People Operations Manager
Posted 17 Sep 2026
Advertised as “ Senior Manager, People Operations”
BranchFactor Summary
The original posting with the fluff stripped out
- Expected experience
- 7+ yrs
- Management level
- People management
- Employment
- Hybrid
No salary listed for this role.
CertificationsPHR, SPHR
M3 (www.m3as.com) is a leading provider of hospitality-specific software solutions, delivering cloud-based tools for hotel accounting, financial reporting, labor management, payroll, and business intelligence. Built by hoteliers for hoteliers, M3 empowers hotel owners, operators, and management companies to streamline back-office operations, reduce costs, gain real-time insights, and drive portfolio performance across thousands of properties in North America and beyond.
Description Summary:
The Senior Manager, People Operations serves as a strategic and operational People partner and as a steward of company culture. This role leads core people operations, employee relations, performance management, payroll and compensation administration, culture and experiences and compliance efforts in a growing and fast paced technology environment.
If you've outgrown “executing the process” and are ready to own people programs, lead a team, and be the person the leadership team trusts to run point, this is your next role. This role represents People Ops in cross-functional projects, system implementations, integration work and strategic programs.
This position directly manages the Payroll & People Operations Analyst and the People Generalist, ensuring payroll, benefits, HR systems, and employee lifecycle processes are handled accurately and efficiently while maintaining strong partnership with managers and leadership. This is a hybrid role (2 days in office/3 WFH) and reports to the EVP, People.
Essential Duties:
The duties listed below are the essential functions of this position, and they may change as the needs of the company demand. All associates are expected to do what is necessary to get the work done and to cooperate fully with their supervisor’s requests for additional or altered duties.
Strategic & Advisory HR:
- Partner with leaders to support team effectiveness, performance, and talent optimization.
- Coach managers on employee relations, development, and feedback conversations.
- Lead performance review cycles and support compensation planning processes.
- Build and maintain effective relationships with employees and managers to foster strong employee connections.