Manager, People Operations will help build and strengthen the People Operations infrastructure supporting Frontline Road Safety, a Bain Capital portfolio company. This 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 key priority during the first year will be helping newly integrated companies become fully onboarded and aligned with Frontline's HR practices, systems, policies, and ways of working. The Manager will also lead work across onboarding, investigations, policy governance, workforce analytics, data quality, and continuous improvement.
This role is ideal for an experienced HR leader with a shared-services mentality who can build, teach, influence, and improve without adding unnecessary bureaucracy.
Key Responsibilities - People Operations: Develop and improve scalable HR processes across the employee lifecycle, including onboarding, employee changes, transfers, promotions, and offboarding.
- Post-Integration: Support newly integrated companies through their first year, helping HR teams and leaders adopt Frontline processes, systems, policies, and operating practices.
- Onboarding: Create a consistent and effective onboarding experience across the organization, from pre-hire preparation through early employee integration.
- Shared Services: Help define how HR services are delivered across HQ and local HR teams, including responsibilities, handoffs, service expectations, and escalation paths.
- Process Standardization: Identify gaps and inconsistencies and develop practical, repeatable processes that scale across operating companies.
- Policies and Governance: Support the development, implementation, communication, maintenance, and governance of HR policies, procedures, and standards.
- Investigations: Lead complex and sensitive workplace investigations and establish consistent documentation, tracking, and escalation practices.
- Legal and Compliance: Monitor employment-related risks and partner with HR leadership and Legal on matters requiring review or action.
- Metrics and Analytics: Develop actionable reporting across headcount, turnover, retention, onboarding, employee relations, and other workforce trends.
- Data Governance: Improve HR data quality, reporting consistency, and accountability so leaders can confidently use workforce information.
- HR Technology: Support effective adoption of Dayforce and other HR platforms by helping HR teams understand and use available tools and processes.
- Cross-HR Partnership: Work across HR, Talent Acquisition, Payroll, Benefits, Legal, Safety, Finance, and operations to improve service delivery and solve workforce challenges.
- Continuous Improvement: Identify opportunities to simplify, automate, or eliminate manual and inefficient HR processes.
Qualifications - 8+ years of progressive HR, People Operations, HR Operations, or related experience.
- 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 with the ability to translate workforce data into meaningful business insights.
- Experience working with HR technology and systems; Dayforce experience is preferred.
- Ability to train, guide, and influence HR teams and business leaders through change.
- Strong project execution, communication, judgment, and problem-solving skills.
- Bachelor's degree preferred.
- Ability to work onsite in Denver four days per week with one remote day and travel up to 25%.
Preferred Experience - 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 working 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.
What We're Looking For We're looking for someone who likes to build, improve, teach, and connect. The right person will be equally comfortable improving onboarding, conducting an investigation, analyzing turnover data, developing a policy, supporting an operating company through integration, or bringing several HR teams together around a common solution.
Most importantly, this person will bring a shared-services mentality. The goal is not to centralize everything. It is to give local HR teams better processes, clearer standards, stronger data, and the support they need to operate effectively.
COMPETITIVE PAY & BENEFITS- Competitive compensation ($110,000 - $140,000 annual + applicable bonus)
- Medical, dental, vision, and life insurance
- 401(k) with company match
