People Operations

• Serve as a primary point of contact for employees and leaders regarding workplace policies and programs
• Support the employee lifecycle, including onboarding, development, transfers, and separations
• Partner with Payroll to ensure accurate employee data and compliance
• Generate and analyze workforce metrics to support informed decision-making
• Assist leadership in implementing change management initiatives

People and Culture Generalist

• Coordinate all pre-boarding and onboarding activities for new hires
• Facilitate I-9 completion, employment verification, and background check administration
• Assist onboarding communications
• Maintain employee records and onboarding workflows within HiBob and other People systems
• Coordinate workstation assignments and onboarding logistics for office-based employees
• Ensure onboarding documentation is completed accurately and on time
• Support employee lifecycle events including status changes, promotions, transfers, and offboarding administration
• Maintain employee data integrity and confidentiality within HR systems.
• Process employee lifecycle transactions including hires, changes, leave administration support, and terminations.
• Support handbook administration, policy acknowledgments, and policy updates.
• Manage employment verifications and routine employee documentation requests.
• Maintain People & Culture SharePoint sites, forms, policies, and operational documentation.
• Partner with managers and employees to answer routine questions regarding policies, procedures, and People programs.
• Assist with benefits administration, compliance tracking, and employee communications.
• Support payroll and people-related audits through accurate documentation and reporting.
• Support administration of employee incentive programs, including participant communications, documentation updates, and employee status changes.
• Support compliance with federal, state, and local employment laws.
• Coordinate required compliance training programs and track completion.
• Maintain HRIS data accuracy and assist with HR system audits.
• Assist with reporting, workflow automation, and process improvements within People systems.
• Partner with People Operations leadership to maintain scalable and compliant People practices.
• Coordinate onsite interviews between candidates, recruiters, hiring managers, and interview panels
• Support candidate communications and scheduling logistics throughout the interview process
• Maintain candidate records within the Applicant Tracking System (ATS)
• Coordinate offer documentation, background checks, and onboarding handoffs
• Support recruiting metrics, reporting, and process documentation
• Administers referral bonus program
• Partner with the People Operations Analyst to deliver workforce, recruiting, and People Operations reporting, analytics, and insights.
• Drive data-informed decision-making through workforce analytics, reporting, and trend analysis.
• Improve People Operations processes, reporting capabilities, and infrastructure through automation, standardization, and continuous improvement.

People Operations Generalist

• Supports the selling, service, and operations of the store to achieve an engaging and inspiring environment.
• Acts as a brand ambassador and reflects the company values.
• Creates selling initiatives that enhance the customer experience.
• Guides the team to prioritize customer service and styling recommendations to drive metrics and achieve store goals.
• Participates as the manager-on-duty by driving engagement in each zone through communication, adaptability, and fostering a collaborative selling environment.
• Ensures omni-channel orders are processed timely and accurately.
• Leads with an inclusive and people-first philosophy.

Assistant Store Manager

• Serve as a strategic People Partner to leaders across an assigned portfolio of programs and departments, with accountability for driving the people agenda and talent strategy.
• Partner with leaders and the People Team to develop and execute people strategies related to performance management, organizational design, change management, employee engagement, and workforce planning.
• Deliver a seamless People Team experience by coordinating and influencing key partners across Talent Acquisition, Total Rewards, People Operations, and Employee Experience to meet business and employee needs.
• Coach and advise leaders to strengthen team effectiveness, leadership capability, and organizational performance.
• Lead annual compensation, performance review, and talent planning processes, while supporting engagement, diversity, equity, and inclusion (DEI) goals and other people-related initiatives.
• Partner with People Team experts to design and implement DEI strategies, programs, metrics, and solutions that advance an inclusive workplace.
• Translate organizational strategy into talent plans by identifying future workforce needs and partnering with leaders to attract, develop, retain, and deploy talent.
• Proactively assess organizational needs and lead change initiatives that align team structures, talent, and capabilities with business priorities.
• Drive long-term organizational and talent strategies, including organizational design, leadership effectiveness, and change management efforts that improve impact and scalability.
• Leverage HR technology and people analytics to identify trends, inform decisions, and proactively address workforce challenges and opportunities.
• Monitor and improve key people metrics, including engagement, retention, diversity, inclusion, learning, and leadership effectiveness.
• Lead workforce planning efforts, partnering with leaders to forecast talent needs and align hiring and talent strategies with organizational objectives.
• Assist as needed with Recruitment.

