People Operations Manager at Edge Logistics

Chicago, Illinois, United States -

Full Time

Start Date

Immediate

Expiry Date

02 Oct, 26

Salary

0.0

Posted On

04 Jul, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Learning & Development, Organizational Development, Performance Management, Employee Engagement, Leadership Development, Onboarding, Coaching, Facilitation, Change Management, Succession Planning, KPI Development, Competency Modeling, Strategic Thinking, Relationship Building, Continuous Improvement, Communication

Industry

Logistics;Transportation;Supply Chain and Storage

Description

Description About Edge Logistics Edge Logistics is a performance-driven freight brokerage and logistics company focused on exceptional customer experience, reliable carrier partnerships, and operational excellence. We combine disciplined processes with modern technology to deliver consistent results. We are seeking a People Operations Manager for our Chicago or Scottsdale office. Position Summary The People Operations Manager is responsible for developing the systems, programs, and culture that enable employees to perform at their highest potential. This role leads company-wide onboarding, training, leadership development, employee engagement, performance management, and cultural initiatives that strengthen organizational effectiveness. This position partners closely with department leaders to ensure employees receive the coaching, development, and resources they need to succeed, while fostering a high-performance culture aligned with the company's values and strategic objectives. This role complements—not replaces—the Human Resources Manager. While HR manages employment compliance, payroll, benefits, employee relations, and legal requirements, the People Operations Manager focuses on developing people, improving performance, and strengthening organizational culture. Core Responsibilities 1. Learning & Development Design and manage company-wide onboarding programs. Develop role-specific training paths for all departments. Create leadership development programs for managers and future leaders. Coordinate ongoing professional development and continuing education. Build and maintain the company's learning management resources. Measure training effectiveness and employee competency. 2. Performance Management Partner with leaders to establish performance expectations and KPIs. Develop consistent performance review processes. Coach managers on employee development and performance conversations. Monitor individual and departmental performance trends. Assist leaders with development plans for high performers and employees needing improvement. Promote accountability through clear expectations and regular feedback. 3. Employee Engagement & Culture Lead initiatives that strengthen employee engagement and company culture. Develop employee recognition and appreciation programs. Conduct employee engagement surveys and recommend action plans. Foster communication, collaboration, and alignment across departments. Support change management initiatives. Reinforce company values through daily operations and leadership practices. 4. Talent & Organizational Development Partner with leaders to identify future talent needs. Support succession planning and career path development. Assist with internal promotions and leadership readiness. Develop competency models for key positions. Improve employee retention through career development initiatives. Identify organizational capability gaps and recommend development strategies. 5. Operational Excellence Standardize onboarding, training, and development processes. Develop policies and tools that improve consistency across departments. Utilize employee data and feedback to drive continuous improvement. Partner with HR, Operations, and Leadership to improve the overall employee experience. Champion technology that improves learning, communication, and employee development. Key Performance Indicators The People Operations Manager will be measured on organizational development and employee success, including: New Hire 90-Day Retention Employee Engagement Score Voluntary Turnover Rate Training Completion Rate Time-to-Productivity for New Employees Leadership Development Participation Internal Promotion Rate Performance Review Completion Manager Effectiveness Scores Employee Satisfaction with Onboarding & Training Requirements Qualifications Required 5+ years of experience in Learning & Development, Organizational Development, People Operations, Training, or Leadership Development in Logistics. Experience designing onboarding and training programs. Proven success improving employee engagement and organizational culture. Strong facilitation, coaching, and communication skills. Experience partnering with operational leaders. Ability to manage multiple initiatives while driving measurable results. Preferred Experience within transportation, logistics, or a high-growth service organization. Experience implementing learning management systems (LMS). Knowledge of change management and organizational development principles. Bachelor's degree in Human Resources, Business, Organizational Leadership, Education, or a related field. Leadership Competencies Leadership Development Coaching & Mentoring Organizational Development Change Management Communication & Facilitation Employee Engagement Relationship Building Continuous Improvement Strategic Thinking Results Orientation Travel Up to 15% travel for company meetings, office visits, training sessions, and leadership development activities. Edge is an equal opportunity employer and considers applicants for all positions without regard to race, color, creed, religion, sex, age, national origin, marital status, disability, or sexual orientation. All applicants will be considered solely based on their qualifications. #zr

Responsibilities

The People Operations Manager develops systems and programs for onboarding, training, and leadership development to enhance organizational effectiveness. The role focuses on improving employee performance and strengthening company culture through engagement initiatives and strategic partnerships with department leaders.