People Operations

• Serve as a trusted advisor to Site Directors and leadership teams on all people-related matters
• Lead employee relations investigations, disciplinary actions, and coaching discussions with professionalism and compliance
• Analyze site-level engagement and turnover trends; recommend and implement action plans to improve retention
• Support onboarding, new hire orientation, and employee engagement programs that reinforce Cart.com's values and culture
• Oversee 6 sites across TX, AZ, CA
• Oversee 250 Full Time Employees and Site Leadership
• Ensure compliance with federal, state, and local labor laws, maintaining strong documentation and reporting practices
• Track, document, and manage mandatory trainings and certifications (e.g., safety, harassment prevention)
• Partner with Legal and Regional HR to implement consistent compliance and performance practices across sites
• Maintain site-level audit readiness and participate in periodic internal reviews
• Coach managers on performance management, goal setting, and feedback best practices
• Administer and improve core HR programs including compensation, leave, benefits, and performance reviews
• Support leadership capability by managing 'Workday 101 for Leaders' and curating learning paths in Open Sesame for managers and individual contributors
• Lead exit interviews and analyze turnover insights to identify proactive retention strategies
• Build and maintain People Partner SOPs and toolkits (Workday, Jazz WMS, Open Sesame, policy references)
• Create 'Cart Crew Toolkits' with how-to guides, videos, and templates for site-level
• Build and maintain an acquisition playbook outlining key steps, documents, and leadership hand-off procedures for new fulfillment sites
• Curate learning paths in Open Sesame for managers and individual contributors (e.g., coaching, talent development)
• Manage Workday 101 for Leaders
• Serve as a peer mentor and 'Training Captain' for new People Partners joining the network
• Provide leadership in building consistency, professionalism, and community among HR site teams
• Partner cross-functionally with Regional HR, Talent Acquisition, Learning, and Operations on shared initiatives
• Execute administrative tasks for facility leaders, including expense reconciliation, supply orders, and miscellaneous requests
• Conduct daily and weekly reviews of time punches, backup for billable vs. non-billable hours, and escalate discrepancies
• Prepare conference rooms and meeting spaces—ensuring AV equipment is set up and rooms are clean before each use
• Oversee communal spaces (bathrooms, breakrooms, lobbies, office areas) to maintain cleanliness, safety, and supply levels
• Function as the primary host for visitors and colleagues in both the office and fulfillment center—managing check-ins, directions, and hospitality

Senior People Partner

• Collaborate with stakeholders to gather and analyze business requirements related to PeopleSoft applications and Oracle platforms
• Translate business requirements into detailed functional and technical specifications
• Assist development and administration teams to configure and customize applications to align with organizational needs
• Design and document system architectures
• Collaborate with cross-functional teams to integrate software solutions with other enterprise systems
• Collaborate with quality assurance teams to ensure the reliability and accuracy of software solutions
• Investigate and resolve issues related to PeopleSoft applications, providing timely and effective support
• Collaborate with technical teams to address and mitigate post-implementation challenges
• Create and maintain comprehensive technical documentation, including system design specifications, configuration details, and troubleshooting procedures
• Facilitate knowledge transfer sessions to ensure team members are well-equipped to manage PeopleSoft systems

PeopleSoft Functional Analyst

• Acts as a brand ambassador and reflects the company values; partners with the store leadership team on the creation of an engaging experience that appeals to the FP customer
• Creates selling initiatives that enhance the customer experience; empowers the team to drive sales through personalized service, elevated styling, and outfitting recommendations
• Delivers a seamless, omni-channel shopping experience through understanding and utilization of systems and applications
• Acts as an elevated team member, exercising decision-making and multitasking capabilities while always prioritizing service over tasks
• Actively participates in managing the store environment and customer experience by facilitating an energized pace, positivity of the team, management of the daily zone, and driving sales
• Takes initiative in teaching and sharing product knowledge, brand messaging, and how to deliver exceptional customer interactions by utilizing brand resources
• Supports the store management team by participating in daily office procedures, execution of operations, and store maintenance
• Collaborates with key partners to effectively execute shipment processing, restocking, and placement of product while maintaining FP’s visual and display standards; ensures omni-channel orders are processed timely and accurately
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store
• Supports an inclusive and people-first philosophy; engages employees at all levels to encourage open dialogue, reinforce follow through, and ensure that the store team is heard and supported
• Stays current and collaborates with the leadership team to respond to communication; contributes to sharing information with the team and actively participates in daily meetings and chat ins
• Displays eagerness to develop new skills while being open and responsive to feedback; enhances environment through displaying optimism, positivity, and proactive problem-solving skills
• Guides and develops Stylist team; takes responsibility for own development and professional growth while considering role replacement for career progression