Senior People Partner

• Design short and long-term talent strategies in areas such as strategic workforce planning, leader effectiveness, leadership capabilities, talent development, and succession planning, that drive the vision, strategy, and execution of HR functions in alignment with ClearChoice’s business objectives.
• Serve as an advisor to the President & CEO ClearChoice on all people related topics and issues.
• Lead and develop a high-performing team of HR leaders that drive employee engagement and workforce planning and development.
• Partner with talent acquisition leaders to align workforce planning and to drive hiring initiatives that meet the high hiring demands and constantly changing needs of the business.
• Work with talent management and learning leaders to develop, implement and track talent programs that include succession planning, Career Pathing and employee development.
• Lead the identification of objectives and key results for the People team and assess the team’s success based on these metrics.
• Lead the people change management processes to meets the constant evolution of business needs.
• Ensure HR policies and programs comply with all legal and regulatory requirements.
• Partner with cross-functional teams (IT, Field Team Leaders, Talent Acquisition, and other stakeholders) Collaborate with HR COE’s to develop and implement HR strategies and practices.
• Serve as a partner to the employee relations leaders and corporate legal teams to provide counsel on complex employee relations issues when necessary.
• Provide interpretation of company policies and procedures in relation to all people's disciplines; guide leaders in the administration of people's plans to ensure seamless execution of all programs.
• Use internal and external data to measure success: learn and improve; analyze trends and develop proactive actions to increase HR efficiency.

Vice President of People

• Lead our human resources function for ClearChoice
• Develop and execute a comprehensive human resources strategy
• Oversee a team of senior HR leaders focused on employee engagement
• Partner with talent acquisition leaders to align workforce planning
• Collaborate with cross-functional teams to align people strategies

• Acts as a brand representative reflective of the company values; drives the store experience on the sales floor through an energized pace
• Initiates conversation, shares advice and product knowledge to interact with the customer in every zone in a personalized, genuine way
• Utilizes technology to be well-informed on events and special offers in store and online to enhance the customer experience with an omni perspective
• Contributes to an inclusive and people-first philosophy by being positive, respectful and helpful to others
• Collaborates with peers and leadership, sharing ideas with the team and actively participating in daily meetings, store initiatives, and brand focuses
• Participates in the learning and sharing of product knowledge, current trends, and personal styling priorities to inspire the customer
• Maintains Free People’s visual and operational standards while keeping the focus on the customer
• Supports the shipment process to gain awareness of product including what’s new and what’s reship
• Adheres to store’s safety standards, inventory accuracy, reduction of product loss, and upholds all company policy and procedures to support the profitability of the store

Stylist

• Build engaged, community-powered editorial experiences
• Create serious-fun, expert-driven editorial and audience experiences that grow subscribers, increase newsletter engagement, and build loyal finance audiences
• Develop content informed by real practitioner insight, including interviews, contributor conversations, finance communities, surveys, Q&As, and social listening
• Help program and support webinars, livestreams, roundtables, podcasts, and editorial event experiences
• Repurpose editorial IP into newsletter blocks, social content, video clips, lead magnets, reports, and community assets
• Ensure editorial output reflects the publication’s tone, usefulness, authority, and audience relevance
• Continuously identify opportunities to increase audience participation, contribution, sharing, and return engagement
• Create insight-led decision-support content that performs
• Produce and improve decision-support formats such as benchmark reports, salary guides, AI reports, workflow roundups, expert interviews, surveys, member exclusives, and lead magnets
• Expand audience reach, relationships, and distribution

