People Operations Manager

Description

People Operations is the backbone of the employee experience at Riggs Cat, from a new hire’s first day and throughout their Riggs career. This leader runs that function hands-on: setting standards for the team, handling the situations that call for experience, compassion, leadership and good judgment, while building processes that scale as the company grows. Everything here lives the Riggs Way — Urgent. Selfless. Excellent.

What you will do

Lead the People Operations team

Set priorities, standards, and service expectations for the Specialist and Generalist; coach, develop, and develop both through respective career paths

Build cross-training and documented procedures so payroll, benefits, and associate support never depend on one person

Step in hands-on during peak periods such as open enrollment, year-end payroll, and high-volume hiring and spikes in day-to-day employee questions

Develop an updated catalog of job roles and levels within roles while working across departments to update salary / hourly ranges by level and criteria for job role level movement

Own hiring and onboarding

Work with department and branch managers: workforce needs, job postings, compliance, employee support and disciplinary matters

Run a consistent onboarding program for office and skilled hires alike, from paperwork and orientation through the first 90 days

Build hiring and onboarding processes that can scale quickly, including bringing on entire teams at once as Riggs Cat grows

Guide employee relations and separations

Serve as the go-to resource for managers and associates on concerns, conflict, coaching, and corrective action

Conduct and document workplace investigations, and recommend fair, consistent outcomes

Handle terminations where necessary: review documentation, prepare the conversation, conduct or support the meeting, and complete separation steps

Make exit feedback actionable through addressing needed improvements while determining a way to spot and address retention risks

Draft and enforce policy

Assist in drafting new policies and updating existing policies and handbook language working with in-house counsel

Communicate policy changes in plain terms and train managers to apply them consistently

Maintain a working understanding of current federal and state employment regulations (e.g., FLSA, FMLA, ADA, EEO, I-9), flag risks early, and know when to involve in-house or employment counsel

Maintain accurate, confidential personnel records and audit-ready documentation

Oversee benefits, payroll, and reimbursements

Ensure benefits administration, payroll, and reimbursements are accurate, on time, and handled according to the handbook

Partner with Finance and benefits vendors on renewals, enrollment, and payroll issues

Improve the function

Report on headcount, turnover, hiring progress, and other people metrics for leadership using both leading and lagging measures

Streamline HR processes and make better use of the HRIS and tracking tools

Requirements

What you will need

5+ years of progressive HR or People Operations experience, including at least 2 years managing HR staff

Hands-on experience with recruiting, onboarding, employee relations, investigations, and terminations

A working understanding of current employment regulations and HR compliance

Experience drafting or revising policies and handbook language

Enough familiarity with payroll, benefits, and reimbursement processes to oversee the work and troubleshoot exceptions

The ability to communicate effortlessly with professional office teams and skilled trades and technician groups

Sound judgment and discretion with sensitive and confidential information

Proficiency with an HRIS and standard office software

Bachelor’s degree in Human Resources, Business Administration, or a related field

SHRM-CP / SHRM-SCP or PHR / SPHR certification

Preferred

Experience in an equipment dealership, construction, manufacturing, or other technician-heavy, multi-location environment

Experience with high-volume hiring or bringing on large groups of new employees at once

Experience supporting a multi-site or multi-state workforce

Experience with Paylocity and monday.com

How you work

Urgent: responsive to managers and associates, and never lets a payroll error or undocumented termination slide as "close enough"

Selfless: backs up the team, gives credit, and takes on the hard conversations personally

Excellent: documents it, applies policy consistently, and improves the process

Work environment and physical requirements

Work is performed primarily in an office setting, with regular visits to shops, service bays, and job sites where noise levels may be high and safety equipment may be required. Requires frequent sitting, talking, and listening; occasional standing and walking.

Why Riggs Cat

A Caterpillar dealer with a legacy of excellence since 1927

A team-oriented culture that values innovation, teamwork, and client success

Competitive compensation and benefits

This job description is not all-inclusive and may change as the needs of the business and the requirements of the job change.

IMPORTANT INFORMATION

While performing the duties of this job, the employee is regularly required to sit, talk or hear. The employee is occasionally required to stand and walk. The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

This employee must be able to exert 10 lbs of force frequently and 50 lbs of force on occasion. This position requires kneeling, standing, squatting, and grasping frequently.

The noise level in the work environment is usually moderate.

Required travel up to 50-75%, dependent on market conditions and salesmen needs.

This position is considered a safety sensitive position.

The Job description is subject to change by the employer as the needs of the employer and requirements of the job change.

EEO/AA

Salary/Exempt

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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)