• Manage internal tools, accounts, documents, calendars, hiring systems, and team processes. • Keep employee, contractor, HR, payroll, leave, and policy records organized and up to date. • Coordinate onboarding and offboarding, including documents, tool access, introductions, training materials, and access removal. • Create and maintain simple documentation, checklists, SOPs, onboarding guides, and internal process notes. • Manage tool access across Google Workspace, Slack, Notion, Airtable, GitHub, Figma, HubSpot, Stripe, password managers, AI tools, and other software. • Support team members, candidates, founders, and external partners with scheduling, follow-ups, admin tasks, and coordination. • Use AI tools to draft documentation, summarize information, create templates, and improve recurring workflows. • Stay flexible and take on additional responsibilities as the role and company needs evolve.

• Oversee development and implementation of analytics frameworks for workforce data. • Quantify and forecast trends in employee engagement and talent management metrics. • Partner with cross-functional teams for actionable data insights. • Lead HR analysts and collaborate with leadership on employee experience and performance initiatives. • Drive change management for organizational transformation initiatives.

• Partner closely with APJ leaders and managers to drive organizational effectiveness, team health, and strong performance. • Bring a thoughtful people lens to leadership decisions including team design, performance management, and talent development. • Act as a trusted partner to leaders navigating complex employee situations and evolving organizational needs. • Serve as the regional point of contact for employment practices and compliance across APJ. • Partner with Legal and external advisors to ensure alignment with local employment laws and regulatory requirements. • Ensure global people programs and policies are appropriately implemented and adapted to local requirements where needed. • Own key People Operations processes across APJ, ensuring regional execution aligns with global standards while meeting local requirements. • Lead the regional execution of core people programs, including performance cycles, compensation processes, and talent initiatives. • Identify opportunities to improve the scalability and effectiveness of regional people processes. • Support the operational needs of the region including vendor coordination, documentation practices, and local employment process management where applicable. • Act as the bridge between APJ and the global People organization, bringing regional insight into company-wide initiatives. • Collaborate closely with cross-functional partners including Legal, Finance, and leadership teams. • Ensure APJ perspectives are incorporated into global people strategies and programs.

Role Description The Director, People Integration & Enablement will lead Amerit's People workstream for acquisitions from early diligence through Day 1, post-close stabilization, and business-as-usual handoff. This role will build the integration playbook, lead cross-functional HR deal pods, identify human capital risks and opportunities, and ensure acquired employees and leaders experience a clear, compliant, and practical transition into Amerit. This is a strategic operator role for someone who can create structure in ambiguity, lead through influence, translate enterprise People processes into the realities of a field-based workforce, and make every integration faster and better than the last. Essential Duties & Responsibilities - Lead People integration and governance - Serve as the primary People integration lead for assigned acquisitions, managing timelines, milestones, owners, risks, decisions, and executive updates. - Stand up and lead cross-functional integration pods across HRIS, Payroll, Benefits, Compliance, People Relations, L&D, People Operations, People Business Partners, Legal, Finance, IT, Safety, Operations, and acquired-company leaders. - Define the governance model, meeting cadence, escalation path, deal-tiering approach, decision rights, and post-integration lessons-learned process. - Own HR diligence and human capital risk assessment - Lead HR diligence, including data requests, workforce analysis, organizational structure, compensation, benefits, payroll, timekeeping, HR systems, policies, employee relations matters, leaves, contracts, and employment compliance. - Partner with Legal, Finance, Payroll, Benefits, Compliance, Operations, and Corporate Development to identify workforce liabilities, cultural risks, transition complexity, retention needs, and mitigation plans. - Translate diligence findings into clear recommendations, integration assumptions, required decisions, and Day 1 readiness requirements. - Drive Day 1 readiness and employee experience - Own the People Day 1 readiness plan so acquired employees know what is changing, what is not changing, what actions they need to take, and where to get help. - Coordinate readiness across payroll, HRIS, benefits, onboarding, employee support, policy communication, manager enablement, compliance requirements, and system access. - Create employee FAQs, manager talking points, transition guides, issue-routing processes, office hours, pulse checks, and feedback loops to monitor and improve the employee experience. - Enable operations, talent, and culture integration - Partner with Operations and PBPs to translate People processes into practical field execution for technicians, supervisors, dispatchers, managers, and site leaders. - Support talent mapping, org design, reporting-line transitions, leadership alignment, culture assessment, critical-role identification, and retention planning. - Activate field integration champions and partner with Learning & Development on manager enablement, culture onboarding, and change adoption. - Build a scalable People integration engine - Create and maintain reusable tools, including HR diligence checklists, integration project plans, Day 1 readiness trackers, payroll/benefits/HRIS trackers, compliance risk logs, talent dashboards, manager guides, employee communications, and retrospective templates. - Continuously improve the playbook after each deal so integrations become less dependent on ad hoc effort and more consistent, efficient, and measurable. What Success Looks Like - Every acquisition has a documented People integration plan, risk log, owner map, and executive-ready status update. - HR diligence is completed for applicable acquisitions and key workforce, compliance, payroll, benefits, talent, and culture risks are surfaced early. - Day 1 milestones are completed on time, with minimal first-paycheck, benefits, system-access, or employee-support issues. - Critical talent and leadership risks are tracked, field leaders feel equipped to support acquired employees, and employee questions are resolved within agreed service expectations. - Lessons learned are captured after each integration and used to improve tools, timelines, governance, and employee experience. Qualifications - 8+ years of progressive HR, People Operations, HRBP, HR transformation, HR PMO, or M&A integration experience. - Experience supporting distributed, field-based, hourly, operational, or multi-site workforces. - Broad HR fluency across HRIS, payroll, benefits, compliance, employee relations, onboarding, talent, communications, and change management. - Proven ability to lead complex, cross-functional projects through influence in a matrixed environment. - Strong project management, risk tracking, executive reporting, written communication, and employee-facing communication skills. - Ability to operate in fast-paced, ambiguous environments and travel across North America as needed. - Direct experience with M&A integration, post-merger integration, HR diligence, or acquisition-related HR transformation. - Experience with HRIS, payroll, benefits, timekeeping, or employee-data transitions. - Experience supporting multi-state, multi-site, or North American employee populations. - Experience in fleet services, field services, transportation, logistics, automotive, manufacturing, facilities, or another operationally intensive environment. - Experience with culture integration, organizational design, talent mapping, retention planning, or change management. Benefits - Full benefits within 30 days - Medical, dental, vision, prescription drug coverage, life insurance, disability insurance - 401(k) match program - Unlimited 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