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A People Operations Manager shapes the entire employee experience, moving beyond traditional HR to strategically build a thriving company culture and workforce. You'll drive initiatives from talent acquisition to retention, ensuring every aspect of an employee's journey aligns with business goals and fosters a positive environment. This role is crucial for organizations looking to optimize human potential and achieve sustainable growth.
$126,230 USD
(U.S. Bureau of Labor Statistics, May 2023)
Range: $80k - $170k+ USD
7%
as fast as average (U.S. Bureau of Labor Statistics, 2022-2032)
≈60k
openings annually (U.S. Bureau of Labor Statistics)
Bachelor's degree in Human Resources, Business Administration, or a related field; Master's degree or HR certifications (e.g., SHRM-CP, SHRM-SCP) often preferred for senior roles.
A People Operations Manager focuses on optimizing the employee experience and building a thriving organizational culture through strategic HR practices. This role moves beyond traditional human resources administration, emphasizing proactive engagement, talent development, and the creation of systems that support employee well-being and productivity. They act as architects of the workplace environment, designing processes that enhance every stage of the employee journey, from onboarding to offboarding.
Unlike a traditional HR Manager who might primarily focus on compliance and administrative tasks, a People Operations Manager adopts a more holistic, data-driven approach. They are deeply involved in fostering a positive company culture, improving employee engagement, and ensuring that HR initiatives align directly with business objectives. This role is less about policing rules and more about empowering people and building a sustainable, high-performing workforce.
People Operations Managers typically work in a modern office environment, often with options for hybrid or fully remote work, depending on the company's policy. The role demands significant collaboration, involving frequent interactions with employees at all levels, department heads, and senior leadership. The pace can be dynamic, particularly in growing companies, requiring adaptability to changing priorities and employee needs. While regular business hours are common, occasional extended hours may be necessary during peak periods like open enrollment or performance review cycles. The work often involves a mix of scheduled meetings, independent administrative tasks, and reactive problem-solving, fostering a balance between strategic planning and hands-on execution.
People Operations Managers rely on a suite of HR software and productivity tools to manage their daily tasks. They frequently use Human Resources Information Systems (HRIS) like Workday, BambooHR, or Gusture for employee data management, payroll, and benefits administration. For talent acquisition and applicant tracking, platforms such as Greenhouse or Lever are essential. Communication and collaboration tools like Slack, Microsoft Teams, and Zoom facilitate interaction with employees and cross-functional teams, especially in remote or hybrid settings. They also utilize project management software like Asana or Trello to track HR initiatives and ensure timely completion of tasks. Familiarity with Microsoft Office Suite or Google Workspace, particularly Excel/Sheets for data analysis and reporting, remains crucial.
The People Operations Manager role is central to an organization's human resources function, focusing on optimizing the employee experience and HR processes. Qualifications for this position blend traditional HR knowledge with a strong emphasis on data, technology, and operational efficiency. Requirements vary significantly based on company size, industry, and the specific stage of a company's growth.
For instance, a People Operations Manager in a startup might need strong generalist skills and adaptability, often building systems from scratch. In contrast, a manager in a large, established corporation focuses on optimizing existing, complex HRIS (Human Resources Information Systems) and compliance. Formal education in Human Resources or Business Administration provides a foundational understanding, but practical experience in HR technology, process improvement, and employee engagement often carries more weight, especially for mid-career professionals. Certifications like SHRM-CP or PHR are highly valued, indicating a commitment to professional standards and a broad understanding of HR best practices.
The skill landscape for People Operations Managers evolves rapidly, driven by advancements in HR technology and a growing focus on data-driven decision-making. Emerging skills include HR analytics, change management, and a deep understanding of HRIS platforms. While traditional HR compliance remains crucial, the emphasis shifts towards creating scalable, efficient, and positive employee experiences. This role balances strategic thinking with meticulous attention to operational detail, making it distinct from purely strategic HR Business Partner roles or purely administrative HR Coordinator positions.
Breaking into People Operations as a Manager involves a blend of traditional HR background and a strategic, business-oriented mindset. While a Human Resources degree is a common path, many successful People Operations Managers transition from roles in project management, business analysis, or even operations, bringing diverse perspectives to the function. This field prioritizes practical experience in HR systems, employee experience, and data-driven decision-making over solely theoretical knowledge.
