People Relations and HR Operations Manager

SPAR is seeking a People Relations & HR Operations Manager to serve as a trusted partner to business leaders and employees, helping build a positive, inclusive, and high-performing workplace. This role combines employee relations, HR operations, performance management, employment law compliance, and process improvement to deliver practical, people-focused solutions that support both employees and business objectives.

The ideal candidate brings sound judgment, strong investigative skills, a proactive mindset, and the confidence to navigate sensitive employee matters with professionalism and discretion. This is an opportunity for an HR professional who takes ownership, thinks strategically, and enjoys making a measurable difference in how an organization supports its people.

If you are motivated by building effective workplace practices, developing leaders, and improving the employee experience, we invite you to bring your expertise to our team.

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  Serve as a trusted advisor to managers and employees on employee relations, workplace concerns, conflict resolution, and HR policies.

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  Lead workplace investigations, document findings, recommend corrective actions, and partner with Legal on employment-related claims and litigation as needed.

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  Coach managers on performance management, employee engagement, accountability, communication, and conflict resolution.

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  Guide performance reviews, performance improvement plans (PIPs), corrective actions, and employment decisions to ensure consistency and fairness.

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  Interpret and administer HR policies and practices in compliance with applicable federal, state, and local employment laws.

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  Oversee HR operational processes, including employee documentation, onboarding, offboarding, and employment status changes.

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  Develop and maintain standard operating procedures (SOPs) to improve HR processes, operational efficiency, and consistency.

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  Identify compliance risks, process gaps, and opportunities to strengthen HR practices and enhance the employee experience.

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  Partner with business leaders and Talent Acquisition to support workforce planning, staffing needs, organizational changes, and talent retention.

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  Analyze HR metrics, employee feedback, and workforce trends to identify issues and recommend data-driven solutions.

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  Build strong partnerships across HR, business leadership, and Legal to implement effective HR strategies aligned with organizational goals.

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  Take ownership of HR initiatives and independently manage projects from planning through execution, ensuring timely delivery and measurable results

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  Perform other related duties and special projects as business needs require.

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  Demonstrate accountability, adaptability, and a thoughtful, solutions-oriented approach to complex situations.

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  Continuously evaluate HR practices and identify opportunities to strengthen processes, reduce risk, and improve business outcomes.

• Bachelor's degree in Human Resources, Business Administration, or a related field preferred; equivalent relevant professional experience will be considered.

• Three to five years of progressive human resources experience, including employee relations, HR operations, performance management, and employment compliance.

• Demonstrated experience advising and coaching managers on sensitive employee matters, workplace policies, and performance-related decisions.

• Experience conducting workplace investigations, evaluating findings, preparing documentation, and recommending appropriate actions.

• Practical experience developing, implementing, and reviewing performance improvement plans and corrective action processes.

• Working knowledge of applicable federal, state, and local employment laws and HR compliance requirements.

• Experience developing or improving HR processes, standard operating procedures, and operational workflows.

• Proficiency with HRIS platforms, Microsoft Office applications, and HR reporting tools.

• PHR, SHRM-CP, or another relevant HR certification preferred.

• Employee relations expertise: Ability to navigate sensitive workplace issues with professionalism, fairness, and discretion.

• Independent problem-solving: Confidence in assessing situations, identifying root causes, and developing effective solutions with minimal direction.

• Leadership coaching: Ability to influence managers, strengthen accountability, and guide sound employment decisions.

• Investigative judgment: Strong fact-finding, analytical, documentation, and decision-support skills.

• Business acumen: Ability to connect HR practices to operational priorities, workforce needs, and organizational outcomes.

• Compliance mindset: Commitment to consistent policies, accurate documentation, and proactive risk management.

• Communication and collaboration: Excellent written, verbal, interpersonal, and relationship-building skills.

• Organization and adaptability: Ability to manage competing priorities, maintain attention to detail, and deliver results in a fast-paced environment.

• Confidentiality and integrity: Demonstrated ability to handle sensitive employee information responsibly and exercise sound professional judgment.

Work Environment & Physical Requirements: This position is primarily performed in an office or remote work environment with typical temperature conditions. The role requires prolonged sitting, occasional standing, and the ability to lift up to 50 pounds, bend, and stoop. Essential functions also require the ability to see, hear, speak, read, communicate, concentrate, and think. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position.

DISCLAIMER: The preceding description is not designed to be a complete list of all duties and responsibilities required.

WE ARE AN EQUAL OPPORTUNITY EMPLOYER: SPAR provides Equal Employment Opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation or gender identity, national origin, age, disability, or genetics. In addition, to federal law requirements, SPAR complies with applicable state and local laws governing nondiscrimination in employment in every location in which it has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. SPAR expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of SPAR's employees to perform their job duties may result in discipline up to and including discharge.