People Operations Manager Salary Overview
Salaries for People Operations Managers are influenced by factors such as years of experience, educational background, professional certifications, and geographic location. Additional factors include the size of the organization and industry sector.
National Average: $70,000 - $120,000 per year
Experience-Based Salary Ranges
Entry Level (0-2 years)
$60,000 - $75,000
Mid Level (3-5 years)
$75,000 - $90,000
Senior Level (6-9 years)
$90,000 - $110,000
Manager/Director (10+ years)
$110,000 - $140,000+
Entry Level (0-2 years)
- Limited experience in HR or operations roles.
- Basic understanding of HR practices and regulations.
- Support in recruitment and onboarding processes.
- Assists in maintaining employee records and HRIS.
Mid Level (3-5 years)
- Proven track record in managing HR projects.
- In-depth knowledge of HR policies and labor laws.
- Experience in employee relations and performance management.
- Contributes to HR strategy and policy development.
Senior Level (6-9 years)
- Extensive experience in HR leadership roles.
- Expertise in talent management and succession planning.
- Leads complex HR initiatives and change management.
- Collaborates with senior management on strategic HR planning.
Manager/Director (10+ years)
- Leadership in global HR strategy and organizational development.
- Responsible for overall HR policy and compliance.
- Drives talent acquisition and retention strategies.
- Advises C-level executives on HR best practices.
Regional Salary Variations
Geographic location significantly impacts compensation for People Operations Managers, with higher salaries typically found in metropolitan areas due to the cost of living and demand for talent.
New York City
$90,000 - $140,000
San Francisco
$95,000 - $145,000
Chicago
$80,000 - $125,000
Los Angeles
$85,000 - $130,000
Dallas
$75,000 - $115,000
Atlanta
$70,000 - $110,000
Phoenix
$68,000 - $108,000
Remote (US-based)
$70,000 - $120,000
- Higher salaries in major cities are offset by increased living costs.
- Remote roles offer flexibility but may vary in pay based on location.
- Consider cost of living adjustments when evaluating offers.
- Relocation packages may be available for high-demand areas.
Industry Salary Comparison
Salaries for People Operations Managers can vary significantly across different industries. Technology and finance sectors often offer higher compensation due to competitive talent markets and profitability.
| Industry | Salary Range | Bonus/Equity | Growth Potential |
|---|---|---|---|
| Technology | $90,000 - $140,000 | High | Very Good |
| Finance | $85,000 - $135,000 | High | Good |
| Healthcare | $80,000 - $125,000 | Moderate | Stable |
| Manufacturing | $75,000 - $115,000 | Low | Limited |
| Retail | $70,000 - $110,000 | Low | Limited |
Job Outlook and Career Growth
The role of a People Operations Manager is evolving with the increasing importance of strategic HR functions. Companies are prioritizing employee experience and data-driven HR decisions, driving demand for skilled professionals in this field.
- Growing emphasis on employee engagement and retention.
- Increased use of HR analytics and technology.
- Demand for strategic HR leadership in diverse industries.
Salary Negotiation Tips
Negotiating your salary as a People Operations Manager requires preparation and confidence. Here are some strategies to help you secure the best possible compensation.
Preparation Strategies
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Research Market Rates
Understand average salaries for your role and experience level in your area.
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Highlight Achievements
Prepare to discuss your accomplishments and how they add value to the organization.
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Know Your Worth
Assess your skills and experiences to determine a realistic salary range.
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Set Clear Expectations
Define your salary expectations early in the interview process.
During Negotiation
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Be Confident
Approach negotiations with confidence and a positive attitude.
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Be Flexible
Consider other benefits like bonuses, equity, and work-life balance.
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Practice Active Listening
Listen carefully to the employer's offer and concerns.
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Counter Offer Strategically
Prepare a counteroffer based on your research and expectations.
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Be Ready to Walk Away
Know your minimum acceptable salary and be prepared to decline if necessary.