People Operations Manager → Head of People

This is a easy transition with a typical 6-month runway and 74% skill overlap. Expect a +65% salary change, with strongest hiring demand in USA, UK, Canada. Employers hiring today include Series-B+ SaaS. Focus your first 60 days on closing the gap in role-specific tooling and vocabulary.

1. 1Audit your People Operations Manager experience for transferable skills that map to Head of People.
2. 2Close the top skill gap: role-specific tooling.
3. 3Build 2–3 portfolio artifacts that demonstrate Head of People outcomes.
4. 4Reshape your resume and LinkedIn around Head of People keywords and outcomes, not job titles.
5. 5Run a targeted outreach loop to Head of People hiring managers at Series-B+ SaaS.

• ▸Why are you moving from People Operations Manager to Head of People?
• ▸Walk me through a People Operations Manager project where you applied skills relevant to Head of People.
• ▸Which parts of a Head of People role are new to you, and how are you closing that gap?
• ▸Where do you see yourself as a Head of People in 3 years?
• ▸Tell me about a stakeholder disagreement and how you resolved it.

• ▸Lead with a positioning line: "People Operations Manager transitioning to Head of People, focused on People Operations and Leadership."
• ▸Reframe People Operations Manager accomplishments using Head of People vocabulary — outcomes, not tasks.
• ▸Surface 74% of overlapping skills at the top; put People Operations Manager-only work later.
• ▸Add a "Selected projects" section featuring 2 artifacts aligned to Head of People.
• ▸Quantify impact: dollars, users, uptime, cycle time — whatever a Head of People manager cares about.