Company Overview

SageNet is a leading managed services provider specializing in connectivity, digital signage, and cybersecurity. The company connects, manages, and protects technologies and devices across widely distributed enterprises. SageNet's people, processes, and technologies, coupled with its collaborative approach, empowers customers to achieve their core business objectives.

The company offers world-class service and support via its US-based 24/7/365 Network Operations Centers (NOCs) and Security Operations Centers (SOCs), geographically diverse teleports, a central National Logistics Center, multiple data centers, and a nationwide field service organization.

What makes SageNet unique is its Why: SageNet is passionate about Trusted Connections. This is a two-fold calling. First, the company creates trusted, reliable, and secure technological connections for its customers. Second, and perhaps even more importantly, SageNet works tirelessly to build trusted human connections with its customers, partners, and communities. The company believes that by creating, discovering, and nurturing these trusted connections, SageNet enhances the world that connects us all.

With a three-decade track record in managed services, SageNet boasts a long-term customer base that includes the nation's largest retail, financial, healthcare, utilities, and energy organizations. SageNet manages communications for more than 220,000 endpoints. Headquartered in Tulsa, SageNet has regional offices in Atlanta, Toronto and Washington, D.C.

Job Purpose

The People Operations Manager is responsible for leading all People Operations functions for their divisions, including talent acquisition, onboarding, development, performance management, engagement, and retention while keeping a focus on an exceptional employee experience. The People Operations Manager will partner with leadership in creating the employee journey in a positive culture of accountability and excellence, while building trusted connections across the organization. This will result in SageNet being viewed as an employer of choice.

Our People Ops team is responsible for building and scaling the infrastructure upon which SageNet's employee experience and people processes can operate. We manage the optimization and operations of key programs across the employee lifecycle. We care deeply about ensuring a best-in-class and most impactful experience for our employees, aligning with the larger business and organizational strategy.

If as the People Ops Manager, you can roll up your sleeves, work hard, have fun, and get the job done with passion and innovation, SageNet is the place for you! You will report to the Chief People Officer and closely partner with the People Ops team members.

Duties and Responsibilities

• Take a person-first strategic approach to employment while maintaining a holistic view of progress, well-being, and results.
• Lead talent acquisition for assigned divisions as the sole recruiter, sourcer, and onboarding owner while maintaining a pulse on the market, partner with leadership to identify key attributes, and run an effective and efficient talent acquisition process.
• Partner with leadership to facilitate employee onboardings and create a welcoming first experience to the organization.
• Create and oversee employee development, engagement, compensation, and recognition programs to support business objectives. Drive employee engagement and recognition programs. Measure and provide action plans for working conditions, well-being, engagement, and retention.
• Serve as a champion for meaningful performance management programs. Continually evaluate and enhance the performance management framework and methodologies to facilitate evaluative conversations and ensure success for both the employee and organizational goals.
• Serve as a trusted advisor with leadership to create an environment where employees feel safe as well as happy and proud to work at our company. Facilitate a culture with clear boundaries and transparent processes so that employees understand what is expected of them at each stage of the employee lifecycle.
• Using people-centered design thinking, assist in optimizing and scaling processes through process redesign, operating model design, automation, system integration or adoption to build a seamless and timely candidate and employee experience and improve operational efficiency.
• Manage employee off-boarding processes including workflow, communication with employee, exit-surveys/exit interviews, and separation agreements.
• Partner with Chief People Officer and/or legal counsel to mitigate risk and resolve any employee relations concerns.
• Build relationships at all levels of the organization.

Qualifications

• 5-7 years of experience in a management role in People Operations or progressive HR-related management responsibility
• HRIS experience required, UKG or UltiPro/Kronos experience preferred
• Proven track record of successful partnership with managers in leading the development of associates, leaders, and high-performing teams.
• Strong analytical skills: ability to use hard data and metrics to back up assumptions, recommendations, and drive decisions
• Excellent written and verbal communication - the ability to interface with all levels of the organization
• Ensure legal compliance by monitoring and implementing applicable HR requirements
• Participation in audits and driving resolutions to subsequent findings; creating proactive measures to address issues identified within audits
• Experience partnering with stakeholders to design, build, and implement programs and processes to support business needs
• Results-driven, solutions-oriented, and comfortable in a fast-paced environment with competing priorities
• Strong organizational, flexibility, and time management skills
• BA/BS in Human Resources, Organizational Development, or related field; or equivalent work experience

Working Conditions

• Productively work remotely as well as in a corporate office space
• Business casual work environment
• Be able to maintain effective communications and respond to inquiries outside of normal business hours

Physical Requirements

• Be able to sit for long periods of time without issues
• Extensive use of hands and fingers for typing and handling paperwork or small objects
• Extensive use of eyes in analyzing electronic or paper documentation
• Occasionally be able to lift 10 - 20 lbs.

Classification*: Salary

Position Type: Full Time

Travel Requirement: This position may require travel from time-to-time, but not on a regular basis. The travel may be for corporate site visits, training, or other work-related duties.

Direct Reports: None

Attention All Third-Party Agencies, Headhunters, and RecruitersSageNet will not accept candidate submission by unsolicited third parties through this site or any company email address. All unsolicited candidates presented to SageNet will be considered the property of SageNet. SageNet will not be responsible for any fees associated with unsolicited candidates, nor will a contractual relationship be formed by the submission. SageNet is not obligated and will not under any circumstances pay any fees to said third parties submitting candidates in this manner. SageNet only forms contracts with recruiters with whom we have an established business relationship and with whom we have in place a signed agreement. All contact with SageNet from third parties must be through our Talent Acquisition Department. Any contact made outside of the SageNet Talent Acquisition Department by a third party will cancel any future business relationships between the third party and SageNet.

Please contact [email protected] for any questions.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)