Manager, People Operations

The Opportunity

• You can work anywhere and have worked for a few organizations. Choose CAPA because of what we do and who we serve. We are a large, performing arts organization that operates eight theaters in two states, serving more than 700,000 patrons and 50,000 community members annually in 16 counties of Ohio alone. Read on if you are excited about leading HR Operations and partnering with employees and external partners so that, together, we can ensure a world-class entertainment experience for patrons!
• Are you committed to ensuring the welfare of employees and the organization, balancing risk, compliance, and deadlines with employee and partner engagement?
• Do you have HR Operations experience with a variety of workforces including part-time, full-time, volunteer, and union workforces in jobs that are physically challenging?
• Do you love variety, excel at prioritization, and rapidly complete an ever-changing, long list of To Dos? Do you maintain this action orientation while still being friendly and welcoming to the people who “interrupt” your plans for the day?
• Do you know when to “dig in” and when to “delegate”?
• Are you a natural networker, seeking advice to check your thinking?
• Are you a self-directed leader; a critical, analytical thinker; and a coach to employees and leaders?
  
  

Primary Function

This role manages the employee lifecycle through its system, people, and process interactions. The Manager oversees all HR operations and is accountable for the functions performed by themselves and the HR Coordinator. As such, they "jump in” on administrative tasks, as needed, as they are cross-trained with the part-time HR Coordinator they manage. The Manager is primarily responsible for compliance, HRIS integrity, hiring and onboarding, benefits administration, leaves and claim management, employee relations up to the Director level, and HR project work for CAPA and all companies where CAPA provides Human Resources as a shared service function (CAPA Connecticut, Contemporary Theatre of Ohio, Columbus Symphony Orchestra, Drexel Theatre, Jeanne B. McCoy Community Center for the Arts, Hinson Amphitheater, and the Lincoln Theatre). The HR Manager of People Operations has uncompromising integrity, living the values of the organization and instilling best practices in HR operations, ensuring the long-term success of our people and the mission we serve to enrich lives by cultivating and nurturing the arts, spreading an appreciation that can be felt in hearts, minds, and the economies of our communities.

Duties, Responsibilities, and Key Performance Objectives

First Month

• Learn the existing HR Operations including systems and processes.
• Make recommendations for improvement to leader given value of “fresh perspective”
• With their leader and independently, meet with employees, review employee survey feedback, and obtain partner input to understand interactions with operations and their suggestions for what could be improved; document, look for trends, and share observations and suggestions with the Head of People.
• Assist with time critical tasks for the purposes of learning processes and systems, while gaining an understanding of workload and delegation opportunities. Examples include: job posting, onboarding, leave administration, invoice processing, etc.
• Post and hire part-time HR Coordinator.
  
  

First 6 Months

• Conducts onboarding for full-time employees.
• Manages the Performance Management program by maintaining current job descriptions and coordinating annual performance review process.
• Assists the Head of People in training and development and coaching of managers, including on topics such as effective 1:1s, performance management and appraisals, employee engagement, and disciplinary actions; participates in or conducts employee counseling and terminations when needed.
• Manages Employee Relations by supporting conflict resolution, training and advising managers, and conducting investigations generally for all employees up through the Director level; partners with Head of People on most serious matters and occasionally for more senior-level employees.
• Interprets, upholds, and revises employee policies and procedures (i.e., Employee Handbooks, Background Check policies, etc.).
• Manages Human Resource projects and conducts research as assigned (i.e., Job Description revision, benchmarking, Anti-Harassment and other staff training, creation of programs and handbooks, etc.).
• Works with the Human Resources Coordinator and hiring managers to review job descriptions for accuracy and best practices before posting and assists with developing posting strategies for open positions at all companies.
• Administers Workers Compensation and FMLA programs, including the Employer’s validation of claims, tracking information, and responding to requests from employees and vendor partners.
• Communicates regularly with staff, providing timely updates on HR topics, predominately using web-based tools on SharePoint.
• Participates on employee engagement committees at CAPA to plan and deliver workplace events and establish programs that enhance employees’ work-life experience.
• Assists with Benefits Administration functions for open enrollment of all health insurance plans, including working with insurance brokers and presenting material to staff.
• Coordinates the offboarding process for resigning employees at all companies, including generating exit letters and conducting exit interviews.
• Completes other annual HR compliance tasks such as distributing insurance/retirement materials and completing salary surveys for annual benchmarking.
• Ensures compliance with labor laws, policies, and legal requirements. Stays up-to-date on employment law changes and advises management accordingly.
• Educates and promotes best practices in HR to CAPA staff and works with leaders to promote safety, compliance, and risk management.
• Other Duties
• Assists Payroll and Benefits Accountant with Payroll Processing as needed, and functions as a trained, proficient back-up for this function.
• Provides CAPA leadership with reporting to support the Board, shared services, donors, partners, and the community, as required.
• This job description is not designed to contain an exhaustive listing of job-related duties, responsibilities, and activities that are required of the employee; they may change, or new ones may be assigned from time to time.
  