Timeline expectations vary significantly. A complete beginner might spend 1-2 years acquiring foundational HR knowledge and entry-level experience before targeting a manager role. Career changers with transferable skills (e.g., process improvement, stakeholder management) could potentially accelerate this to 6-12 months, often starting in a specialist role before promotion. Geographic location also plays a role; tech hubs and major metropolitan areas often have more People Operations roles, particularly in fast-growing companies that prioritize employee experience and scalable HR practices.
Do not assume that People Operations is simply a rebranded HR department focused only on compliance and administration. It emphasizes culture, employee engagement, technology, and strategic contributions to business goals. Building a portfolio of projects demonstrating your ability to improve processes, enhance employee experience, or implement HR tech is crucial, sometimes even more so than an advanced degree alone. Networking with current People Operations professionals and seeking mentorship can provide invaluable insights and open doors to opportunities.
Becoming a People Operations Manager involves a blend of human resources theory, business acumen, and practical skills. Formal university degrees, such as a Bachelor's or Master's in Human Resources, Business Administration with an HR concentration, or Organizational Development, provide a strong theoretical foundation. A four-year bachelor's degree typically costs between $40,000 and $120,000+, while a master's degree can range from $30,000 to $80,000+. These programs often take 2-4 years to complete full-time.
Alternative pathways, including professional certifications from bodies like SHRM or HRCI, online courses, and specialized bootcamps, offer more targeted and often faster training. These options can range from a few hundred dollars for a single online course to $5,000-$15,000 for comprehensive certification programs or bootcamps, typically completed in 6-18 months. Employers generally value both formal degrees and recognized certifications, often prioritizing practical experience and demonstrated skills over the specific educational format. Continuous learning through workshops and advanced certifications remains crucial for staying current with evolving HR technologies and best practices.
The specific educational needs vary by company size and industry. Larger corporations might prefer candidates with advanced degrees, while startups and smaller businesses might prioritize practical experience gained through certifications or self-study. Practical experience, such as internships or entry-level HR roles, is vital for success, complementing theoretical knowledge. The market increasingly values skills in HR analytics, HRIS management, and employee experience design. Investing in programs that offer hands-on projects or case studies provides a competitive edge.
Compensation for a People Operations Manager varies significantly based on several factors. Geographic location plays a major role; roles in high cost-of-living areas like San Francisco or New York City typically command higher salaries than those in smaller metropolitan areas, reflecting local market demand and economic conditions. International markets also show considerable variation, though figures here are in USD.
Experience and specialized skills like HRIS implementation, data analytics, or global mobility expertise significantly impact earning potential. A People Operations Manager with a deep understanding of compliance and scalable HR processes can command premium compensation. Total compensation packages extend beyond base salary to include performance bonuses, equity (especially in tech companies), comprehensive health benefits, retirement contributions, and allowances for professional development.
Company size and industry also influence pay. Larger, more established companies or those in high-growth sectors often offer more competitive salaries and robust benefits. Remote work has introduced geographic arbitrage opportunities, allowing some managers to earn higher-tier salaries while residing in lower cost-of-living regions. Effective salary negotiation, highlighting specific achievements and value to the organization, is crucial for maximizing earning potential in this field.
| Level | US Median | US Average |
|---|---|---|
| People Operations Coordinator | $52k USD | $55k USD |
| People Operations Specialist | $68k USD | $70k USD |
| People Operations Manager | $92k USD | $95k USD |
| Senior People Operations Manager | $120k USD | $125k USD |
| Director of People Operations | $155k USD | $160k USD |
| VP of People Operations | $195k USD | $200k USD |
| Chief People Officer | $260k USD | $270k USD |
The job market for People Operations Managers remains robust, driven by organizations' increasing focus on employee experience, talent retention, and operational efficiency within HR. Demand is particularly strong in tech, healthcare, and professional services, where scaling workforces and maintaining a positive company culture are critical. The growth outlook for this role is projected to be stable, with a slight increase as businesses continue to invest in optimizing their human capital functions.
Emerging opportunities include specializations in HR analytics, employee engagement platforms, and diversity, equity, and inclusion (DEI) initiatives. The role is evolving to become more strategic, moving beyond administrative tasks to leverage data for informed decision-making and proactive talent management. Automation and AI are impacting transactional HR tasks, freeing People Operations Managers to focus on higher-value, strategic initiatives.