Key Holder

• Acts as a brand ambassador and reflects the company values; partners with the leadership team on the creation of an engaging visual experience that appeals to the FP customer
• Creates selling initiatives that enhance the customer experience; encourages the team to build lasting relationships through personalized service, product recommendations, and connecting with the customer in an authentic way
• Delivers a seamless, omni-channel shopping and event experience through understanding and utilization of MPOS, POS, and customer service applications
• Guides the team to prioritize the customer service and styling recommendations to drive metrics and achieve store goals; provides employees with timely and specific feedback to create a culture of action and accountability
• Participates as the manager-on-duty by driving engagement in each zone through communication, adaptability, and fostering a collaborative selling environment; exhibits strong decision-making and multi-tasking capabilities
• Supports the Store Manager in recruiting, hiring, and retaining top talent to build bench for the store; facilitates thoughtful onboarding for all new hires to drive a strong brand, customer and store connection
• Sustains daily operating standards by taking an active role in assessing sales forecasting and supporting scheduling and payroll to ensure an effective daily zone chart
• Utilizes company tools to analyze business opportunities within product placement, outfitting, and stock levels
• Collaborates with key partners to effectively execute shipment processing, restocking, and placement of product while maintaining visual and display standards; ensures omni-channel orders are processed timely and accurately
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store
• Leads with an inclusive and people-first philosophy; engages employees at all levels to encourage open dialogue, reinforce follow through, and ensure that the store team is heard and supported
• Stays current and responds to interoffice communication while ensuring important company information reaches all levels of the team; facilitates the sharing of product knowledge, current trends, visual priorities, and brand messaging through daily meetings with the team
• Provides global insight related to the customer experience regarding product and presentation and shares feedback with the Store Manager
• Embraces a culture of development by protecting time with direct reports; proactive in setting goals and delivering feedback for team's personal growth

Assistant Store Manager

• Maintain and update employee records accurately and confidentially in HR systems (e.g., HRIS) and physical files.
• Assist with the recruitment process by posting job advertisements, scheduling interviews, conducting reference checks, and preparing offer letters and employment contracts.
• Facilitate the onboarding process for new hires, including preparing orientation materials and coordinating induction sessions.
• Assist with the preparation of payroll-related information, including processing new hire paperwork and leave requests.
• Administer employee benefits programs, respond to employee inquiries regarding benefits, and liaise with benefits providers as needed.
• Assist in the implementation and communication of HR policies and procedures.
• Coordinate training and development activities, including scheduling sessions and managing attendance records.
• Provide administrative support for employee relations activities, including scheduling meetings and preparing documentation.
• Generate HR-related reports as needed, such as headcount reports, turnover statistics, and training summaries.
• Provide general administrative support to the P&C team, including managing calendars and scheduling meetings.

