine operational workflows. The manager focuses on introducing structure and discipline where needed, documenting current-state workflows, and contributing to process mapping and optimization without adding unnecessary complexity or bureaucracy.

HR Systems, Tech Enablement & Automation

This position manages the ongoing evolution of our HRIS and broader HR technology ecosystem to ensure platforms are effectively utilized, highly scalable, and closely aligned with business needs. The manager supports the testing, validation, and implementation of system enhancements and self-service capabilities to drive digital transformation. By leveraging AI-enabled tools and tech insights, this role optimizes efficiency, reduces cycle times, and enhances service quality, ultimately supporting data integrity, seamless execution, and data-driven decision-making across the enterprise. This includes ensuring the HRIS accurately supports compensation-related workflows (e.g., pay data structures, merit and comp-cycle configuration) in partnership with the Compensation team, without owning the underlying compensation design.

Data Utilization & Workforce Strategy

The manager actively translates people data and frontline interactions into actionable workforce strategies. By analyzing data and service trends, this role identifies recurring issues, operational bottlenecks, and process gaps to recommend systemic improvement opportunities. The successful candidate balances daily transactional execution with strategic thinking, transforming raw service data into actionable insights that optimize the broader employee journey and improve overall HR capability.

Employee Experience & Service Delivery

The manager owns the operational and administrative touchpoints of the employee lifecycle — onboarding, transactions, inquiries, and case management — ensuring consistent, high-quality service delivery. This includes partnering closely with the Compensation Manager and other HR Centers of Excellence to ensure operational processes (e.g., offer processing, pay changes, promotions) execute smoothly against the compensation frameworks those teams design, flagging process gaps or system issues back to the appropriate owner.

Requirements

Qualifications & Experience

The ideal candidate brings five or more years of progressive experience in People Operations, HR Operations, or a similar role, with a proven track record of full ownership over HR projects and operational initiatives. Candidates must demonstrate hands-on experience with HRIS administration, process design, and workflow automation; familiarity with how compensation data flows through HR systems is a plus, but deep compensation design experience is not required. While experience supporting digital tool adoption or automation is helpful, the primary requirement is a demonstrated ability to drive day-to-day process optimization from start to finish.

This role requires an exceptional analytical mindset and strong problem-solving skills, with a demonstrated capability in root cause analysis, solution design, and process ownership. The successful candidate possesses a continuous improvement mindset, a passion for taking accountability for complex workflows, and a superior customer service orientation that connects frontline insights to broader operational improvements. Finally, the role demands excellent communication skills and the ability to collaborate effectively with HR leadership and cross-functional stakeholders — including the Compensation Manager — to implement and manage structured changes smoothly.