Supply and demand dynamics are relatively balanced, though candidates with strong technical HRIS skills, change management experience, and a proven track record in scaling operations are highly sought after. Geographic hotspots for these roles include major tech hubs, but remote work has broadened the hiring landscape considerably. This profession is relatively recession-resistant, as companies continue to need robust HR functions regardless of economic cycles. Continuous learning in HR technology and evolving labor laws is essential for long-term career viability.
Career progression for a People Operations Manager involves a journey from foundational HR administration to strategic executive leadership. Professionals typically advance through individual contributor (IC) roles, building expertise in HR systems, compliance, and employee experience. As they progress, a decision point often emerges: specializing further as an IC in areas like HRIS or total rewards, or transitioning into management and leadership.
Advancement speed depends on several factors, including individual performance, the ability to drive impactful HR initiatives, and the size and maturity of the organization. Smaller companies might offer faster advancement to broader roles, while larger corporations often provide deeper specialization opportunities. Lateral movements into related HR functions, such as Talent Acquisition or HR Business Partnering, are also common, enriching a professional's overall HR acumen.
Networking within the HR community, seeking mentorship, and building a reputation for ethical practice and effective problem-solving significantly accelerate career growth. Certifications like SHRM-CP or PHR mark professional commitment and enhance credibility. Successful professionals prioritize continuous learning in HR technology, data analytics, and organizational psychology. Ultimately, the path can lead to executive roles shaping an organization's entire people strategy.
Provides administrative support for the People Operations team. Manages employee records, assists with onboarding and offboarding processes, and responds to basic employee inquiries. Handles data entry into HRIS and maintains HR documentation. Operates under close supervision.
Develop foundational knowledge of HR policies, procedures, and basic employment law. Focus on mastering HR software and data entry accuracy. Cultivate strong organizational skills and attention to detail. Build effective communication for clear employee interactions.
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View examplesA People Operations Manager's role translates consistently across countries, focusing on employee experience, HR systems, and organizational culture. Global demand for this position is stable, driven by companies expanding internationally and prioritizing talent retention. Cultural nuances significantly impact HR practices, requiring adaptation in diverse regulatory environments. Professionals seek international roles for broader experience in global HR strategies and diverse workforce management. SHRM-SCP or GPHR certifications enhance global mobility.
People Operations Manager salaries vary significantly by region and company size. In North America, particularly the United States, salaries typically range from $90,000 to $130,000 USD annually. Canadian counterparts earn $75,000 to $110,000 CAD, roughly $55,000 to $80,000 USD.
Europe shows a wide range. In Western Europe, such as Germany or the UK, salaries are often €60,000 to €90,000 (approx. $65,000-$98,000 USD). Southern and Eastern European countries offer lower compensation, ranging from €35,000 to €55,000 (approx. $38,000-$60,000 USD). These figures reflect cost of living differences; purchasing power might be similar despite lower nominal wages.
Asia-Pacific markets present diverse figures. Singapore and Australia offer competitive salaries, around SGD 80,000 to SGD 120,000 (approx. $59,000-$89,000 USD) and AUD 100,000 to AUD 140,000 (approx. $66,000-$92,000 USD) respectively. In contrast, India might see salaries from INR 1,200,000 to INR 2,500,000 (approx. $14,000-$30,000 USD). Latin America generally offers lower compensation, with Brazil ranging from BRL 100,000 to BRL 180,000 (approx. $19,000-$34,000 USD).
Salary structures also differ; European countries often include more robust social benefits and vacation time compared to North America. Tax implications vary, impacting net take-home pay. Experience and specialized HR certifications significantly influence international compensation. Some global companies use standardized pay bands, but most adjust for local market conditions and cost of living.
People Operations Managers have significant remote work potential, especially in globally distributed companies. This role often involves managing HR systems and policies that are not location-dependent. Legal and tax implications for international remote work require understanding local employment laws and permanent establishment risks. Companies must manage different time zones for effective team collaboration.
Digital nomad opportunities exist, with countries like Portugal, Spain, and Estonia offering specific visas for remote workers. Employer policies on international remote work vary; some global companies have established frameworks, while others are more restrictive. Remote work can impact salary expectations, with some companies adjusting pay based on the employee's location and local cost of living. Platforms like BuiltIn and Remote.co often list international remote HR roles. Reliable internet and a dedicated workspace are crucial for success.
