Senior Manager, People Operations

Nearmap; United States; On-site; USD 120,000 - 160,000; Full time

Job summary

Nearmap is seeking a senior leader for People Operations to drive a scalable, automation-focused function across regions. The role requires ownership of end-to-end HR workflows, governance, and data integrity, with a focus on policy compliance and employee experience.

Responsibilities include designing standardized operating models, leading cross-functional change, and delivering measurable improvements in service quality and efficiency.

Qualifications

• 8+ years of progressive experience in People/HR Operations, including leadership of major operational programs.
• Experience managing multi-state or multi-country operations.
• Proven ability to design and scale operating models and drive cross-functional change.

Responsibilities

• Lead, coach, and develop People Operations with ownership and accountability culture.
• Own operating model including capacity planning, SLAs, service catalogs, and scorecards.
• Translate priorities into sequenced roadmaps with measurable outcomes and executive reporting.
• Serve as senior escalation point for complex employee operations issues balancing experience, policy, and business impact.
• Influence cross-functional leaders and standardize processes across regions and entities.
• Oversee onboarding, changes, promotions, transfers, leaves, and offboarding with controls to Payroll/IT/Finance.
• Ensure global standards while accommodating country/state requirements.
• Manage HRIS operations, including UKG Ready and integrations, with lifecycle automation.

Skills

People/HR operations leadership

Cross-functional collaboration

Change management

Process optimization

Executive reporting

Tools

UKG Ready

Job description

Key Responsibilities

• Lead, coach, and develop the People Operations team with clear ownership, succession planning, capability development, performance expectations, and accountability culture.
• Own the People Operations operating model, including capacity planning, prioritization, escalation frameworks, service catalogs, SLAs, and performance scorecards.
• Translate functional priorities into sequenced roadmaps with measurable outcomes, resource requirements, dependencies, and executive-ready reporting.
• Serve as senior escalation point and decision-maker for complex, sensitive employee operations issues, balancing employee experience, policy, compliance, and business impact.
• Influence cross-functional leaders and drive adoption of standardized processes across regions and business entities.
• Own end-to-end service quality for onboarding, employee changes, promotions, transfers, leaves, and offboarding, including controls and handoffs to Payroll, IT, and Finance.
• Design and maintain consistent global standards while accommodating country, state, and entity-specific requirements.
• Oversee shared inbox and case management performance through team-level metrics, root-cause analysis, self-service enablement, and continuous service improvements.
• Ensure standard operating procedures, employee-facing resources, decision trees, and process ownership remain accurate, accessible, and audit-ready.
• Provide functional leadership for HRIS operations, including UKG Ready, integrations, workflows, approvals, roles, and lifecycle automation in partnership with HRIS specialists and IT.
• Establish controls for employee master data, organizational hierarchy, access permissions, data changes, reconciliation, and downstream system integrity.
• Prioritize and deliver automation, AI-assisted support, and employee and manager self-service initiatives with appropriate privacy and quality safeguards.
• Own operational readiness for system releases, process changes, testing, stakeholder training, and post-launch stabilization.
• Use dashboards and analytics to identify failure points, quantify efficiency gains, and inform leadership decisions.
• Lead high-impact initiatives from problem definition and business case through design, implementation, change management, and benefits realization.
• Simplify and standardize processes across teams, locations, and acquired entities; identify and eliminate redundant handoffs and manual controls.
• Build sustainable governance for process documentation, change requests, ownership, and periodic review.
• Partner with Finance, Payroll, Benefits, IT, and Legal to resolve systemic issues and strengthen operational controls.
• Drive the shift toward a self-service, automation-first, and AI-driven employee experience, transforming People Operations from transactional service delivery to a scalable, proactive, and technology-enabled function.
• Own operational compliance controls, accurate employee records, audit preparation, and timely remediation in partnership with Legal and regional specialists.
• Apply sound judgment to sensitive data, employee matters, access rights, and regional employment requirements; elevate legal interpretations appropriately.
• Set a service culture focused on responsiveness, clarity, empathy, consistency, and effective resolution.
• Support enterprise People programs, including compensation, performance, benefits, engagement, and organizational change through reliable execution and data.
• Keep up to date with and comply with all local legislative requirements. Adhere to company guidelines and the corporate Code of Conduct in an ethical manner when dealing with company assets and other people.
• Excellent program management, prioritization, ch

Qualifications

• 8+ years of progressive experience in People/HR Operations, including 3+ years leading major operational programs; equivalent experience considered.
• Demonstrated ownership of multi-state operations and experience working with global or multi-country stakeholders.
• Proven ability to design and scale operating models, lead complex cross-functional change, and deliver measurable service improvements.
• Hands-on understanding of HRIS workflows, data governance, integrations, and operational controls; UKG Ready experience preferred.
• Experience in a fast-growing technology company, distributed workforce, or post-acquisition integration is advantageous.
• Strong people leadership, coaching, delegation, stakeholder influence, and conflict resolution.
• Excellent program management, prioritization, ch