People Operations Manager Resume Example
People Operations Managers get hired when they prove ownership of end-to-end workflows at scale, not by listing administrative tasks without business outcomes.
This resume is for People Operations Managers who oversee complex employee lifecycles and manage HR teams, but aren't yet responsible for global organizational design or executive compensation strategy. Professionals transitioning from general HR roles into people operations will also find this structure effective.
- Ownership of end-to-end HR processes and team workflows
- Evidence of scalable operational improvements or cost savings
- Ability to balance compliance requirements with employee experience initiatives
- Professional summary highlighting specific headcount and team scope
- Experience bullets categorized by high-impact operational projects
- Technical skills section listing HRIS and compliance tools
Michelle Campbell
Summary
Experience
- Directed a team of 2 People Operations coordinators managing the full employee lifecycle for 14,000 regional staff members across 8 distribution centers.
- Redesigned the performance management framework, increasing review completion rates from 64% to 92% and improving internal promotion velocity by 22%.
- Prioritized the implementation of a self-service HRIS portal over manual ticketing systems, cutting HR response times by 3.5 days while saving $45,000 in annual administrative costs.
- Audited regional I-9 and safety compliance records for 3,000+ new hires, achieving a 98% accuracy rate during high-volume peak hiring seasons.
- Spearheaded a driver retention initiative that reduced turnover by 27% through the introduction of flexible scheduling policies and quarterly recognition events.
- Managed 12 distinct HR projects including a benefits enrollment overhaul that impacted 11,500 employees and reduced plan selection errors by 31%.
- Chose to consolidate 4 disparate payroll reporting tools into a single unified dashboard, streamlining data entry but requiring 15 hours of staff retraining to ensure data integrity.
- Resolved 45+ complex employee relations cases, collaborating with legal counsel to ensure policy alignment and mitigate litigation risks.
Education
Skills
HR Management · Employee Relations · Performance Management · Compliance · Team Leadership · Strategic Planning · Benefits Oversight · HRIS Management · Workday · Training Programs · Payroll Administration · Conflict Resolution · Data Analysis · Onboarding
What makes this resume effective
- This resume meets the hiring bar for People Operations Managers by demonstrating team leadership, large-scale process optimization, and rigorous compliance auditing.
- At Ryder, Michelle Campbell manages a team supporting 14,000 staff members, which signals the ability to handle massive operational scope without sacrificing accuracy.
- The resume shows technical decision-making at Performance Food Group by highlighting the consolidation of payroll reporting tools to streamline data integrity.
How to write better bullet points
Handled employee performance reviews for the regional team.
Redesigned the performance management framework, increasing review completion rates from 64% to 92% for 14,000 staff members.
It replaces a vague task with a specific outcome and a massive scale that proves operational effectiveness.
Worked on driver retention and scheduling.
Spearheaded a driver retention initiative that reduced turnover by 27% through flexible scheduling and recognition events.
It connects a specific action to a measurable business result that directly impacts the bottom line.
Managed HR compliance and I-9 audits.
Audited regional I-9 and safety compliance records for 3,000+ new hires, achieving a 98% accuracy rate during peak seasons.
It demonstrates high-volume reliability and attention to detail during high-pressure business periods.
People Operations Manager resume writing tips
- Quantify the size of the workforce you supported to establish your operational scale.
- Detail specific HRIS or portal implementations that reduced administrative burden for the team.
- Link employee relations outcomes to risk mitigation or legal compliance to show reliability.
Common mistakes
- Focusing solely on administrative tasks instead of the strategic outcomes those tasks enable for the business.
- Omitting the specific headcount or regional scope, which makes it difficult for recruiters to gauge your capacity.
- Listing soft skills like 'communication' without tying them to a specific achievement like resolving complex employee relations cases.
Frequently asked questions
Is this resume right for someone with five years of experience? Yes if you've transitioned to managing full lifecycles or small teams; no if your experience remains limited to entry-level administrative support.
Yes if you've transitioned to managing full lifecycles or small teams; no if your experience remains limited to entry-level administrative support.
Yes, if you have moved from specialist tasks into managing full lifecycles or small teams. No, if your experience is limited to entry-level administrative support without project ownership.
What if my background is at small startups rather than large companies like Ryder? Focus on how you scaled processes from scratch or managed the entire HR stack independently; the core principles of people ops remain the same.
Focus on how you scaled processes from scratch or managed the entire HR stack independently; the core principles of people ops remain the same.
The core principles of people operations remain the same regardless of company size. You should focus on how you scaled processes from scratch or managed the entire HR stack independently.
What if I don't have metrics like the specific turnover or cost-saving percentages shown here? Use proxy metrics like the number of employees supported or reduction in manual tasks to demonstrate a clear 'before and after' state of your work.
Use proxy metrics like the number of employees supported or reduction in manual tasks to demonstrate a clear 'before and after' state of your work.
You can use proxy metrics like the number of employees supported or the reduction in time spent on manual tasks. Focusing on the 'before and after' state of a process you improved shows impact.
How much should I change before applying? Update headcount and industry-specific terminology to match your target company while maintaining bullets that link actions to business outcomes.
Update headcount and industry-specific terminology to match your target company while maintaining bullets that link actions to business outcomes.
You must update the headcount and industry-specific terminology to match your target company's profile. Keeping the structure of the bullets that link an action to a business outcome is the most important part.
What do hiring managers focus on for People Operations Managers? Hiring managers look for a balance of technical HRIS proficiency and the ability to handle complex employee relations or reduce litigation risk.
Hiring managers look for a balance of technical HRIS proficiency and the ability to handle complex employee relations or reduce litigation risk.
They look for a balance of technical HRIS proficiency and the ability to handle complex employee relations. Evidence of improving internal promotion rates or reducing litigation risk provides the strongest signal of success.
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