Common visa categories for People Operations Managers include skilled worker visas (e.g., UK Skilled Worker visa, Canada Express Entry) and intra-company transfer visas for multinational corporations. Popular destinations like Canada, Australia, and the UK often require a job offer and points-based assessment. Education credential recognition is crucial; professional HR qualifications are usually recognized, but some countries may require local licensing or membership in professional bodies.
Typical visa timelines range from a few weeks to several months, depending on the country and visa type. Application processes involve submitting extensive documentation, including educational and professional qualifications, and proof of funds. Pathways to permanent residency often exist after several years of skilled employment. Language requirements, such as IELTS for English-speaking countries, are common. Some countries may offer fast-track programs for in-demand occupations, though People Operations Manager is generally not on these lists. Family visas for dependents are usually available alongside the primary applicant's visa.
Understanding current market conditions is crucial for any People Operations Manager seeking career advancement or new opportunities. The landscape for this role has shifted considerably between 2023 and 2025, influenced by post-pandemic recalibrations and the rapid integration of AI.
Broader economic factors, such as inflation and fluctuating interest rates, directly impact HR budgets and hiring priorities, making strategic adaptation essential. Market realities for People Operations Managers also vary significantly by experience level, geographic region, and the size or industry of the organization. This analysis provides an honest assessment to help you navigate these evolving dynamics effectively.
People Operations Managers face increased competition for fewer roles, especially as companies streamline HR functions. Economic uncertainty leads many organizations to pause new HR hires, focusing on essential operational roles instead. Automation of routine HR tasks by AI also shifts requirements, creating a skills gap for managers not proficient in strategic HR technology.
Entry-level saturation remains a concern, making it harder to secure initial management positions. Job search timelines have lengthened, with many candidates reporting processes extending several months.
Despite challenges, specific areas within People Operations show strong demand. Companies are actively seeking managers skilled in HR analytics, workforce planning, and organizational development. Roles focusing on employee experience design and culture transformation, especially in hybrid work environments, are also emerging as critical.
Specializations in HR technology implementation and AI-driven HR solutions offer significant advantages. Professionals who can demonstrate a track record of optimizing HR processes through technology, or those with certifications in HRIS and data analytics, stand out. Underserved markets, particularly outside major tech hubs, may present less competitive opportunities for those open to relocation or hybrid models.
Strategic career moves might involve targeting industries experiencing growth, such as cybersecurity, renewable energy, or specialized healthcare sectors, which often require robust People Operations leadership. Upskilling in areas like change management, AI ethics in HR, and advanced data visualization tools will provide a distinct competitive edge. Considering mid-sized companies undergoing rapid scaling can also offer dynamic opportunities for impact and growth.
The market for People Operations Managers in 2025 shows a nuanced demand. Hiring has stabilized somewhat after the significant layoffs of 2023-2024, but it remains cautious. Companies now prioritize managers who can drive efficiency and strategic workforce planning, moving beyond traditional administrative HR.
Generative AI and automation profoundly impact this role. Routine tasks like onboarding administration, data compilation, and basic employee queries are increasingly automated. This shifts the People Operations Manager's focus towards complex problem-solving, change management, and leveraging data for strategic insights. Employers seek candidates who can implement HR tech solutions and optimize workflows using AI.
Economic conditions continue to influence hiring, with many organizations maintaining lean HR teams. This means fewer new People Operations Manager roles are opening, and existing positions often demand a broader skill set. Salary trends show a slight plateau, with significant increases reserved for candidates demonstrating strong analytical and technological proficiencies.
Remote work normalization has broadened the candidate pool, intensifying competition for open roles. However, some companies now prefer a hybrid model, limiting fully remote opportunities. Demand remains stronger in tech hubs and for companies undergoing significant digital transformation or scaling, regardless of location. Seasonal hiring patterns are less pronounced than in previous years, with a more consistent, albeit slower, pace throughout the year.
Technological advancement and evolving workforce dynamics are reshaping the People Operations landscape, creating new specialization opportunities. Understanding these shifts helps professionals strategically position themselves for future career growth. Early positioning in emerging areas, particularly those driven by AI, data analytics, and flexible work models, offers a distinct advantage for career advancement in 2025 and beyond.
