People Operations Manager

Millennium is a distributor of telecommunications products and specialty electrical materials; our main product lines help those end users and contractors build fiber optic / broadband networks. We provide telecom solutions that connect America.  Millennium focuses on geographically underserved markets where contractors and project managers struggle to get the materials they need on time. We seek out locations where projects and contractors are building and historically must ship materials from miles. Sometimes states away.       

At Millennium, we are more than a materials supplier.  We are redefining what a distributor means. Our philosophy is: Our employees view our ownership and responsibility to the customer as equal; regardless of your level in the company.  We also encourage an environment that promotes respect, collaboration, continual learning, and process improvement. 

The People Operations Manager plays a pivotal role in shaping a best-in-class employee experience while ensuring full compliance with all federal, state, and local employment laws. This role oversees the daily operations of core HR functions, including benefits administration, compliance, employee relations, performance management, and HR data analytics. The Manager will directly supervise an HR Generalist, providing mentorship and guidance to ensure efficient execution of People Operations programs and initiatives that drive engagement, satisfaction, and organizational effectiveness.

Key Responsibility Buckets:

1. Benefits & Vendor Management

• Serve as the primary liaison with brokers and benefits vendors to ensure optimal delivery and administration of employee benefit programs, including HSA, Medical FSA, Dependent Care FSA, Company-Paid Short-Term and Long-Term Disability, Voluntary Disability, EAP, wellness initiatives, advocacy services, COBRA, and life event changes.
• Oversee automated enrollment processes, open enrollment cycles, and benefits compliance requirements.
• Monitor vendor performance, manage renewals, and negotiate service terms as needed to maximize value and employee satisfaction.

2. People Operations & Team Leadership

• Supervise, coach, and develop an HR Generalist to ensure efficient day-to-day HR administration and support.
• Drive the continuous improvement of People Operations processes, policies, and touchpoints across the employee lifecycle to create an engaging and supportive work environment.
• Oversee HRIS management, ensuring accurate data entry, system integrity, and robust reporting capabilities.
• Partner with cross-functional teams to implement scalable HR solutions that align with organizational growth and people strategy.

3. Employee Relations & Workplace Support

• Act as a trusted advisor to managers and employees on workplace matters, policy interpretation, conflict resolution, and performance issues.
• Lead workplace investigations, support disciplinary actions as appropriate, and promote a culture of respect, inclusion, and accountability.
• Oversee workers’ compensation processes, unemployment claims handling, audits, and contesting when warranted.
• Champion employee experience initiatives and recognition programs that reinforce positive behaviors and align with company values.

4. Compliance, Policies & Reporting

• Ensure organizational compliance with all federal, state, and local labor laws (e.g., ADA, FLSA, ACA, EEOC) and internal company policies.
• Maintain and update employee handbooks, labor law postings, compliance posters, and other regulatory materials.
• Manage accurate employee recordkeeping, HR and medical files, and oversee the preparation and submission of compliance reports (EEOC, ACA, etc.).
• Monitor regulatory changes, assess impact, and implement timely policy updates and manager training to mitigate risk.

5. Performance Management, Data Analytics & Strategic HR Support

• Lead the design, execution, and continuous improvement of performance management programs, including Quarterly Conversations, Annual Appraisals, feedback mechanisms, and Individual Development Plans (IDPs).
• Provide managers with guidance, tools, and training for delivering constructive feedback and driving a high-performance culture.
• Utilize HR data analytics to measure the effectiveness of engagement initiatives, benefits programs, and retention strategies.
• Develop and deliver dynamic dashboards and actionable reports to inform data-driven decision-making and identify trends and opportunities for improvement.
• Support strategic HR projects such as compensation benchmarking, workforce planning, and succession management.

• Bachelor’s degree in Human Resources, Business Administration, or related field; HR certification (PHR/SPHR, SHRM-CP/SCP) preferred.
• 5+ years of progressive HR experience with at least 2 years in a supervisory or managerial role.
• Deep knowledge of benefits administration, HR compliance, employee relations, and performance management.
• Proven experience leveraging HRIS systems and data analytics for reporting and decision-making.
• Strong leadership, coaching, and project management skills.
• Excellent communication, problem-solving, and conflict resolution abilities.

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