Principal Manager, People Operations Business Partner
New
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NavaPublic Benefit Corp
We have fully remote options if you reside in one of the following states: Alabama, Arizona, California, Colorado, Connecticut, DC, Delaware, Florida, Georgia, Illinois, Louisiana, Maine, Maryland, Massachusetts, Michigan, Minnesota, Missouri, Nevada, North Carolina, New Jersey, New York, Ohio, Oklahoma, Oregon, Pennsylvania, Rhode Island, South Carolina, Texas, Tennessee, Utah, Virginia, Washington, Wisconsin. This role requires you to work from the contiguous United States.Full-TimeManager
Salary$132,000 — $148,500 USD
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Job Details
- Experience
- 10+ years
- Required Skills
- Change ManagementGoogle WorkspaceData analytics
Requirements
- 10+ years of People Operations and/or Human Resources experience.
- Proven experience translating business strategy into organizational design and workforce planning at the enterprise level.
- Thorough knowledge of HR principles and applicable US federal and state regulations (FMLA, ADA, FLSA, NLRA).
- Strong competency with HCM systems.
- Demonstrated ability to influence senior executives and stakeholders without relying on formal authority.
- Proven ability to coach and develop talent.
- Strong analytical skills and experience using workforce data for decision-making.
- Experience developing collaborative relationships with union representatives.
- Proficiency in GSuite, Slack, Zoom, Excel, and remote-work tools.
- Ability to work effectively in a remote-first, distributed environment.
Responsibilities
- Manage, coach, and develop the People Operations Business Partner team.
- Build and scale the POBP function across the employee lifecycle.
- Serve as a strategic advisor to senior executives on organizational design and workforce planning.
- Translate enterprise business priorities into actionable people strategies.
- Set the strategic point of view on the impact of AI and automation on roles, skills, and team structures.
- Develop and maintain enterprise workforce-planning frameworks and career-pathing structures.
- Partner with cross-functional leadership to align workforce plans with financial and delivery goals.
- Represent the POBP function in enterprise-level strategy discussions.
- Serve as an escalation point for complex employee relations matters and high-impact investigations.
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