People Operations Manager

Description

Position Summary:

The People Operations Manager is a key driver in transforming F&M Bank’s HR function into a modern, best-in-practice HR, People, & Culture organization—one built on trust, collaboration, and accountability. Reporting to the Chief People Officer, the People Operations Manager serves as an extension of the CPO’s office, leading projects and initiatives that strengthen F&M’s culture, elevate employee experience, and align People Operations with the bank’s strategic growth goals. This role blends strategy and execution—bridging day-to-day HR operations with long-term organizational effectiveness to help every employee thrive and every leader succeed.

F&M employs two People Operations Managers who operate under this unified job description. Responsibilities and focus areas may be divided by function, geography, or at the discretion of the Chief People Officer. Both leaders work in full partnership—cross-training, covering for one another, and advancing initiatives together to ensure seamless HR service delivery and a consistent One Team experience across all locations. HR team members, including assistants, development, may be assigned as direct reports to a People Operations Manager and may be reassigned at any time based on business needs, projects, or strategic priorities. HR team members may be assigned as direct reports to a People Operations Manager and may be reassigned at any time based on business needs, projects, or strategic priorities. Together, these two leaders form the operational core of the HR department—championing efficiency, innovation, and F&M’s mission to nurture lasting relationships through a best-in-practice HR/People experience.

This position requires regular on-site collaboration, with hybrid flexibility at the discretion of the Chief People Officer to meet business and team needs.

Objectives Of This Role:

• Support the Chief People Officer and HR team in executing strategic and operational initiatives that advance a best-in-practice People Operations model.
• Partner with business leaders and executive management to deliver modern, data-driven, and employee-centered HR solutions. 
• Strengthen the employee experience through consistent process excellence, open communication, and proactive collaboration. 
• Serve as an HR project leader—coordinating cross-functional efforts, tracking progress on Monday.com, and ensuring timely, high-quality outcomes. 
• Reinforce F&M’s “One Team” culture through transparent communication, trust-building, and continuous improvement across all HR functions.
• Maintain regulatory compliance and uphold F&M’s ethical and professional standards across all areas of HR practice.

Responsibilities:

Operational Leadership & HR Infrastructure

• Partner with the Chief People Officer and other People Operations Manager to lead day-to-day HR operations aligned to strategic goals.
• Oversee HR team rhythm and accountability through meeting coordination, project dashboards, and initiative tracking using Monday.com.
• Collaborate on HR reporting and analytics, preparing executive summaries, HR dashboards, and board-level updates.
• Serve as a Paylocity and Monday.com champion—driving adoption, accuracy, and efficiency across HR systems and workflows.
• Conduct branch visits and listening sessions to build HR visibility and strengthen relationships across F&M’s footprint.
• Provide mentoring, guidance, and leadership to HR team members as assigned by the CPO.
• Provide strategic direction and leadership to specialized HR functions—including payroll, HRIS, benefits administration, and recruiting/talent acquisition—as assigned by the Chief People Officer; ensure these functional areas align with broader People Operations strategy, compliance, and employee experience goals.
• Oversee and support F&M’s compensation program, including pay grade architecture, annual compensation review cycles, and market benchmarking; partner with the Chief People Officer to analyze equity, competitiveness, and alignment to performance.
• Manage or assist with job description reviews and job grading processes to ensure consistency, internal equity, and accurate role classification across the organization.
• Partner with leaders to provide compensation insights and recommendations during hiring, promotion, and performance review discussions

Employee Relations, Compliance & Policy Administration

• Serve as a key contact for employee relations and policy escalations; provide guidance and direction to leaders on complex or sensitive employee matters. 
• Lead or support disciplinary actions, performance improvement plans (PIPs), exit interviews, and formal investigations in partnership with the Chief People Officer to ensure fairness, consistency, and compliance with policy and law.
• Assist in HR policy creation, revision, and communication; ensure the Employee Handbook and documentation are current and consistent.
• Fosters a culture of transparency, respect, and accountability by resolving employee concerns promptly and modeling the “nurture lasting relationships” direct communication philosophy in every interaction.

Talent Acquisition, Onboarding & Employer Branding

• Drive recruiting and talent acquisition excellence, supporting the Recruiting Team in sourcing, hiring, and onboarding top talent.
• Lead or co-lead strategy for employment brand visibility, internship program development, and recruiting metrics.
• Collaborate with hiring leaders to forecast talent needs, define job profiles, and ensure consistent selection processes.
• Oversee the candidate experience and internal communication of hiring activity across the bank.

Learning, Development & Organizational Growth

• Oversee and support the Learning & People Development Partner/Education Development Specialist in executing LMS administration, compliance training, training or acknowledgement creation, onboarding programs, and other learning initiatives to ensure alignment with strategic People Operations goals.Facilitate learning and development programs, leadership training, and performance-review processes to foster growth and engagement.
• Support change-management initiatives, integrating best practices in communication, adoption, and measurement.
• Participate in the design and execution of career pathing, succession planning, and performance frameworks.
• Partner with the CPO and Learning & People Development Partner to build scalable programs for employee development and leadership readiness.