Emerging specializations often command premium compensation and accelerated career growth. This occurs because the demand for specific, cutting-edge expertise outpaces the supply of qualified professionals. While established specializations remain vital, a balance between foundational People Operations knowledge and forward-looking expertise is crucial for long-term career success.
Many emerging areas, initially niche, transition into mainstream specializations within three to five years, creating significant job opportunities. Investing in these areas now allows professionals to become early experts as the market matures. Pursuing cutting-edge specializations involves a calculated risk, as some trends may not fully materialize. However, the potential for substantial rewards in terms of influence, compensation, and career trajectory often outweighs these considerations for ambitious professionals.
This specialization focuses on designing, implementing, and managing AI-powered tools and automation within People Operations workflows. It involves leveraging AI for tasks like candidate screening, onboarding, performance management, and employee sentiment analysis. The goal is to enhance efficiency, personalize employee experiences, and provide data-driven insights to leadership, moving beyond manual administrative processes.
This role addresses the unique challenges and opportunities presented by hybrid and remote work models. It involves developing policies, technologies, and cultural practices that ensure equitable experiences, productivity, and engagement for a distributed workforce. Specialists focus on optimizing virtual collaboration, managing remote compliance, and fostering a cohesive company culture across diverse locations.
This specialization applies behavioral science principles to understand and influence employee engagement, productivity, and well-being. Professionals use insights from psychology and economics to design interventions, nudges, and programs that improve employee performance and satisfaction. They analyze employee data to identify behavioral patterns and optimize HR initiatives for better outcomes.
This area focuses on developing and implementing strategies to ensure fair and equitable treatment of all employees, with a strong emphasis on data-driven approaches. It involves analyzing HR data for biases in hiring, promotion, and compensation, then designing interventions to create a truly inclusive workplace. This specialist drives initiatives that foster belonging and reduce systemic inequalities within the organization.
This specialization involves integrating environmental, social, and governance principles into People Operations strategies. It focuses on developing ethical labor practices, promoting employee well-being, and contributing to the organization's broader sustainability goals. This includes initiatives related to fair wages, supply chain ethics, employee volunteer programs, and reporting on human capital metrics for ESG disclosures.
Understanding both the advantages and challenges of any career path is crucial for making informed decisions. The experience of a People Operations Manager can vary significantly based on company culture, industry, the size of the organization, and individual personality. What one person perceives as a benefit, another might see as a drawback. For example, a fast-paced environment might be stimulating for some but stressful for others. These pros and cons can also shift throughout different career stages, from an early-career manager learning the ropes to a senior leader shaping organizational strategy. This assessment provides an honest, balanced perspective to help you set realistic expectations for a career as a People Operations Manager.
People Operations Managers face unique challenges balancing strategic HR initiatives with the daily employee experience. This section addresses key questions about transitioning into this role, from developing a people-first mindset to navigating complex employee relations and scaling HR processes effectively.
Entry into People Operations often requires a blend of human resources knowledge and operational acumen. Many successful professionals hold degrees in HR, business administration, or psychology. Relevant certifications like PHR or SPHR can also significantly boost your candidacy, especially if your background is not directly in HR. Demonstrating experience in employee relations, HR systems, or talent management is crucial.
Transitioning into a People Operations Manager role can take 1-3 years if you have some HR experience, or 3-5 years if you are starting from a related but non-HR field. This timeline includes gaining foundational HR knowledge, accumulating practical experience in various HR functions, and potentially pursuing certifications. Networking and identifying mentorship opportunities can accelerate your progress.
Salaries for People Operations Managers vary significantly based on company size, industry, location, and experience. Entry-level roles might start around $60,000-$80,000, while experienced managers in larger organizations can earn $90,000-$150,000 or more annually. Compensation often includes base salary, bonuses, and benefits, reflecting the strategic importance of the role.
The work-life balance for a People Operations Manager can fluctuate. While daily tasks are generally predictable, urgent employee relations issues, organizational changes, or year-end processes can demand extended hours. The role often requires strong organizational skills and the ability to set boundaries to manage workload effectively, ensuring you can disconnect when needed.
The job market for People Operations Managers is strong and growing, driven by companies' increasing focus on employee experience and organizational culture. As businesses recognize the strategic value of HR, demand for skilled professionals who can manage people-centric processes and foster positive work environments continues to rise. This role offers good long-term career stability.
