Director, People Operations

Position Summary Director, People Operations Amerit Fleet Solutions, one of the leading fleet maintenance companies in North America, is seeking an experienced, inspired, and mission-driven leader to join our growing People team. Position Overview The Director, People Operations leads the operational foundation of the People function at scale, owning the execution and continuous improvement of service delivery, intake governance, systems, process discipline, compliance operations, employee lifecycle processes, HR data integrity, vendor governance, and operational reporting. Reporting to the AVP of People Operations, this role translates the broader People Operations strategy into scalable operating models, standards, workflows, metrics, and team execution. The Director leads the HR Support group, HRIS, and Enablement ensuring these functions operate as an integrated, well-governed organization. This is a People Operations leadership role that combines operational design with disciplined execution. The Director brings rigor to service delivery, employee lifecycle administration, HRIS controls, process documentation, project tracking, compliance readiness, vendor performance, and operational cadence. Success requires strong operational judgment, sound risk awareness, the ability to lead through ambiguity, and a demonstrated track record of building teams, systems, and processes that scale with business growth. Compensation: Competitive Pay -Paid weekly, every Friday! Salary Range: $165,000-190,000 depending on experience with a bonus potential. Location : Hybrid Role – Charlotte, NC The benefits of belonging – what’s in it for you? Competitive salary pay – paid weekly, every Friday Full benefits within 30 days Medical, dental, vision, prescription drug coverage, life insurance, disability insurance 401(k) match program Paid vacation, holidays, and sick time Commitment to your safety through boot and prescription safety glasses reimbursement Career and learning development with an extensive training program through our Amerit University Employee referral program, up to $500 bonus ASE certification program with fee reimbursement and bonus Employee recognition platform that includes opportunities to redeem points for merchandise Employee Assistance Program (EAP) 24/7 nurse triage line Employee discounts on cell phone service and entertainment tickets Employee resource groups (ERGs) that foster inclusion Wellness and fitness programs through our providers Key Responsibilities People Operations Service Delivery Operationalize the People Operations service model, ensuring timely, accurate, consistent, and employee-centered support for employees and managers. Establish and manage service delivery standards, ownership rules, escalation paths, response expectations, and quality controls. Ensure the HR Support team accurately and efficiently processes core HRIS transactions, including terminations, personnel change requests, job changes, status changes, manager changes, location changes, and related employee data updates. Own service delivery metrics at a functional level, including reporting, targets, trends, and insights that inform staffing, prioritization, and continuous improvement. Ensure employees and managers experience People Operations as accessible, reliable, clear, and responsive. Intake Governance & Work Prioritization Implement and enforce intake governance for how work enters the People function, including routing rules, prioritization criteria, ownership expectations, and escalation protocols. Create clarity around how employee, manager, and cross‑functional requests are received, assigned, tracked, resolved, and reported. Compliance Operations, Records & Policy Governance Partner with Legal, Payroll, Benefits, People Business Partners, Recruiting, and Operations to operationalize People‑related compliance requirements across the organization. Own process controls related to employment eligibility, personnel records, required documentation, policy acknowledgments, compliance‑related workflow execution, and audit readiness. Maintain operational governance over personnel records, document retention processes, and employee data documentation standards. Support the rollout and administration of People policies, handbook updates, employee acknowledgments, and process changes in partnership with Legal and People leadership. Identify compliance, data, documentation, and process risks within People Operations and drive timely mitigation plans. Process Excellence, Documentation & Operational Cadence Own process documentation across People Operations, ensuring SOPs are accurate, current, accessible, consistently applied, and built to scale. Establish governance for process ownership, version control, process updates, documentation standards, and change communication. Manage the operational cadence for People Operations, including reporting rhythms, team reviews, leadership updates, governance checkpoints, and accountability mechanisms. Use root‑cause analysis, workflow mapping, service trends, and stakeholder feedback to close process gaps, reduce rework, and improve the employee and manager experience. Build scalable practices that support business growth, geographic complexity, and increasing workforce size. People Operations Analytics & Portfolio Visibility Develop and maintain operational dashboards and reporting that provide visibility into service delivery, onboarding, lifecycle transactions, data quality, compliance completion, process cycle times, workload, and workforce movement. Translate People Operations data into actionable insights that support staffing decisions, prioritization, risk management, process improvement, and leadership decision‑making. Maintain portfolio‑level visibility of People Operations initiatives, including project status, owners, milestones, risks, dependencies, and required decisions. Deliver clear, executive‑ready updates that surface risks, tradeoffs, resource needs, and decisions proactively. Lead cross‑functional coordination with IT, Payroll, HRIS, Finance, Legal, Benefits, Talent Acquisition, Operations, and other stakeholders to keep initiatives aligned to business priorities. Vendor & Employee Experience Governance Monitor workload, capacity, service trends, and recurring issues to identify opportunities for process improvement, automation, self‑service, or training. Partner with People leadership and cross‑functional stakeholders to ensure work is prioritized deliberately and aligned to business needs, compliance requirements, and employee experience priorities. Employee Lifecycle Operations Own core People Operations processes across the employee lifecycle, including