People Operations

• Lead, coach, and develop P&C team members to build capability, accountability, and alignment with organizational priorities.
• Provide leadership strategic direction for Talent Acquisition and Business Partner/Generalist functions, with direct management responsibility for P&C team members in Talent Acquisition and Business Partner roles, as well as ownership over the results of their functions.
• Cultivate a high-performing, inclusive team culture through regular coaching, development planning, and performance feedback.
• Empower P&C staff to operate as consultative partners to leaders, fostering confidence and consistency in people practices while ensuring delivery of proactive, business-aligned P&C support.
• Partner with leaders to address complex people matters, including performance management, accommodations, investigations, and terminations, ensuring fair, consistent, and compliant outcomes.
• Lead or oversee workplace investigations, synthesizing findings into actionable insights that strengthen culture and mitigate risk.
• Act as a thought partner to senior leadership, providing data-informed recommendations on structure, talent, and culture initiatives.
• Steward responsible resource management by monitoring P&C budgets, reporting on key financial metrics, and identifying cost efficiencies.
• Monitor employment legislation and proactively adjust P&C policies, programs, and practices to maintain compliance and mitigate risk.
• Serve as a culture champion by modeling AHS values in all communications and interactions.
• Partner with leaders to embed diversity, equity, inclusion, and belonging principles throughout talent processes and daily operations.
• Support transparent, timely, and mission-aligned communication strategies that strengthen trust and engagement across all levels of the organization.
• Foster a feedback-rich culture by equipping leaders with communication tools that enhance psychological safety and collaboration.
• Coach hiring managers on inclusive, effective selection practices that reinforce organizational values and reduce bias.
• Manage P&C employees in Talent Acquisition roles and own the success of AHS’ Talent Acquisition function
• Partner with senior leaders to translate organizational goals into workforce strategies that ensure capacity, capability, and culture alignment.
• Lead the development and execution of recruitment strategies that build diverse, mission-aligned talent pipelines.
• Support succession planning and internal mobility efforts that strengthen organizational continuity and leadership readiness.
• Collaborate with AHS leaders on workforce planning, forecasting, and organizational design recommendations.
• Leverage HRIS systems expertise to optimize workflows, cultivate data-driven, actionable insights.
• Optimize the systems, tools, and technology of people operations across the enterprise.
• Remain informed of advancements in Human Resources technology, best practices, industry trends, and anticipated developments to drive innovation and continuous improvement of people operations.
• Leverage automated, ongoing reporting on key performance indicators, with data-driven storytelling to convey clear, actionable insights and drive organizational action toward successful outcomes.
• Monitor AHS email and other messaging software.
• Position is required to work onsite at least two days per week, and it is eligible to work remotely based upon agreement with the role’s manager.
• Regular, predictable attendance, punctuality, and availability to work during operational hours.
• Attend and participate in regular team meetings and 1:1 meetings with direct leader.
• May be required to work at a different site based on department needs.
• May be required to attend occasional off-site meetings and events.
• Engage in mission-related activities as appropriate.
• Primarily office/desk based.
• Adjacent animal shelter areas may be humid, noisy, or odorous.

People & Culture Manager

People Manager – HR Generalist

Senior People Partner