People Operations Manager (Tacoma)
Description: JOIN US AND BUILD A WORKPLACE WHERE PEOPLE AND TEAMS THRIVE At Sprague, we believe great companies are built by great people. As we continue to grow across multiple states and markets, we're looking for a People Operations Manager who is passionate about creating programs, systems, and experiences that help employees achieve their highest potential while enabling the business to scale successfully Why This Role Matters Sprague is growing. Growth creates opportunity—but it also creates complexity. We're looking for someone who can help us build the next generation of People Operations practices by: Creating employee experiences that strengthen engagement, development, and retention Ensuring compliance across multiple states and jurisdictions Scaling people programs, processes, and leadership capabilities as the organization grows Coaching managers through challenging employee relations situations while protecting culture and accountability Leveraging technology and automation to create consistency, efficiency, and exceptional employee experiences Developing people systems that support career growth—not just policy administration You will partner closely with leaders across the organization to ensure our people practices support both our employees and our business objectives. What Success Looks Like This is a hands-on leadership role for someone who enjoys building, improving, and owning core People Operations processes—not just overseeing them. As People Operations Manager, you will personally lead and execute key programs across recruiting, onboarding, employee relations, performance management, compensation, benefits, leave administration, payroll, compliance, and HR systems, while also developing and guiding a high-performing team. Success in this role means rolling up your sleeves to solve problems, streamline processes, improve employee and manager experiences, and leverage technology to scale our people practices. You'll serve as a trusted partner to leaders, strengthen compliance across multiple states, and build programs that support employee growth while helping Sprague continue to grow successfully. Why Sprague? Our Mission The world deserves safer food, and to live and work in healthier environments. This has been Sprague Pest Solutions’ mission for a full century – a mission we strongly believe in and take great pride in fulfilling. Family-Driven Family businesses are the backbone of business communities in the regions Sprague Pest Solutions serves and nationwide. As Sprague Pest Solutions celebrates a century-long commitment to protecting businesses from pests it also marks its fourth generation of ownership under the Treleven family. The values and guiding principles established by four generations are on display every day in our interactions with clients and team members. They set the benchmarks on which Sprague is measured and how we measure ourselves. Our team takes immense pride in our steadfast commitment to innovation and fostering a culture of diversity, inclusivity and respect. W. B. Sprague Company Inc. reserves the right to revise or change job duties and responsibilities as the need arises. This position description does not constitute a written or implied contract of employment . All offers of employment are contingent upon a satisfactory motor vehicle record report that is checked annually. Sprague Pest Solutions is an Equal Opportunity employer and promotes diversity through a culture of inclusion and opportunity. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, disability, veteran status, or any other characteristics protected by law. We are a drug and smoke-free environment. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. Requirements: What You'll Bring 7 years of progressive Human Resources or People Operations experience 3 years leading and developing people Strong employee relations and manager coaching experience Multi-state employment law and leave administration expertise Experience scaling people programs in a growing organization Strong communication, influence, and relationship-building skills Experience with HRIS, payroll, benefits, and workforce systems Experience with UKG Ready or advanced HRIS implementations preferred Bachelor's degree and/or relevant HR certifications preferred Pre-Hire Screening Requirements: Criminal Background Check: Federal, State, County 5 years Satisfactory Motor Vehicle Record Employment & Education Verification 5-panel Drug Screen, in accordance with state regulations Detailed Job Description Position Title: People Operations Manager Reports To: Director of People Operations Travel: 0-10% FLSA Status: Salaried, Exempt EEOC Class: Manager Last updated: 07/07/2026 Salary: $85,000 (DOE) Position Summary: The primary responsibility for this position is to advise employees and leaders on policies and procedures related to employment at Sprague. The People Operations Manager will oversee activities related to the entire employee lifecycle, from talent acquisition to hiring and onboarding, training, payroll, benefits, performance, advancement, disciplinary actions, and terminations. The People Operations Manager will administer programs that support Sprague’s business objectives, mission, and values. The People Operations Manager will assist the Director of People Operations by advising on talent engagement and personnel management strategies that enable Sprague to scale effectively while promoting a diverse and inclusive culture. Essential Duties and Responsibilities: Recruiting & Onboarding Plan, direct, supervise, and coordinate work of team members and cross-functional teams supporting hiring, onboarding, and people operations activities Develop and maintain job descriptions and pay bands for each role, ensuring compliance with FSLA guidelines Employee Relations & Retention Serve as a link between managers and employees by answering questions, advising on personnel management concerns, and helping to resolve problems Evaluate and enhance employee engagement programs to drive performance and prevent turnover Manage employee terminations, off-boarding, and exit interviews Payroll Processing Oversee payroll, ensuring accuracy and timeliness in timecard reporting, payroll calculations, deductions, adjustments, and dispute resolution Compensation, Benefits & Leave Administration Analyze, advise, and report on compensation and benefits programs and budgets, ensuring compliance with ACA, federal, and state regulations Regularly assess market rates by role, advising leaders on starting wages, performance, and tenure increases according to scheduled evaluation cycles Administer compensation, benefits, and performance management systems Coordinate benefits open enrollment, providing guidance and assistance to employees as appropriate Jurisdictional Compliance Evaluates employment and management practices to ensure compliance with federal, state, and local regulations, tracking and reporting statistical data with accuracy and timeliness Interpret and implement policies, communicating changes and enforcement practices to employees and all levels of leadership Safety & Incident Management Support Safety Manager in the administration of Workers’ Comp, safety, and general liability programs, including investigating, reporting on, and managing and claims Foster commitment to safety-forward practices and performance management for all roles and levels of leadership Communicate standards and data related to safety and liability to senior and frontline management levels Knowledge, Skills, and Abilities: Knowledge of people operations principles related to talent acquisition, employee engagement, performance management, labor relations, and personnel information systems Knowledge of business management principles involved in budgeting, strategic planning, and resource allocation Knowledge of and ability to interpret laws, policies, and regulations related to employment contracts, compensation, benefits programs, labor and employee relations, safety and working conditions, performance management, terminations, and records retention Ability to analyze, interpret, and present statistical data from internal and external sources Ability to communicate effectively verbally and in writing, with peers, team members, and leaders at all levels Ability to recognize