onboarding, employee data changes, transfers, promotions, manager changes, location changes, employment status changes, leaves, rehires, employment verification, personnel records, and offboarding. Ensure lifecycle processes are accurate, compliant, well‑documented, scalable, and integrated across HRIS, Payroll, Benefits, IT, Recruiting, Finance, Operations, and other key stakeholders. HR Support & Employee Experience Lead the HR Support group and own the employee experience from offer acceptance through integration into the employee lifecycle. Ensure onboarding processes are accurate, compliant, well‑documented, consistently executed, and integrated with Recruiting, HRIS, Payroll, Benefits, Operations, and IT. Oversee pre‑boarding activities, new‑hire documentation, system setup coordination, employment eligibility processes, and handoffs to managers and business teams. Drive improvements that reduce onboarding errors, improve employee readiness, strengthen manager preparedness, and prevent downstream data issues. Establish onboarding metrics and reporting, including completion rates, error rates, cycle times, data accuracy, and new‑hire experience feedback. HRIS, Data Integrity & HR Technology Oversee the HRIS function and the integrity of core people data in PeopleSoft as the source of truth for downstream systems and reporting. Ensure employee data accuracy, reporting reliability, audit readiness, and appropriate data governance across People Operations processes. Sponsor automation, workflow improvement, and data‑quality initiatives that reduce manual work, improve accuracy, and increase scalability. Partner with IT, Payroll, Finance, Benefits, and other stakeholders to ensure HRIS workflows, integrations, permissions, and system outputs support business and compliance needs. Support the HR technology roadmap by identifying opportunities to improve tools, workflows, reporting, self‑service, and employee/manager usability. Monitor vendor service levels, issue resolution, data quality, contract performance, and opportunities for optimization. Improve the ease, consistency, and responsiveness of People Operations support for employees and managers. Develop scalable self‑service resources, manager guidance, knowledge content, process guides, templates, and communication practices that reduce confusion and improve adoption. Partner with field and operations leaders to ensure People Operations processes work effectively for distributed teams and operational environments. Leadership & Team Development Build, develop, and lead a multi‑team People Operations organization spanning HR Support, Enablement, HRIS, and related support functions. Set clear expectations, ownership, decision rights, and accountability across teams. Coach and develop leaders and team members to strengthen operational judgment, service orientation, process discipline, data accuracy, and problem‑solving capability. Foster a culture of service, rigor, confidentiality, collaboration, accountability, and continuous improvement. Serve as a strategic partner to the AVP of People Operations and broader People leadership team by providing operational insight, risk visibility, recommendations, and execution leadership. Qualifications & Experience Bachelor’s degree required, or equivalent professional experience; advanced degree preferred. 8–12 years of progressive experience in People Operations, HR Operations, HR Shared Services, HRIS, or related HR leadership roles. Significant people‑leadership experience across multiple teams, functions, or workstreams. Proven track record owning service delivery, operational governance, systems, process improvement, and employee lifecycle operations at scale. Experience supporting a geographically distributed, multi‑state workforce preferred. Deep experience with HRIS platforms; PeopleSoft experience strongly preferred. Experience with service‑management tools, workflow automation, reporting, analytics, and HR technology optimization. Strong understanding of HR operations compliance, employee records, employment documentation, policy administration, and audit readiness. Demonstrated ability to build scalable processes, improve service delivery, and reduce operational risk in a growing organization. Strong project and portfolio management capability, including the ability to manage competing priorities, dependencies, risks, and cross‑functional stakeholders. Excellent communication skills, including the ability to produce executive‑ready written and verbal materials. Strong analytical skills with the ability to translate data into operational insights and practical recommendations. Demonstrated ability to exercise discretion, sound judgment, and confidentiality on highly sensitive employee and business matters. Strong operational judgment with the ability to lead through ambiguity, change, and growth. Service‑oriented leadership style with a commitment to employee experience, manager enablement, fairness, and operational excellence. What Success Looks Like People Operations runs as an integrated, well‑governed function with clear intake, service delivery standards, escalation paths, ownership, and operational cadence. Service delivery is measured against a meaningful framework and improves over time through data, process discipline, and continuous improvement. Employees and managers experience People Operations as responsive, consistent, clear, and easy to navigate. Onboarding is accurate, compliant, timely, and delivers a strong new‑hire experience with clean downstream data. Employee lifecycle processes are well‑documented, consistently executed, compliant, and integrated across HRIS, Payroll, Benefits, IT, Recruiting, Finance, and Operations. PeopleSoft data is accurate, reliable, secure, and trusted as the source of truth for downstream systems and reporting. Leadership has portfolio‑level visibility into People Operations initiatives, risks, milestones, dependencies, and decisions. Compliance‑related processes, records, acknowledgments, and documentation are audit‑ready and consistently governed. Vendors supporting People Operations are actively managed for service quality, issue resolution, compliance, and value. The People Operations teams are cohesive, accountable, well‑led, and set up to scale with the business. Core Competencies Operational excellence Service delivery leadership HRIS and data governance Process design and continuous improvement Compliance and risk awareness Employee and manager experience orientation Cross‑functional partnership Project and portfolio management Executive communication People leadership and team development Confidentiality and sound judgment Change leadership Scalable systems thinking #J-18808-Ljbffr