About Deeply Digital

Deeply Digital, LLC is a communications, construction, and consulting company in Montrose, Colorado serving the entire western slope. Its sister company, Clearnetworx, provides ISP services to the surrounding region. Our entire team represents the company on the front lines, and all members work as a team to fulfill the needs of our customers. The Excavation Support person is a laborer who performs a variety of manual tasks outdoors in all weather conditions; including digging, laying conduit, helping with machinery, etc. This is all done while working in a safe and effective manner.

Deeply Digital's outside plant focuses primarily on placing underground and aerial fiber for telecommunications. Its services include line, coaxial, and optical fiber cable placement, splicing, and home installation.

Our company is an equal employment opportunity employer. All staff must be insurable and bondable.

About the Role

We are looking for a highly organized, relational, and driven People Operations & Development Specialist to help turn our people, leadership, and training priorities into programs that actually happen.

This is not a traditional HR Generalist position. This role sits at the intersection of People Operations, leadership development, employee development, training, performance processes, and manager accountability.

You will work closely with our VP of Personnel, company leadership, managers, and subject-matter experts to build and drive the systems that help our people and leaders grow.

You won't be expected to make every Personnel decision or personally teach every training class. You will be expected to make sure the process works, the right people are involved, deadlines don't disappear, managers follow through, training happens, records are accurate, and programs continue moving.

People Operations & Performance

• Drive performance-management processes, including PIPs, attendance processes, employee check-ins, and quarterly/annual reviews.
• Keep managers informed of required steps, deadlines, documentation, and follow-up.
• Monitor active processes and identify where things are stalled or incomplete.
• Create consistent accountability around our expectation that managers actively lead and develop their people.
• Escalate situations requiring Personnel judgment or employment decisions to the VP of Personnel.

Leadership & Manager Development

• Turn company leadership priorities into structured development programs.
• Coordinate leadership and manager training.
• Research training programs, curricula, speakers, tools, and development resources.
• Organize schedules, assignments, testing, evaluations, and follow-up.
• Track participation and development commitments.

Company Training

You do not need to be the technical expert in every department. Your job is to make sure the right expert is involved and the training actually happens.

• Build and maintain a company-wide training structure.
• Work with department leaders and subject-matter experts to identify operational and technical training needs.
• Ensure training has a clear owner, audience, schedule, completion standard, and follow-up process.
• Coordinate leadership, manager, operational, and employee training programs.
• Track completion, testing, certifications, renewals, and outstanding requirements.
• Identify training gaps and programs that are not moving forward.

Employee Development & Succession

• Administer employee-development programs and track development commitments.
• Help managers follow through on established development plans.
• Administer the succession-planning process.
• Maintain visibility into development progress for identified future leaders and critical positions.

Workforce & Personnel Programs

• Oversee the accuracy and usefulness of headcount information.
• Drive turnover and exit-interview reporting.
• Oversee job-description administration.
• Drive approved promotion processes through completion.
• Administer established bonus and performance-tracking cycles.
• Provide leadership with accurate, useful workforce information.

Build Better Systems

We want someone who enjoys helping build better ways of doing things.

• Stand up new Personnel and training programs.
• Build repeatable workflows.
• Improve tracking and reporting.
• Identify processes that aren't working.
• Help develop Personnel apps, dashboards, and systems.
• Turn good ideas into processes people can actually use.

Lead the Administrative Process

You will be supported by a People Operations Assistant who handles much of the scheduling, document preparation, data entry, record maintenance, reminders, and routine administrative follow-up.

Your job is to provide direction, establish priorities, ensure accuracy, and remain accountable for the programs themselves.

What This Role Is NOT

Those decisions remain with the appropriate managers, executives, subject-matter experts, and VP of Personnel.

• Make termination or disciplinary decisions independently.
• Determine whether someone should receive a PIP.
• Determine compensation or bonus awards.
• Select succession candidates.
• Replace managers in leading their employees.
• Personally deliver every training program.
• Be the technical expert for every department.

What We're Looking For

Experience in Human Resources, People Operations, Learning & Development, Training, Organizational Development, Project Management, or a related field is valuable. More important than the perfect title on your résumé is demonstrating that you can organize complicated work, drive programs forward, communicate with leaders, and consistently finish what you start.

• Exceptional organization and follow-through.
• Ability to manage multiple programs and deadlines.
• Comfort following up with managers and respectfully holding people accountable.
• Clear, professional communication.
• Ability to build systems and improve processes.
• Comfort with technology, apps, spreadsheets, HR systems, and reporting.
• Appropriate handling of confidential information.
• Good judgment about when to escalate.

What Success Looks Like

Training happens. Managers follow through. Employee reviews happen. Development plans don't disappear into a folder. Personnel processes are consistent. Deadlines are visible. Records are accurate. Leadership knows what is happening.

Our people programs continue moving without the VP of Personnel personally chasing every step.