People and Culture Coordinator

• Lead and drive employee engagement experiences, organization effectiveness initiatives, advanced compensation, workforce strategy/planning (recruitment, retention, development, succession) and change management efforts for the business served.
• Assist in the execution and updating of the organization’s strategy for culture and engagement.
• Execute succession planning, career development and performance management to support business outcomes and career progression.
• Partner with Leaders to ensure great employee experiences with a primary leadership focus on fairness & inclusion and proactively address any DEI gaps and opportunities within the employee lifecycle.
• Implement teaming strategies to promote healthy teams; build capability within operations and upskill People Practices Advisors to assist.
• Consult and provide guidance on employee relations with Coaches/Managers from discovery conversations through performance documentation in partnership with the Workplace Services team.
• Serve as a bridge between the Centers of Excellence, People Operations, and Strategic Initiatives teams to drive consistency in practices, policies, and process improvements.
• Responsible for coaching and professional development of local People Practices Advisor(s).
• Utilize People Practices metrics to achieve data-driven decision making, support business results, and improve operational efficiency.
• Facilitate inclusive talent management initiatives that support the attraction, mentorship, retention, and advancement of both admin and craft employees.
• Serve as an advocate and champion for People Practices programs as well as organizational values and culture.
• Collaborate with the Centers of Excellence and People Operations to develop, influence, and curate the people strategy with the business leadership team.
• Coordinate and partner with staffing leads for both admin and craft and promote inclusive hiring practices.
• Primary organizational advocate of Employee Resource Groups (ERGs) and other key employee groups and events to foster an inclusive work environment and belonging.
• Ability to travel to jobsites within the business unit or entity. Occasional overnight travel to attend national team summits or peer group meetings or to continue building relationships with other People Practices teams.

People Practices Business Partner

• Maintain and update employee records accurately and confidentially in HR systems (e.g., HRIS) and physical files
• Ensure all documentation is complete and compliant with relevant legislation
• Provide guidance and support on P&C operational matters and new initiatives
• Facilitate the onboarding process for new hires, including preparing orientation materials, coordinating induction sessions, and ensuring all necessary paperwork is completed
• Drive employee experience initiatives to foster a positive work and culture environment including welfare programmes and team building initiatives
• Support data analysis of employee experiences including conducting surveys, analysing feedback and results, and contribute operational insights to inform improvements
• Facilitate implementation and communication of HR policies and procedures. Ensure employees have access to relevant HR information and provide guidance on HR-related queries
• Deliver a positive HR experience by partnering with stakeholders and managers to understand needs, provide clear guidance, and resolutions
• Provide administrative support for employee relations activities, including scheduling meetings, preparing documentation, and assisting with investigations as required
• Generate HR-related reports as needed, such as headcount reports, turnover statistics, and training summaries.
• Assist in the analysis of HR data to identify trends and insights
• Identify areas for continuous improvement in the scope of processes, knowledge content, procedures, workflows, and industry best practices
• Drive end to end P&C projects from requirements-gathering, identifying risks and issues, communicating with relevant stakeholders and delivering successful project execution

People and Culture Operations Specialist

• Oversee the People functions M&A and Emerging Market team
• Ensure workforce insights influence deal decisions and drive value realization
• Manage a dedicated People M&A delivery team and align integration plans with organizational goals
• Drive regional program management for transaction execution and ensure adherence to HR integration plans

Senior Director, People M&A

• Partner with business leaders to develop and execute talent strategies aligned to business goals
• Build succession pipelines and develop internal talent
• Support workforce planning and organizational design
• Coach leaders to improve performance, engagement, and team effectiveness
• Provide guidance on employee relations matters and risk mitigation
• Lead talent reviews, performance management, and development planning
• Partner with L&D to deliver impactful learning solutions
• Ensure alignment with compensation programs and regional strategies
• Identify and address future talent gaps
• Build strong relationships across business units
• Collaborate with COEs to ensure alignment on programs and initiatives
• Co-create and design practical solutions that meet business needs
• Use data and insights to inform decision-making
• Lead cross-functional HR projects and continuous improvement initiatives

Manager, People Partnering

• Proactively builds positive relationships and facilitates thoughtful dialogue
• Identifies source of problems leveraging data and insights and develops solutions
• Hands-on in Executive Coaching, Workforce Planning, and Talent Management initiatives
• Thinks like a business leader with deep understanding of HR fundamentals

