Manager, People Operations

Frontline Road Safety•Denver, CO

18d•$110,000 - $140,000•Hybrid

About The Position

The Manager, People Operations will build and strengthen the People Operations infrastructure supporting Frontline Road Safety. The role will create consistent processes, trusted workforce data, effective governance, and scalable HR services while maintaining strong partnerships with local HR teams and operating companies. A first-year priority is helping newly integrated companies become fully onboarded and aligned with Frontline’s HR practices, systems, policies, and ways of working. The manager will lead work across onboarding, investigations, policy governance, workforce analytics, data quality, and continuous improvement. The role is suited to an experienced HR leader with a shared-services mentality who can build, teach, influence, and improve without adding unnecessary bureaucracy. The position supports HR service delivery across headquarters and local teams, including process responsibilities, handoffs, service expectations, and escalation paths. It works closely with HR, Talent Acquisition, Payroll, Benefits, Legal, Safety, Finance, and operations. The role is based onsite in Denver four days per week, with one remote day, and requires travel up to 25%.

Requirements

At least 8 years of progressive HR, People Operations, HR Operations, or related experience.
At least 2 years of HR leadership experience, including leadership of people, programs, projects, or cross-functional initiatives.
Experience supporting multiple locations, operating companies, or business units.
Strong employee relations and workplace investigation experience.
Experience developing, improving, and standardizing HR processes and policies.
Experience supporting organizational change, integration, or transformation.
Strong analytical skills and ability to translate workforce data into meaningful business insights.
Experience working with HR technology and systems.
Ability to train, guide, and influence HR teams and business leaders through change.
Strong project execution, communication, judgment, and problem-solving skills.
Ability to work onsite in Denver four days per week, with one remote day, and travel up to 25%.

Nice To Haves

Dayforce experience.
Bachelor’s degree.
Project management experience, particularly with cross-functional HR, integration, or process-improvement initiatives.
Experience using AI, automation, or emerging technology to improve HR processes, analytics, or employee support.
Experience supporting mergers, acquisitions, and post-acquisition integration.
Experience within a private-equity-backed, high-growth, or acquisitive organization.
Industry experience in construction, infrastructure, transportation, industrial services, manufacturing, skilled trades, or another field-based environment.
Experience supporting unionized workforces.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

Responsibilities

Develop and improve scalable HR processes across the employee lifecycle, including onboarding, employee changes, transfers, promotions, and offboarding.
Support newly integrated companies through their first year, helping HR teams and leaders adopt Frontline processes, systems, policies, and operating practices.
Create a consistent onboarding experience from pre-hire preparation through early employee integration.
Help define HR service delivery across headquarters and local HR teams, including responsibilities, handoffs, service expectations, and escalation paths.
Identify process gaps and inconsistencies and develop practical, repeatable processes that scale across operating companies.
Support the development, implementation, communication, maintenance, and governance of HR policies, procedures, and standards.
Lead complex and sensitive workplace investigations and establish consistent documentation, tracking, and escalation practices.
Monitor employment-related risks and partner with HR leadership and Legal on matters requiring review or action.
Develop actionable reporting on headcount, turnover, retention, onboarding, employee relations, and other workforce trends.
Improve HR data quality, reporting consistency, and accountability so leaders can use workforce information confidently.
Support effective adoption of Dayforce and other HR platforms by helping HR teams understand and use available tools and processes.
Partner across HR, Talent Acquisition, Payroll, Benefits, Legal, Safety, Finance, and operations to improve service delivery and solve workforce challenges.
Identify opportunities to simplify, automate, or eliminate manual and inefficient HR processes.
Train, guide, and influence HR teams and business leaders through change.