What does a People Operations Specialist do?
People Operations isn’t just a fancy rebrand of HR—it’s a fresh approach to how companies think about their people. When people think of traditional HR, tasks like hiring, compliance, and benefits administration come to mind. People Operations, or People Ops, goes much deeper. It focuses on the entire employee experience, from day one to long-term development and retention.
A People Operations Specialist represents and executes functions around the core of this philosophy.
So, let’s look at what this role involves and how it differs from the more traditional HR path.
The evolving role of a people operations specialist
People operations specialists strategically bridge individual employee success and the company’s broader mission, aligning an employee’s goals with the company’s. While HR professionals often concentrate on policy enforcement and risk management, people ops specialists prioritize creating an environment conducive to thriving employees—doing their best work and enjoying the process and experience.
Here’s a closer look at a people operations specialist’s day-to-day:
- Designing personalized, thoughtful onboarding experiences that set new hires up for success
- Collaborating with managers to ease transitions and promote role clarity
- Analyzing data to spot trends in engagement, satisfaction, and retention
- Leading change management efforts that support employees through organizational shifts
- Strengthening company culture through initiatives focused on inclusion, growth, and feedback
It’s less about managing people and more about empowering them.
The difference between people operations and traditional HR
HR has long been the foundation of workforce management—think handbooks, compliance checklists, and payroll systems. People ops, meanwhile, introduce a more human and strategic lens into the fold.
Where an HR professional updates policies or manages grievances, a people ops specialist might create a mentorship program, develop real-time feedback loops, or implement initiatives aligning employee goals with company growth.
What differentiates a people ops specialist from a typical HR role is the mindset. Traditional HR roles often revolve around enforcing rules and overseeing compliance. People ops specialists are focused on asking broader yet more profound questions, like how do we build a workplace where people feel seen, valued, and motivated? What can we do so that employees look forward to coming to work? How can we improve their training experience?
They’re not just tracking vacation days—though, that’s necessary—they’re building systems that support employee well-being and growth.
What do people ops specialists earn?
According to recent data from ZipRecruiter—as of 2025—the national average salary for people operations specialists in the U.S. is around $68,000 annually. Professionals with skills in data analytics, employee engagement, and change management tend to land at the higher end of that range.
FAQs about people ops specialists
What does a people operations specialist do? They help ensure that internal processes run smoothly and align with business goals, often bridging different departments.
Do you need a degree to become an HR or People Ops Specialist? Not necessarily. A business, HR, or psychology degree helps, but practical experience, empathy, and certifications like SHRM-CP or PHR can be equally valuable.
Are there other names for this role? Yes. You might see titles like employee experience manager, talent partner, or people engagement lead—all aiming to create positive, productive workplaces.
Is people operations a skill? Definitely. It combines strategic thinking, excellent communication skills, tech fluency, high emotional intelligence, and a deep understanding of human motivation.
The future of people ops
With remote work and global teams becoming the norm, companies are leaning more heavily on people ops to keep employees engaged and supported—no matter where they are. This includes investing in mental health resources, diversity, equity, and inclusion (DEI) initiatives, flexible work policies, and continuous learning opportunities.
According to Deloitte’s 2024 Human Capital Trends report, 87% of organizations consider fostering a more human work environment a top priority.
Why it matters — and where Velocity Global fits in
People operations isn’t just a trend. With top talent hard to find and employees demanding personalized experiences that support their well-being, building better workplaces is a must. Employees who feel supported, heard, and connected stay longer and contribute more.
For global companies, people ops becomes even more critical. Managing a team across countries and time zones requires ensuring each employee feels included and valued.
That’s exactly why businesses partner with Velocity Global. Leveraging their industry-leading Employer of Record (EOR) solutions makes it seamless to hire, onboard, pay, and support talent around the world—while staying compliant with local laws.
Whether businesses are expanding into new markets or rethinking how to support their global team, Velocity Global empowers people ops leaders to focus on what matters most: people. Their Global Work Platform simplifies the complexities of international employment, so companies can grow without borders.
In short, they help turn people-first strategies into reality—wherever your team is based. Reach out here to learn more.
