People Operations Manager-HC
Heller Consulting
People & HR, Operations
USD 40k-60k / year
A career that makes a difference!
At Heller Consulting, an RKD Group company, we empower mission-driven organizations with technology strategy, CRM planning, implementations, change leadership, and data services. Heller was established in 1996 and is a registered B Corporation, recognized as one of a select group of businesses that meets the highest standard of verified social and environmental performance, public transparency, and legal accountability to balance profit and purpose. We’re proud that people from a range of backgrounds have chosen Heller as the workplace where they can make a difference. We’re committed to continually evaluating how to create an inclusive and diverse culture where everyone, including our clients, feels at home.
The Senior People Operations Manager, Workforce Planning (Sr. POM-WP), is responsible for the accuracy and visibility of Heller’s overall workforce capacity. The Sr. POM-WP executes and improves Heller’s workforce plans, manages firm-wide resourcing, and coordinates with and hires offshore team members. The role emphasizes operational discipline, strategic process improvement, implementation of targeted automation and reporting, and timely escalation of workforce risks.
The Sr. POM-WP maintains objectivity and acts in Heller’s best interest in all recruiting, hiring, and vendor-related decisions. This is a hands-on, execution-focused role that directly supports the VP of People & Culture and coordinates heavily with the SVP of Operations. The position functions at the intersection of people operations, service delivery, pipeline management, and Heller’s primary India staffing partner. The role combines internal workforce operations, strategic thinking, implementation planning, and vendor performance management, ensuring hiring goals are met with speed, quality, and consistency.
RESPONSIBILITIES
Workforce Capacity, Recruitment, & Resource Management
- Maintain visibility into current and future workforce capacity across offshore, nearshore, and onshore teams
- Track open roles, active hiring pipelines, projected capacity gaps, and resource availability
- Complete initial resume screening and track recruitment activities and progress toward hiring
- Develop staffing and hiring plans in collaboration with stakeholders in operations, sales, and delivery, assessing options for domestic, nearshore, or offshore staffing approaches
- Surface risks and mitigations to address understaffing, overcapacity, skill gaps, or delayed hiring
- Maintain, improve, and automate capacity tracking tools (e.g., spreadsheets, reports) for clarity and usability
- Provide workforce and hiring data to leadership, outlining risks and opportunities that support end-to-end talent lifecycle decisions
- Understand the skills, experiences, and growth opportunities of the entire resource workforce through regular touchpoints with employees
- Maintain familiarity with Sales proposals and the Opportunity pipeline
- Assign the appropriate team to pipeline opportunities or signed engagements in collaboration with VPPC, Sales, and other business leaders at Heller
Staffing Governance & Process Improvement
- Provide recommendations and develop business case for hiring approach, timelines, resource allocation, and vendor utilization
- Execute against approved workforce plans, hiring plans, resourcing decisions, and targets
- Maintain objectivity in all vendor-related decisions, acting in Heller’s best interest
- Escalate decisions for vendor selection, pricing decisions, or long-term sourcing strategy to VPPC and/or SVP Ops
- Identify and address inefficiencies across hiring, onboarding, and staffing workflows
- Standardize, improve consistency, and reduce risk across all talent management processes
- Document and maintain repeatable workflows related to workforce planning, recruiting, resourcing, vendor operations, and offshore onboarding execution
- Improve coordination across People, Delivery, Sales, Operations, and external partners
Automation & Reporting
- Maximize the use of our existing toolset for workforce and resource management
- Identify repetitive manual tasks and implement automation solutions where appropriate
- Improve reporting visibility across hiring pipeline, workforce capacity, resourcing, and vendor performance
- Build and maintain dashboards and reporting outputs
- Streamline scheduling, tracking, communication, and handoff workflows
- Coordinate with the VPPC when data definitions, inputs, or outputs need to be better aligned across People Operations systems
Vendor Strategy & Performance Management
- Serve as the primary operational point of contact for Heller’s India staffing partner
- Coordinate day-to-day recruiting activity and hiring workflows with off-shore partners
- Monitor vendor performance using defined metrics (e.g., time to submit, candidate quality, time to fill, interview success, placement quality)
- Ensure alignment across business units on hiring priorities, timelines, candidate expectations, and process expectations
- Identify opportunities to improve speed, quality, and efficiency within the partnership
- Escalate to leadership any risks, delays, quality concerns, pricing concerns, or dependency risks proactively
- Provide vendor performance data and operational updates to support VPPC monthly vendor governance conversations
- Maintain documentation for Business Process Continuity (BPC) initiatives
Offshore Coordination & Hiring
- Translate hiring needs into job descriptions, staffing profiles, and requirements to create actionable recruiting plans and timelines
- Manage candidate pipelines from sourcing through offer acceptance
- Ensure consistent candidate flow, quality, and hiring velocity
- Track and report on offshore hiring progress, risks, delays, and decision points
- Partner with the POM-PG and VPPC to incorporate performance trends into hiring profiles, screening criteria, and candidate evaluation processes
- Escalate repeated quality, fit, or ramp-up concerns that may indicate issues with sourcing strategy, role expectations, or vendor performance
Offshore Onboarding and Employee Experience
- Own execution of offshore onboarding to ensure consistent and timely ramp-up
- Coordinate offshore onboarding activities, readiness steps, tool access, stakeholder communication, and deployment into project teams
- Partner with business unit leaders to ensure offshore hires are effectively integrated into project teams
- Track offshore onboarding progress and identify readiness gaps
- Use and adapt onboarding tools, materials, and documentation maintained by the POM-PG
- Support consistent early employee experience for offshore hires
- Identify patterns impacting offshore retention, engagement, ramp-up, or performance
- Partner with the VPPC, POM-PG, and business unit leaders to address systemic issues identified through offshore onboarding or early employee experience
REQUIRED SKILLS AND QUALIFICATIONS
- 5-8+ years of experience in People Operations, Recruiting Operations, Resource Management, or Workforce/Staffing Operations
- Experience working with offshore teams, particularly in India-based hiring environments
- Experience working within or alongside a staffing or recruiting firm strongly preferred
- Strong operational execution skills with the ability to manage multiple workflows simultaneously
- Experience working with applicant tracking systems (ATS), HR systems, resource management tools, or capacity tracking tools
- Comfort working with imperfect data and building structure in ambiguous environments
- Demonstrated ability to improve processes and reduce operational friction
- Experience implementing basic automation or workflow improvements preferred
- Strong communication and coordination skills across distributed teams
- Ability to maintain objectivity and confidentiality when managing vendor, hiring, and workforce information
Location: Remote
Reports To: VP, People & Culture (VPPC)
Working Hours: This is a full-time salaried position, averaging 40 hours/week. The expected hours each day are flexible, but should accommodate a partial North American, Central time zone business day.
Pay Range expected for the position: $40,000 - $60,000 annual salary
(The position level and compensation for this role will be determined based on the market location, experience, job skills, and qualifications of the candidate)
RKD Group offers highly competitive compensation commensurate with experience, and a full range of benefits.
RKD Group is an Equal Employment Opportunity employer.
No H1-B or other visa sponsorships are available for this position.