Career growth for People Operations Managers is robust. You can advance to Senior People Operations Manager, Director of People Operations, or even Chief People Officer. Specialization in areas like HR analytics, talent acquisition, or organizational development can also open new pathways. The skills gained are highly transferable across industries, offering diverse opportunities.
A common challenge is balancing the needs of employees with business objectives, especially during periods of rapid growth or change. People Operations Managers must also navigate complex legal compliance, maintain confidentiality, and effectively manage sensitive employee issues. Developing strong communication and conflict resolution skills is essential to overcome these hurdles.
Many People Operations Manager roles now offer remote or hybrid work options, particularly in tech and service industries. The feasibility depends on the company's culture and the specific responsibilities, as some aspects of the role, like employee relations or onboarding, might benefit from in-person interaction. Always clarify the work model during your job search.
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Assess your readinessManages specific HR processes such as benefits enrollment, leave management, or payroll processing support. Resolves routine employee inquiries and assists with HR program implementation. Contributes to improving HR workflows and data integrity. Works with moderate supervision.
Enhance expertise in specific HR domains like benefits administration, payroll support, or HRIS management. Develop problem-solving skills for employee relations issues. Improve process efficiency and data analysis capabilities. Begin to understand the 'why' behind HR policies.
Oversees daily People Operations functions, ensuring compliance and efficiency. Manages HR projects, implements new programs, and coaches junior team members. Serves as a primary point of contact for employee relations issues and policy interpretation. Operates with significant autonomy.
Develop leadership skills, including project management and cross-functional collaboration. Focus on optimizing HR processes for scalability and efficiency. Gain proficiency in HR analytics to inform decision-making. Understand business objectives and align HR initiatives accordingly.
Leads significant HR initiatives and projects with broad organizational impact. Manages complex employee relations cases and contributes to HR policy development. Provides strategic guidance on People Operations matters to departmental leaders. Often manages a small team of specialists or coordinators.
Focus on strategic HR planning, including workforce planning and organizational design. Develop advanced change management and communication strategies. Cultivate strong stakeholder management skills, particularly with leadership. Mentor and develop People Operations team members.
Establishes the strategic direction for People Operations, aligning it with overall business objectives. Oversees all HR systems, processes, and programs across the organization. Leads and develops the People Operations team, fostering a culture of excellence. Reports to executive leadership.
Develop executive-level communication and presentation skills. Focus on building HR strategies that directly support business growth and transformation. Master HR technology roadmapping and vendor management. Cultivate a strong external network for best practices and industry trends.
Sets the overall vision and strategy for the People function, including People Operations, Talent Acquisition, and HR Business Partnering. Advises the CEO and executive team on all people-related matters. Drives organizational effectiveness and employee experience initiatives. Manages multiple HR leaders.
Focus on organizational design, talent strategy, and cultural transformation at an executive level. Develop expertise in M&A HR integration and large-scale change leadership. Build strong relationships with the executive team and board of directors. Drive data-driven people strategies.
Serves as the most senior HR executive, responsible for all aspects of human capital strategy and execution. A key member of the executive leadership team, influencing overall business strategy. Drives organizational change, talent management, and culture. Accountable for the entire employee lifecycle experience.
Shape the long-term people strategy, ensuring it is a core driver of business success. Lead organizational culture and values. Champion diversity, equity, and inclusion at the highest level. Develop succession planning for key leadership roles. Engage with external stakeholders and the board.
Learn from experienced People Operations Managers who are actively working in the field. See their roles, skills, and insights.
Bulgaria75k-150k EUR
Senior HR leader and people operations executive with global HR, recruitment, and P&L experience.
United States90k-120k USD
People Ops / People Experience | ER, programs, HR ops | Remote-only
People Operations leader specializing in HRIS, payroll, benefits, and scalable employee experience.
Senior People Operations leader building compliant, scalable HR systems for growth-stage teams.
People Operations Specialist with 6+ years driving end-to-end employee lifecycle, HRIS accuracy, and remote-first culture.
People Operations & HR Systems manager driving HRIS, onboarding, and workforce analytics for distributed teams.
Ready to take the next step? Browse the latest People Operations Manager opportunities from top companies.
CA, FR + 1 moreEmployee count: 51-200
Ghana only
NL and CH only