Senior Principal People Partner

• Partner with the Vice President of People on overall HR strategies and projects
• Work with assigned client groups on employee relations, performance management, leadership coaching and development, organizational design and changes, and employee events spanning the full life employment life cycle
• Assist HR leadership with training and implementation of HR policies, procedures, and processes
• Analyze data and metrics related to product and services teams to identify trends, track performance and provide recommendations to leadership
• Continuously evaluate current processes and identify opportunities to improve and scale for the future
• Maintain effective strategic business partnership with management, leaders, and employees through timely and effective communication and support
• Communicate with employees regarding questions using fair and consistent application of policies, practices, and procedures, fostering a work environment of safety and belonging
• Partner with HR leadership, front line managers, and employees on delivering proactive solutions
• Effectively guide, coach, and partner with leaders through performance management, including employee separations
• Collaborate and communicate with HR team and other appropriate stakeholders to ensure execution of HR Integration Strategy related to mergers and acquisitions
• Serve as project team leader on various quarterly goals and identified projects inclusive of project plan, holding project team accountable, and meeting agreed upon deadlines
• Effectively partner with HR leadership on international expansion, new market set up with PEO, providing seamless communication to all key stakeholders from set up of new country to hiring of professionals within PEO
• Partner with HR leadership and L&D manager to provide relevant content and training opportunities into client groups
• Effectively partner and collaborate with internal HR teams to create efficiencies, automate, and builds scalable best in class HR solutions for the business

Senior People Business Partner

• Lead and grow a high-performing People Operations team, overseeing HR compliance, workforce changes, employee data integrity, and end-to-end employee lifecycle processes across a geographically distributed, multi-brand workforce.
• Establish and continuously improve HR policies, SOPs, and process documentation to create clarity and consistency for employees and managers company-wide.
• Drive HR compliance across all U.S. states and international jurisdictions, staying ahead of regulatory changes, employment law updates, and audit requirements to protect the company and create a fair, consistent employee experience.
• Identify and eliminate operational friction; drive automation where it creates real leverage.
• Partner with Finance and HRIS teams on headcount planning, executive reporting, and other high-stakes projects.
• Serve as a trusted operational partner to HRBPs, Talent Acquisition, Total Rewards, Talent & Org Development, Internal Communications, Employee Relations, and the broader People leadership team.
• Lead People Operations contributions to M&A integrations, including due diligence, integration planning, and onboarding of acquired employee populations across our brands.
• Build and maintain a strong vendor ecosystem for HR technology, benefits administration, and compliance tools, ensuring we’re leveraging best-in-class solutions as we scale.
• Build and evolve scalable global processes that add efficiency and accuracy.
• Lead project and program management across the employee lifecycle, ensuring initiatives land consistently across brands, geographies, and teams. Key programs include but are not limited to onboarding, global mobility and immigration, international expansion, talent acquisition operations, offboarding, and other key project priorities.

Director, People Operations

• Lead the Execution of the People Strategy
• Operationalize the People Strategy set by the CPO, translating strategic priorities into actionable programs and initiatives
• Partner with People leadership and business leaders to align talent strategy with growth objectives and financial goals
• Confirm alignment between People, Corporate Strategy, and VCP initiatives to drive enterprise impact
• Lead execution of IPO-related People initiatives, including workforce strategy, governance, and readiness activities
• Serve as a strategic advisor to the CPO and executive leadership on organizational effectiveness and workforce strategy
• Lead the day-to-day operations of the People organization, driving efficiency, consistency, and scalability across segments and geographies
• Design and optimize HR operating models, service delivery frameworks, and core People processes
• Lead workforce change initiatives, including restructuring, transformation, and M&A integration support
• Drive effective communication and execution of change across the enterprise, supporting leaders through complex transitions
• Build and lead a high-performing People Operations function with strong program management, execution rigor, and accountability
• Support executive leadership and Board readiness through talent reporting, workforce insights, and leadership transition support
• Partner with the CIO and technology teams to implement and optimize HR technology platforms, including HRIS and workforce analytics tools
• Drive the integration of AI, automation, and digital solutions to modernize HR processes and improve service delivery
• Lead workforce analytics and reporting, developing dashboards and insights to inform decision-making (e.g., QBRs, MBRs)
• Use data to identify workforce trends, risks, and opportunities, enabling proactive management of talent and organizational health
• Drive continuous improvement across People processes through technology, data, and operational innovation
• Establish scalable infrastructure and processes to support a growing, global, and increasingly complex organization