Senior Editor

• Conduct market compensation benchmarking and competitive pay analysis
• Support compensation planning, job architecture, leveling, and salary structure administration
• Analyze internal and external compensation trends and provide recommendations
• Support annual compensation review processes and pay equity analysis
• Maintain compensation data integrity and reporting
• Track and maintain Long-Term Incentive Plan (LTIP) participant data and vesting schedules
• Support LTIP reporting, forecasting, and executive-level analysis
• Administer and analyze bonus tracking and repayment programs
• Conduct employee benefits surveys and market benchmarking
• Analyze benefits utilization, participation, and cost trends
• Develop and maintain headcount dashboards and workforce reports
• Analyze hiring, attrition, retention, and organizational trends
• Ensure accuracy and integrity of People data across systems
• Build recurring reports and dashboards for leadership and the People team

People Operations Analyst

• Partner with executive leadership to align people strategy with business goals and support organizational growth.
• Lead key people programs, including performance management, employee development, engagement, retention, and succession planning.
• Drive workforce planning, organizational design, and talent strategies to support current and future business needs.
• Oversee day-to-day office operations and employee experience initiatives for the Denver office.
• Coach and support managers on leadership, employee development, organizational effectiveness, and change management.
• Lead compensation, benefits, HR operations, compliance, and employee relations initiatives.
• Develop scalable people processes, programs, and policies that support a high-performing culture.
• Establish and track key people metrics to drive data-informed decisions and continuous improvement.
• Serve as a strategic partner to leaders across the business while helping scale and strengthen the People function.

Director, People Ops

• Act as a brand ambassador and reflect the company values; partner with the leadership team on the creation of an engaging visual experience that appeals to the FP customer
• Create selling initiatives that enhance the customer experience; encourage the team to build lasting relationships through personalized service, product recommendations, and connecting with the customer in an authentic way
• Deliver a seamless, omni-channel shopping and event experience through understanding and utilization of MPOS, POS, and customer service applications
• Guide the team to prioritize customer service and styling recommendations to drive metrics and achieve store goals; provide employees with timely and specific feedback to create a culture of action and accountability
• Participate as the manager-on-duty by driving engagement in each zone through communication, adaptability, and fostering a collaborative selling environment; exhibit strong decision-making and multi-tasking capabilities
• Support the Store Manager in recruiting, hiring, and retaining top talent to build bench for the store; facilitate thoughtful onboarding for all new hires to drive a strong brand, customer and store connection
• Sustain daily operating standards by taking an active role in assessing sales forecasting and supporting scheduling and payroll to ensure an effective daily zone chart
• Utilize company tools to analyze business opportunities within product placement, outfitting, and stock levels
• Collaborate with key partners to effectively execute shipment processing, restocking, and placement of product while maintaining visual and display standards; ensure omni-channel orders are processed timely and accurately
• Adhere to store’s safety standards, inventory accuracy, reduction of product loss, and uphold all company policy and procedures to support the profitability of the store
• Lead with an inclusive and people-first philosophy; engage employees at all levels to encourage open dialogue, reinforce follow through, and ensure that the store team is heard and supported
• Stay current and respond to interoffice communication while ensuring important company information reaches all levels of the team; facilitate the sharing of product knowledge, current trends, visual priorities, and brand messaging through daily meetings with the team
• Provide global insight related to the customer experience regarding product and presentation and share feedback with the Store Manager
• Embrace a culture of development by protecting time with direct reports; proactive in setting goals and delivering feedback for team's personal growth

• Play a key role in shaping a high-performance, people-first culture.
• Serve as a trusted coach to field leadership.
• Champion strategies that retain employees and enhance employee experience.
• Partner with recruiting to elevate hiring processes.