Employee Experience, Employee Engagement & Culture

• Lead HR-related event planning including employee engagement events, leadership summits, and department-wide initiatives.
• Provide insights and recommendations from engagement surveys, exit/stay interviews, and employee data to inform action planning.
• Contribute to strategies that enhance employee voice, trust, and recognition across all levels of the organization.
• Reinforce F&M’s One Team culture through transparent communication, collaboration, and continuous improvement initiatives.

Team Leadership & Mentorship

• Provides coaching, guidance, and informal mentorship to the HR & People Operations Coordinator and other team members, supporting skill development, workload prioritization, and cross-training within the HR/People Operations function.
• Models F&M’s “One Team” philosophy through approachability, accountability, and professional collaboration.
• Promotes an inclusive, growth-oriented culture where team members feel supported, challenged, and aligned to shared goals.

Strategic Projects & Continuous Improvement

• Partner cross-functionally on HR initiatives that advance the bank’s People strategy and operational efficiency.
• Lead or support system enhancements, process automation, and policy modernization projects.
• Identify areas for improvement and implement best practices that elevate F&M’s HR capabilities.
• Maintain confidentiality and demonstrate the highest levels of professionalism, empathy, and integrity in all HR matters.
• Perform other duties and special projects as assigned by the Chief People Officer.

Leadership:

• Promote and encourage F&M’s culture and values; cultivate a highly engaged and productive work environment where employees feel comfortable speaking up about issues and can realize their best lives. Model the bank’s and HR team’s “One Team” philosophy through integrity, collaboration, innovation, and accountability.

Requirements

 QUALIFICATIONS: EDUCATION and/or EXPERIENCE

• Bachelor’s Degree in Human Resources, Business Administration, or related field required or equivalent combination of education and experience.  
• Minimum 2–7 years progressive HR experience in a coordinator, generalist, talent management, HR business partner, or people operations role.
• Prior experience in HR leadership or supervisory capacity strongly preferred.
• HR certification (SHRM-CP or PHR) preferred; willingness to obtain within 18 months required.
• Predictive Index PI Certified or willingness to become certified within 12 months 
• Experience with HRIS, ATS, & Payroll systems (Paylocity preferred) and project management tools (Monday.com preferred).
• Banking industry experience a plus (not required).

ADDITIONAL REQUIREMENTS: KNOWLEDGE AND SKILLS

• Strong analytical and problem-solving skills; able to interpret HR metrics and convert insights into action.
• Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) and virtual collaboration platforms (Webex preferred; Zoom, Teams, etc.).
• Excellent written and verbal communication skills across employees, leaders, and executives.
• Exceptional organization, prioritization, and follow-through across multiple strategic priorities.
• Thorough understanding of employment law, compliance practices, and HR policy administration.
• Demonstrated ability to build relationships, influence leaders, and drive cultural alignment.
• Skilled at facilitating discussions, leading meetings, and driving cross-functional collaboration.
• Proven ability to manage confidential information with discretion and integrity.
• Service Orientation: Builds trust and nurtures lasting relationships by providing consistent, caring support to employees and leaders; models F&M’s people-first philosophy in every interaction.
• Customer Focus: Anticipates and responds promptly to employee and leadership needs while maintaining professionalism, accuracy, and confidentiality; actively works to ensure a positive employee experience in every interaction.
• High integrity, discretion, and emotional intelligence when handling sensitive information.
• High emotional intelligence and executive presence.
• Demonstrates agility—adapts quickly to change and maintains focus under pressure.
• Models accountability, curiosity, and continuous learning.
• Serves as a culture ambassador who embodies F&M’s “One Team” philosophy.
• Approaches challenges with optimism, professionalism, and solution-orientation.
• Inspires confidence through authenticity, fairness, and consistency.

Certificates, Licenses, Registrations

• Valid driver’s license; ability to travel to F&M branches/offices as needed.

Compliance:

• As generally applicable to F&M Bank and commensurate with these job functions, this job role includes accountabilities for following Bank policies and related procedures, as well as regulatory requirements involving federal and state laws, regulations, and related guidance.
• Compliance with Bank Secrecy Act (BSA), including accurate completion of Currency Transaction Reports (CTR) when applicable, Anti-Money Laundering Act (AML), Office of Foreign Asset Control (OFAC) and the USA PATRIOT Act. Adhere to Customer Identification, Customer Due Diligence and reporting of suspicious activities to the BSA Department.

Diversity Statement: Leadership Competencies:

• Managing Conflict: Listens well, diffuses conflict before it starts, finds solutions to problems in a constructive manner, handles difficult people.
• Agility: Ability to respond to changing conditions quickly with mechanisms in place to manage, mitigate, and minimize disruption. 
• Leading Change: Champions organizational change initiatives. Assesses and adjusts to changing situations, implementing innovative solutions to make organizational improvements.
• Leading People: Designs and implements strategies that maximize employee potential in meeting the organization’s vision, mission, and goals. Provides an inclusive workplace that fosters the development of others to their full potential.