Talent Operations Manager

Position Summary

This role serves as a senior talent operations leader, responsible for improving and scaling people-related processes across the company. It works closely with business leaders to design data-informed talent solutions that improve the employee experience, support organizational effectiveness, and stay aligned with long-term business goals.

The position owns key talent operations areas such as employee relations, performance management, engagement, compliance, and lifecycle programs. It is also central to culture-building, operational improvement, leadership development, and the ongoing refinement of systems, processes, and people strategies.

Key Responsibilities

• Collaborate with leadership to build and implement talent strategies that support business priorities and growth.
• Act as a dependable advisor to managers on employee relations, performance management, and leadership effectiveness.
• Use a proactive, problem-solving approach to anticipate organizational needs and reduce risk.
• Handle complex employee relations cases, including investigations, conflict resolution, and performance coaching, with fairness and consistency.
• Guide the performance management process and help leaders provide effective feedback, development planning, and accountability.
• Spot patterns in engagement or turnover and introduce actions that improve retention and employee experience.
• Manage and improve onboarding, offboarding, and broader talent lifecycle processes to create a smooth employee journey.
• Support the rollout of talent initiatives such as engagement programs, retention efforts, and organizational effectiveness projects.
• Strengthen operational excellence through better documentation, process design, and scalable practices.
• Review talent data and workforce metrics to identify trends and support better decisions.
• Create dashboards and reports that give leaders clear visibility into engagement, retention, and performance outcomes.
• Turn data insights into practical strategies that improve organizational health.
• Ensure compliance with employment laws, regulations, and internal policies, including EEO and workplace conduct standards.
• Support audits such as I-9 and policy compliance reviews, and carry out corrective actions when needed.
• Maintain strong governance practices to limit organizational risk.
• Lead, coach, and develop Talent Operations team members and promote a collaborative, high-performing team culture.
• Build organizational capability through training, coaching, and knowledge sharing.
• Influence accountability and execution across all levels of the organization.
• Promote initiatives that support culture, inclusion, and employee engagement.
• Use feedback channels such as surveys, exit interviews, and onboarding feedback to identify improvements and take action.
• Partner with leadership to design and deliver meaningful engagement strategies.

Qualifications

• A bachelor’s degree in Human Resources, Business Administration, or a similar field is required.
• At least 7 years of progressive experience in talent operations or human resources, including 2 to 3 years in a leadership role.
• Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, SPHR, or an equivalent credential is preferred.
• Strong understanding of employment law, compliance, and talent operations best practices.
• Demonstrated ability to influence leaders and support organizational change.
• Solid analytical and problem-solving ability, including experience working with HR data and metrics.
• Experience with HRIS systems and advanced skills in Microsoft Office tools.
• Regular and dependable attendance is required.
• Must be available during standard business hours and willing to work additional time when business needs require it.
• This position is primarily office-based, with occasional travel or field interaction.
• Ability to complete standard office work, including computer use and light physical tasks, is needed.

Core Competencies

• Excellence
• Customer focus
• Integrity
• Teamwork
• Community impact

Leadership Competencies

• Strategic thinking
• Influencing and partnership
• Decision-making
• Leading change
• Emotional intelligence
• Operational excellence

Supervisory Responsibilities

There are no direct supervisory duties at this time, though leadership responsibility may be added in the future.

Impact of the Role

• Influences the company’s talent strategy and employee experience.
• Contributes measurable improvements in retention, engagement, and performance.
• Serves as an important link between business strategy and people outcomes.

Benefits

Health and wellness benefits include medical, dental, and vision coverage, an Employee Assistance Program, and fitness reimbursement. Financial planning support includes a 401(k) with company match, company-paid life and disability insurance, and supplemental coverage options. Time away from work includes PTO and paid holidays, along with leave of absence programs. Family and lifestyle benefits include the Perry Homes Family College Fund, new home and employee discounts, pet perks, travel assistance, and more.

Equal Opportunity and Fraud Notice

Perry Homes is an equal opportunity employer. Recruitment communications are sent only through official channels, including the company email domain @perryhomes.com and verified social media accounts. Candidates should avoid sharing personal, sensitive, or financial information, including passport details, bank account information, or any payment such as application fees, with anyone claiming to represent the company outside those channels. If suspicious communication or potentially fraudulent postings are encountered, contact [email protected] to verify the opportunity.

Additional Note

Applicants’ resumes will be reviewed, and only the most qualified candidates will be contacted if there is a possible match.