HR Compliance + People Operations (TX) Manager

Summary

The HR Compliance & People Operations Manager is responsible for ensuring the organization operates in full compliance with employment laws while building and maintaining efficient, scalable HR operations. This role leads with Integrity, ensuring we consistently do what’s right, even when it’s hard, and that our practices stand up to the highest standards.

Serving as the primary owner of employee relations, compliance, investigations, HR systems, and policy management across a multi-entity, field-based workforce, this role fosters Teamwork by partnering closely with leaders and teams to create alignment, trust, and consistency across the organization. With a mindset to Think Big, the HR Compliance & Operations Manager continuously looks for opportunities to improve, streamline, and scale systems and processes that support the company’s growth now and into the future.

Essential Duties and Responsibilities

The duties and responsibilities described here are not a comprehensive list, and the scope of the job may change as necessitated by the business demands. 

 

Employee Relations & Investigations 

• Own employee relations matters end-to-end 

• Conduct and document workplace investigations 

• Guide managers through corrective actions and performance issues 

• Own termination decisions, documentation, and execution 

• Partner with leadership on complex or high-risk cases 

 

Compliance & Risk Management 

• Ensure compliance with federal, state, and local employment laws (CA focus) 

• Serve as internal subject matter expert on employment law 

• Partner with Safety and field leadership on workforce compliance 

• Conduct audits and maintain audit-ready documentation 

HR Operations & Systems 

• Own HRIS (BambooHR or similar) system integrity and optimization 

• Develop and maintain HR SOPs and workflows 

• Ensure data accuracy, reporting, and operational efficiency 

• Partner with payroll and vendors to ensure seamless operations 

 

Policy & Process Management 

• Maintain and update employee handbook and policies 

• Ensure consistent application across all teams 

• Standardize onboarding, offboarding, and lifecycle processes 

• Build manager-friendly tools and guidance 

 

Benefits & Leave Administration (Oversight) 

• Oversee benefits administration, renewals, and vendor relationships 

• Ensure compliance with benefits regulations 

• Oversee LOA programs (FMLA, CFRA, ADA) 

• Partner with payroll and vendors to ensure accuracy 

 

ESOP Administration (In Partnership with Finance) 

• Serve as HR lead for ESOP administration 

• Support valuation, reporting, and employee communication 

• Maintain participant records (eligibility, vesting, allocations) 

• Ensure compliance with ESOP requirements 

 

 

 

 

 

 

 

 

Qualification Requirements

· Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)

· 7+ years of progressive HR experience, with a strong focus on employee relations, compliance, and HR operations

· Proven experience conducting workplace investigations and managing complex employee relations matters end-to-end

· Deep knowledge of California employment law (wage & hour, leaves of absence, terminations, etc.) and multi-state compliance

· Experience supporting field-based and/or multi-entity organizations (construction, utilities, manufacturing, or similar preferred)

· Hands-on experience owning or optimizing an HRIS system (BambooHR or similar)

· Demonstrated experience developing and implementing HR policies, SOPs, and scalable processes

· Experience managing or overseeing LOA programs (FMLA, CFRA, ADA) and benefits administration

· Exposure to or experience supporting ESOP administration in partnership with Finance (preferred)

· Proven ability to partner with leadership on high-risk, sensitive, or complex workforce matters

Required Skills

· Integrity & Sound Judgment: Demonstrates strong ethical decision-making and consistently does what’s right, especially in high-risk or sensitive situations

· Employee Relations Expertise: Skilled in navigating complex employee issues, investigations, and conflict resolution with confidence and fairness

· Compliance Mastery: Deep understanding of employment laws with the ability to translate requirements into practical, field-ready guidance

· Communication & Influence: Ability to coach and guide leaders at all levels with clarity, confidence, and credibility

· Teamwork & Collaboration: Builds strong partnerships across HR, Safety, Finance, and Operations to drive aligned, consistent outcomes

· Process & Systems Thinking: Able to design, document, and improve scalable HR processes, workflows, and systems

· HRIS & Data Acumen: Strong experience with HR systems, reporting, and data integrity; uses data to inform decisions and identify trends

· Operational Excellence: Highly organized with the ability to manage multiple priorities while maintaining accuracy and compliance

· Problem Solving & Critical Thinking: Approaches challenges with a thoughtful, solutions-oriented mindset

· Think Big Mindset: Continuously looks for opportunities to improve, streamline, and scale HR operations to support business growth

· Discretion & Confidentiality: Handles sensitive information with the highest level of professionalism and trust

Physical Demands

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to use hands to handle or feel objects, tools, or controls; reach with hands and arms; and talk or hear. The employee frequently is required to sit, stand, and walk. The employee is occasionally required to climb, or balance, and stoop, kneel crouch, or crawl.

 

The employee occasionally is required to lift and/or move up to 25 pounds and to walk up to ½ mile daily. Specific vision abilities in this job include close vision and distance vision.  

Work Environment

 The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

 

While performing the duties of this job, the employee occasionally works near moving mechanical parts; in outside weather conditions and is occasionally exposed to wet and/or humid conditions, and fumes or airborne particles.

 

The noise level in the work environment is usually moderate.

 

Note: Legacy Utility Group is a drug-smoke and alcohol- free workplace. Drug testing is a requirement for employment.

 

Legacy Utility Group is an Equal Opportunity Employer.