Senior People Manager

• Partner with People Practices Leader and People Practices Business Partner to provide best-in-class employee and candidate experiences.
• Serve as the first point of contact with employees and guide employees and managers to available tools and resources.
• Interpret and apply consistently People Practices processes, policies, and procedures.
• Partner with the Early Career Events Team where applicable for a Business Unit or a Large Project site to meet its outcomes for college recruitment, summer internship and builder development program rotations.
• Collaborate with Centers of Excellence and People Operations to deploy PP services and execute daily tasks that are required to be completed at a local level, including but not limited to: training program logistics, new hire orientation, technology support, and local people practices events planning and coordination.
• Apply basic knowledge of employee relations to support a positive and inclusive workplace culture. Refer employees and coaches to Workplace Services Team or the appropriate service channel for more complex matters (ej. Leave of absence, benefit changes, employee relations matters).
• Responsible for the successful implementation of the company-wide onboarding process, plus local adaptations given project needs.
• Organize People Practices events and meaningful connection points for employees, inclusive of but not limited to: Employee Lunches, Celebrations, Safety Trainings, Mental Health Awareness, Employee Boot Program, and Construction Inclusion Week.
• Administer employee engagement, diversity & inclusion and retention programs.
• Partner with the Business Partner to ensure a most admired employee experience(s) with a focus on equity and inclusion within the employee lifecycle spanning onboarding, employee development, within the coach/manager relationship and across the team environment.
• Facilitate a 30/60/90-day check-in process with new employees and their coach(es).
• Responsible for the tactical aspects of employee off-boarding, such as retrieving DPR technology assets, cell phone, purchasing card, and ensuring current contact information in Workday on last day of employment.
• Business Unit or Large Project PP Advisor is expected to be full-time in the office or present at a job site. This role is 100% On-Site Candidate can be based in any location that DPR Construction has an office. Weekly travel to project location in Monroe, LA. is required.

People Practices Advisor – Meta Project

• Own day-to-day administration, maintenance, and optimization of People systems, with a focus on HRIS health, automation, workflow reliability, permissions, documentation, and data accuracy
• Evaluate and apply AI tools within the existing tech stack where appropriate, and recommend new solutions to streamline People Operations workflows, reduce manual work, and improve quality
• Maintain our compensation structure through benchmarking, performing audits, reconciliations, data validation, and performance cycle readiness; partner with the Chief People Officer on compensation philosophy, strategy and design
• Build and maintain recurring audits and controls across employee and contractor data, system fields, and downstream integrations to ensure information is accurate, compliant, and working as expected
• Partner closely with Accounting, Finance, Recruiting, IT, and other cross-functional stakeholders to support clean handoffs, accurate people data, and reliable operational workflows
• Run and support recurring People Operations deliverables such as performance review administration, engagement survey operations, reporting support, and related collateral
• Produce clear reporting and analyses for People leaders, especially in areas related to compensation, headcount, and workforce data
• Troubleshoot system and workflow issues, identify root causes, and proactively recommend fixes or process improvements
• Support operational projects and process improvements with strong organization, documentation, follow-through, and attention to detail

People Systems & Operations Analyst

• Serve as a trusted point of contact for employee relations matters, workplace concerns, and conflict resolution, applying sound judgment, empathy, and discretion.
• Conduct and support employee relations investigations, including concerns related to workplace conduct, harassment, discrimination, and policy violations; gather documentation, conduct interviews, summarize findings, and prepare recommendations.
• Coach managers through difficult conversations, performance concerns, and corrective action, ensuring consistent and fair application of policy.
• Maintain accurate, confidential employee relations documentation and partner with People & Culture leadership and legal counsel on complex or escalated matters.
• Identify patterns and root causes from employee relations activity and recommend policy, training, or process improvements.
• Manage the engagement survey lifecycle, including pulse surveys, annual engagement surveys, and stay and exit interviews, and translate findings into clear, prioritized action plans with leaders.
• Manage key employee lifecycle touchpoints, including onboarding, first-90-day check-ins, internal transitions, and offboarding, to ensure consistent and positive employee experience.
• Design and run recognition, milestone, and connection programs that reinforce our values and strengthen community across a distributed workforce.
• Serve as the People & Culture partner to Employee Resource Groups (ERGs), supporting group leaders with structure, programming, budget guidance, and connection to broader organizational initiatives.
• Build and deliver manager enablement content and facilitate workshops, listening sessions, and team-effectiveness conversations that strengthen leadership capability and collaboration across teams.

People Operations jobs in Colorado

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People and Culture Generalist

People Operations Generalist

Assistant Store Manager

Senior People Partner

Vice President of People

Vice President of People

Stylist

Senior Editor

People Operations Analyst

Director, People Ops

Assistant Store Manager

Senior People Manager

People Practices Advisor – Meta Project

People Systems & Operations Analyst

People & Culture Business Partner