Executive Director, People Operations

• The People Experience Lead will serve as a strategic and operational leader responsible for designing, shaping, and delivering a differentiated, end-to-end employee experience across Guidehouse, from onboarding through offboarding.
• This role will identify and address friction points, apply data and journey mapping insights, and lead enterprise-wide initiatives that strengthen engagement, improve retention, and enhance overall employee satisfaction.
• Partner across Human Capital, business leadership, and corporate functions to deliver a consistent, high-quality experience aligned with firm priorities and long-term growth objectives
• Define and lead the enterprise-wide employee experience strategy aligned to business outcomes, retention, and engagement
• Design and implement end-to-end employee journey mapping across the full lifecycle (hire to retire)
• Develop and evolve the employee value proposition, ensuring alignment with Guidehouse culture and priorities
• Serve as a strategic advisor to senior leaders on employee engagement, experience design, and culture
• Lead cross-functional teams to deliver high-impact employee experience initiatives across onboarding, development, and offboarding
• Analyze qualitative and quantitative data (e.g., surveys, feedback, retention metrics) to inform continuous improvement
• Oversee engagement measurement efforts (e.g., GPTW surveys, internal feedback loops) and drive action planning with business leaders
• Identify and address gaps in the employee experience, recommending and implementing actionable solutions
• Foster a culture of inclusion, belonging, and well-being across the employee base
• Influence peers and senior leaders to adopt best practices in employee experience
• Build and scale a data-driven approach to employee experience, including metrics, dashboards, and reporting on engagement and retention
• Diagnose friction points through journey mapping, surveys, and crowdsourced insights, and translate findings into prioritized actions
• Drive continuous improvement across key experience moments, including onboarding, integration, development, and transition
• Lead enterprise communication of experience insights, progress, and impact to stakeholders
• Ensure alignment with labor laws, internal policies, and organizational standards
• Support change management efforts tied to employee experience transformation initiatives

Executive Director, People Experience

• Own onboarding and offboarding for employees and contractors across multiple jurisdictions (US, Ireland, and international contractor markets)
• Administer payroll inputs and coordinate with finance/payroll providers across regions, including PTO accrual, overtime, and benefits administration
• Maintain HRIS data accuracy and ensure records are current and audit-ready
• Manage and own recruiting operations: job postings, applicant tracking, interview scheduling, and candidate communications
• Draft and maintain HR documentation, including offer letters, contracts, policy documents, and handbooks
• Ensure compliance with local employment law across jurisdictions
• Support DSAR (Data Subject Access Request) processes and other data privacy obligations related to employee data
• Partner with managers on performance processes, employee relations matters, and policy questions
• Contribute to compensation benchmarking and equity/pay-band maintenance

People Operations Specialist

• Maintain and update employee and contractor records in Oracle Human Capital Management (HCM), including onboarding, offboarding, promotions, and job changes
• Create and manage position data within Oracle HCM to ensure accurate organizational structure
• Monitor, manage, and resolve tier 1 HR tickets, escalating issues when necessary
• Provide responsive support to employees and HR partners by addressing HR-related inquiries
• Perform regular data validation and audits to ensure accuracy and integrity within HR systems
• Manage compliance-related tasks, including I-9 documentation and background checks
• Collaborate on HR projects focused on onboarding, offboarding, and employee data management
• Deliver excellent customer service to internal teams including HRBPs, employees, and IT
• Support general administrative functions within HR operations and people services

Senior Associate, People Services

• The People HR Business Partner will provide overall HR leadership to the assigned GRO WW business leaders and teams.
• Engage extensively with L3 / L4 leaders to establish and implement the people strategies that align with organizational goals, promote employee engagement, and drive impactful business results.
• Serve as a trusted advisor to senior leadership and plays a pivotal role in shaping the organization’s people strategy.
• Coach and collaborate with executive leaders to drive business outcomes and organization effectiveness.
• Partner closely with leaders to link the organizational and workforce strategies to improve organization effectiveness, talent quality, performance, and culture.
• Establish and implement overall workforce strategy, organizational design, change management, and workforce planning to drive business transformation.
• Deliver insights and solutions to the leadership team to address business challenges and leader development.
• Contribute to the development of successful business strategies with a people and talent lens.
• Recommend and develop People strategies and solutions to drive organizational performance and employee engagement measures.
• Lead talent management strategy and process to develop world-class talent, making it a priority to know the internal bench and support their growth while championing inclusion and career development.