  

First Year

• Maintains and improves relationships, building new ones as applicable, with the business agent and CAPA-employed stewards of the local IATSE.
• Assists with departmental budget planning, including support for shared services within the scope outlined in the respective shared services agreements.
• Updates employee handbooks and other policy documents.
• Participates in review of vendor partners and related contracts, making recommendations for next fiscal year and beyond.
• Leads HRIS, ATS, and other system reviews and recommendations.
• Assists Head of People in compensation, performance management, and employee engagement review, recommendations, and implementation.
  
  

Knowledge, Skills And Abilities

• Self-directed learner and doer.
• Willing and interested in “rolling sleeves up” to lend a hand, guide employees, and get things not normally on own To Do list done when needed, including partnering with Payroll and Benefits Accountant.
• Excellent verbal and written communication skills.
• Diplomatic problem-solving skills with the ability to identify and address immediate and long-term issues.
• Critical thinking, evaluation, recommendation, negotiation, and change management skill required.
• Project management skills preferred.
• Ability to work with a high degree of professionalism and confidentiality.
• Ability to work effectively with employees of various backgrounds at all levels of the organization.
• Strong analytical and quantitative skills.
• High proficiency in Microsoft Office, including Outlook, Word, Excel, and Powerpoint is required. Working knowledge of graphing, pivot tables preferred.
• Working knowledge of SharePoint and Teams preferred.
• Hands on use of ADP or alternate HRIS is required.
• Knowledge of ADP (both HR and Payroll) and ClearCompany Applicant Tracking System preferred.
• Ability to quickly learn and proficiently use other technology systems that support CAPA’s HR operations including evaluation of ones that may be contemplated.
• Evaluation, experimentation, and recommendation of assistive technologies such as texting apps, AI meeting summarization, and ChatGPT.
• Ability to train, direct, and evaluate the performance of staff members, including coaching leaders to do the same.
• Ability to walk, stand and sit for extended periods.
• Ability to climb stairs, bend and kneel, and lift up to 10 pounds.
• Valid State of Ohio Diver’s License is required.
  
  

Credentials and Experience

• Bachelor's degree in Human Resources, Business Administration, Communications, or related field, and/or equivalent work experience.
• Typically, 5+ years of experience in Human Resources in an HR Generalist capacity in a 100 – 250-person organization working with a variety of workforces including part-time, full-time, temporary, seasonal, minors, volunteer, and union workforces in jobs that are physically challenging.
• Prior supervisory experience is required.
• PHR, SPHR, or equivalent formal training in Human Resources is required.
  
  

Special Requirements

• The majority of CAPA’s public events take place on nights and weekends. On rare occasion, this position requires nights and weekends presence on-site or at an employee event.
  
  

The Columbus Association for the Performing Arts (CAPA) is an Equal Opportunity Employer. CAPA does not discriminate in its employment decisions on the basis of race, religion, color, national origin, sex, pregnancy, lactation status, gender identity or expression, sexual orientation, age, disability, veteran or military status, genetic information, or any other protected status.