Manager, People Operations

About DAT

DAT is an award-winning employer of choice and a next-generation SaaS technology company that has been at the leading edge of innovation in transportation supply chain logistics for 45 years. We continue to transform the industry year over year, by deploying a suite of software solutions to millions of customers every day - customers who depend on DAT for the most relevant data and most accurate insights to help them make smarter business decisions and run their companies more profitably. We operate the largest marketplace of its kind in North America, with 400 million freights posted in 2022, and a database of $150 billion of annual global shipment market transaction data. Our headquarters are in Denver, CO, and Beaverton, OR, with additional offices in Seattle, WA; Springfield, MO; and Bangalore, India. For additional information, see www.DAT.com/company

Job Application Deadline: 11/1/2025

Position Overview
As Manager, People Operations at DAT, you'll lead strategic HR initiatives that enhance teammate experiences and drive operational excellence across our growing organization. Reporting to the Director of Talent Operations, you'll spearhead process improvements, modernizing ways of working, policy development, and cross-functional projects that scale our people operations efficiently while ensuring compliance and data integrity.

You'll combine strategic thinking with hands-on analytics to optimize HR processes, lead transformational projects, and collaborate with senior leadership on initiatives that support DAT's rapid growth. Your role spans process innovation, change management, data analysis, and ensuring seamless experiences across onboarding, performance management, and career development.

Strategic Operations & Process Innovation

• Design and implement scalable HR processes that enhance teammate experience and operational efficiency
• Develop & deliver AI driven solutions to enable employees to find the information they need with ease, and improve ways of working
• Spearhead change management for the People team, ensuring successful adoption of new systems, automations, and process improvements in collaboration with key stakeholders.
• Continuously audit and refine HR processes, ensuring our documentation and systems remain compliant and aligned with a modern, self-service approach.

Analytics & Data-Driven Insights

• Build executive dashboards using Excel, Tableau, or Power BI to drive strategic decision-making
• Analyze workforce metrics including retention trends, hiring efficiency, compensation equity, and employee engagement
• Partner with HR team on UKG, Greenhouse, and Radford system optimization and reporting enhancements
• Ensure data accuracy and governance across all HR analytics and reporting initiatives

Strategic Projects & Cross-Functional Leadership

• Lead complex initiatives including performance management enhancements and M&A integration
• Collaborate with IT, Legal, Finance, and business leadership on compliance, system integration, and strategic projects
• Create comprehensive change management strategies that drive adoption of new processes and technologies

Experience & Education

• 6-8 years progressive HR operations experience with proven track record of process improvement and project leadership
• Experience in high-growth SaaS/technology environments preferred
• Demonstrated examples of implementing AI driven process improvements
• Strong project management skills with experience managing multiple complex initiatives

Analytics & Technical Proficiency

• Advanced Excel proficiency including pivot tables, complex formulas, and data visualization
• Experience with BI tools (Tableau, Power BI, or similar) for dashboard creation and reporting
• Understanding of HRIS architecture, system integrations, and data governance principles
• Strong analytical skills with ability to interpret complex HR data and identify actionable insights

Strategic & Core Competencies

• Excellent communication and presentation skills for executive audiences
• Change management expertise with ability to drive adoption across organizations
• Strategic thinking with strong execution capabilities and attention to detail
• Ability to translate complex concepts and influence stakeholders at all levels

• HRIS system experience
• Analytics certifications (Tableau, Power BI, Advanced Excel)
• Change management or project management certifications (Prosci, PMP, Agile)
• M&A integration or organizational restructuring experience
• Experience scaling HR operations in high-growth technology companies

• • Drive meaningful process improvements that directly impact teammate experience
  • Work with cutting-edge HR technology and advanced analytics
  • Partner with senior leadership on strategic organizational initiatives
  • Lead transformational projects in a fast-paced, innovative environment
  • Opportunity for significant professional growth and career development

For Colorado-based candidates, in compliance with the Colorado Equal Pay for Equal Work Act, the salary range for this role is $130,000 - $161,000. DAT considers factors such as scope and responsibilities of the position, candidate's work experience, education and training, core skills, internal equity, and market and business elements when extending an offer.

DAT embraces the value of a diverse workforce, and believes it is a core strength of our company that we encourage those values in every DAT employee, at every level of our organization, regardless of tenure or rank. We provide equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state, and local laws.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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