People Partner

• Receive store requests to process Store Colleague’s transactions such as wage rate changes, job changes, transfers, and terminations.
• Respond and support basic requests from stores
• Coordinates and supports the new hire logistical onboarding experience remotely for new employees in partnership with store leadership
• Partners with cross-functional teams to audit and track completion of applicable administrative metrics (i.e. yearly compliance requirements, new hire learning, new hire assessments, unemployment claims, workers compensation updates etc)
• Ensures applicable documentation for all employee lifecycle changes, including internal offer letters, compensation updates, reporting structure changes, and role transitions are captured and housed within the Workday system
• Support global people team initiatives throughout the year (ie, Benefits enrollment, engagement surveys, etc.)
• Be available and responsive; provide customer service in a timely and efficient manner
• Introduces new ways of optimizing efficiency and effectiveness
• Maintain and utilize knowledge of local and federal regulations as well as company policies and procedures to ensure ongoing compliance
• Accuracy in keying transactions from a ticket-based system to capture in Workday
• Participates in and / or supports Manager with cascading communications to team
• Partners with store leadership and TA team to proactively support recruiting activities for both non-exempt and exempt positions as needed
• Ad hoc responsibilities as needed

Regional Generalist, People Business Partner

• Acts as a brand ambassador and reflects the company values
• Partners with the store leadership team on the creation of an engaging experience that appeals to the FP customer
• Creates selling initiatives that enhance the customer experience
• Empowers the team to drive sales through personalized service, elevated styling, and outfitting recommendations
• Delivers a seamless, omni-channel shopping experience through understanding and utilization of systems and applications
• Acts as an elevated team member, exercising decision-making and multitasking capabilities while always prioritizing service over tasks
• Actively participates in managing the store environment and customer experience
• Takes initiative in teaching and sharing product knowledge, brand messaging, and how to deliver exceptional customer interactions by utilizing brand resources
• Supports the store management team by participating in daily office procedures, execution of operations, and store maintenance
• Collaborates with key partners to effectively execute shipment processing, restocking, and placement of product while maintaining FP’s visual and display standards
• Ensures omni-channel orders are processed timely and accurately
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store
• Engages employees at all levels to encourage open dialogue, reinforce follow through, and ensure that the store team is heard and supported
• Contributes to sharing information with the team and actively participates in daily meetings and chat ins
• Guides and develops Stylist team; takes responsibility for own development and professional growth while considering role replacement for career progression

• Serve as an advisor and hands-on partner to leadership teams, aligning people strategies with business objectives.
• Shape the employee lifecycle, including performance management and leadership coaching.
• Provide real-time problem-solving for management challenges.
• Support managers in identifying performance gaps and executing the Performance Review cycle.
• Partner in designing leadership development programs and managing external training vendors.
• Lead Employee Experience Surveys, translate data into reports and actionable strategies.
• Drive action planning process for Employee Experience Survey feedback.
• Serve as the primary mediator for interpersonal conflicts and lead workplace investigations.
• Maintain and interpret company policies, providing guidance on ER cases.

People Operations jobs in Texas

See all jobs on JobTailor

Senior People Partner

PeopleSoft Functional Analyst

Key Holder

Assistant Store Manager

People and Culture Coordinator

People Practices Business Partner

People and Culture Operations Specialist

Senior Director, People M&A

Manager, People Partnering

Senior Principal People Partner

Senior People Business Partner

Director, People Operations

Executive Director, People Operations

Executive Director, People Experience

People Operations Specialist

Senior Associate, People Services

People Partner

Regional Generalist, People Business Partner

Key Holder

Senior People Business Partner