People Operations Manager - Military veterans preferred

Riggs CAT

Description:

The People Operations Manager at Riggs Cat drives HR initiatives that attract, develop, and retain top talent while strengthening our team-oriented culture. You’ll oversee recruitment, onboarding, benefits administration, compliance, and employee engagement, serving as a trusted partner to leadership and staff. The ideal candidate is hands-on and strategic, with experience in HR systems and compliance, and preferably skilled in Paylocity and Monday board reporting tools to help guide data-driven decisions and support our team’s growth and success.

WHAT YOU’LL DO:

• Manage the full employee lifecycle, including hiring, onboarding, and offboarding.
• Oversee benefits administration including health, dental, vision, 401(k), leave, and wellness programs
• Ensure compliance with federal, state, and local employment laws; maintain up-to-date HR policies and procedures
• Partner with leadership on workforce planning, organizational design, and succession planning
• Provide guidance on employee relations, conflict resolution, and performance management
• Maintain and optimize HRIS systems
• Use Monday board as a reporting and tracking tool for HR projects, workflows, and compliance metrics
• Lead performance management cycles including goal-setting, reviews, and career development initiatives
• Develop and implement employee engagement programs to foster a positive, inclusive workplace culture
• Manage accurate HR records, data reporting, and confidentiality standards
• Collaborate with Finance on payroll, compensation planning, and workforce reporting

WHAT YOU’LL NEED: 

• Bachelor’s degree in Human Resources, Business Administration, or related field (preferred)
• 5+ years of progressive HR or People Operations experience, including at least 2 years in a management role
• Strong knowledge of employment laws, HR compliance, and best practices
• Hands-on experience with benefits administration, Paylocity HRIS, and Monday board reporting tools
• Excellent communication, interpersonal, and problem-solving skills
• Ability to balance strategic planning with day-to-day execution

Why Riggs Cat?

• Arkansas’s  exclusive Cat® dealer with a legacy of excellence since 1927.
• A  culture that values innovation, teamwork, and client success.
• Competitive compensation, benefits, and professional development opportunities.

IMPORTANT INFORMATION

While performing the duties of this job, the employee is regularly required to sit, talk or hear. The employee is occasionally required to stand and walk. 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.

This employee must be able to exert 10 lbs of force frequently and 50 lbs of force on occasion. This position requires kneeling, standing, squatting, and grasping frequently.

The noise level in the work environment is usually moderate.

Required travel up to 50-75%, dependent on market conditions and salesmen needs.

This position is considered a safety sensitive position.

The Job description is subject to change by the employer as the needs of the employer and requirements of the job change.

EEO/AA

Salary/Exempt

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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)

PI278552347