People Operations Manager

Edge Logistics, LLC; Chicago (IL); On-site; USD 80,000 - 100,000; Full time

Job summary

Edge Logistics, LLC is seeking a People Operations Manager for its Chicago office. This role involves developing systems and programs that enhance employee performance and engagement, alongside department leaders, to foster a high-performance culture.

Key responsibilities include managing onboarding, training, and performance management initiatives. Candidates should have 5+ years of relevant experience and a Bachelor's degree in a related field. Edge is committed to equal opportunity employment.

Qualifications

• Minimum of 5 years in Learning & Development or related fields.
• Experience in designing onboarding and training programs.
• Proven ability to improve employee engagement.

Responsibilities

• Design and manage onboarding and training programs.
• Establish performance expectations and KPIs with leaders.
• Lead employee engagement and cultural initiatives.

Skills

Learning & Development

Employee Engagement

Coaching

Organizational Development

Communication Skills

Performance Management

Education

Bachelor's degree in Human Resources, Business, or related field

Tools

Learning Management Systems (LMS)

Job description

Description

About Edge Logistics

Edge Logistics is a performance-driven freight brokerage and logistics company focused on exceptional customer experience, reliable carrier partnerships, and operational excellence. We combine disciplined processes with modern technology to deliver consistent results.

We are seeking a People Operations Manager for our Chicago or Scottsdale office.

Position Summary

The People Operations Manager is responsible for developing the systems, programs, and culture that enable employees to perform at their highest potential. This role leads company-wide onboarding, training, leadership development, employee engagement, performance management, and cultural initiatives that strengthen organizational effectiveness.

This position partners closely with department leaders to ensure employees receive the coaching, development, and resources they need to succeed, while fostering a high-performance culture aligned with the company's values and strategic objectives.

This role complements—not replaces—the Human Resources Manager. While HR manages employment compliance, payroll, benefits, employee relations, and legal requirements, the People Operations Manager focuses on developing people, improving performance, and strengthening organizational culture.

1. Learning & Development

• Design and manage company-wide onboarding programs.
• Develop role-specific training paths for all departments.
• Create leadership development programs for managers and future leaders.
• Coordinate ongoing professional development and continuing education.
• Build and maintain the company's learning management resources.
• Measure training effectiveness and employee competency.

2. Performance Management

• Partner with leaders to establish performance expectations and KPIs.
• Develop consistent performance review processes.
• Coach managers on employee development and performance conversations.
• Monitor individual and departmental performance trends.
• Assist leaders with development plans for high performers and employees needing improvement.
• Promote accountability through clear expectations and regular feedback.

3. Employee Engagement & Culture

• Lead initiatives that strengthen employee engagement and company culture.
• Develop employee recognition and appreciation programs.
• Conduct employee engagement surveys and recommend action plans.
• Foster communication, collaboration, and alignment across departments.
• Support change management initiatives.
• Reinforce company values through daily operations and leadership practices.

4. Talent & Organizational Development

• Partner with leaders to identify future talent needs.
• Support succession planning and career path development.
• Assist with internal promotions and leadership readiness.
• Develop competency models for key positions.
• Improve employee retention through career development initiatives.
• Identify organizational capability gaps and recommend development strategies.

5. Operational Excellence

• Standardize onboarding, training, and development processes.
• Develop policies and tools that improve consistency across departments.
• Utilize employee data and feedback to drive continuous improvement.
• Partner with HR, Operations, and Leadership to improve the overall employee experience.
• Champion technology that improves learning, communication, and employee development.

Key Performance Indicators

The People Operations Manager will be measured on organizational development and employee success, including:

• New Hire 90-Day Retention
• Employee Engagement Score
• Voluntary Turnover Rate
• Training Completion Rate
• Time-to-Productivity for New Employees
• Leadership Development Participation
• Internal Promotion Rate
• Performance Review Completion
• Manager Effectiveness Scores
• Employee Satisfaction with Onboarding & Training

Requirements

Qualifications

Required

• 5+ years of experience in Learning & Development, Organizational Development, People Operations, Training, or Leadership Development in Logistics.
• Experience designing onboarding and training programs.
• Proven success improving employee engagement and organizational culture.
• Strong facilitation, coaching, and communication skills.
• Experience partnering with operational leaders.
• Ability to manage multiple initiatives while driving measurable results.

Preferred

• Experience within transportation, logistics, or a high-growth service organization.
• Experience implementing learning management systems (LMS).
• Knowledge of change management and organizational development principles.
• Bachelor's degree in Human Resources, Business, Organizational Leadership, Education, or a related field.

Leadership Competencies

• Leadership Development
• Coaching & Mentoring
• Organizational Development
• Change Management
• Communication & Facilitation
• Employee Engagement
• Relationship Building
• Continuous Improvement
• Strategic Thinking
• Results Orientation

Travel

Up to 15% travel for company meetings, office visits, training sessions, and leadership development activities.

Edge is an equal opportunity employer and considers applicants for all positions without regard to race, color, creed, religion, sex, age, national origin, marital status, disability, or sexual orientation. All applicants will be considered solely based on their qualifications.