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What's Next.

Key Outcomes and Responsibilities

HR Operations and Compliance

• Maintain an entity-by-entity responsibility matrix identifying hiring approvals, payroll ownership, benefits administration, employee concern contacts and employment decision authority. Maintain service expectations and a calendar of HR deadlines.
• Maintain accurate HRIS data and secure personnel records; manage onboarding, employment changes and offboarding, including documentation, employee communications and coordination of access removal.
• Maintain and administer approved handbooks, policies and manager guidance appropriate to each employer. Monitor applicable employment requirements and coordinate with counsel on wage and hour, classifications, leave, accommodations and sensitive employment actions.

Recruiting and Employee Development

• Manage recruiting for approved roles, including job descriptions, sourcing, structured interviews, reference checks and approved offers. Maintain a hiring tracker with salary budgets, interview stages, hiring managers and anticipated start dates; coordinate external recruiters as needed.
• Meet quarterly with company leaders to identify upcoming hires, critical skill gaps, staffing costs and roles needed to support growth; submit recommendations for leadership approval.
• Ensure each new hire has a designated manager, completed paperwork, system access and a role-specific training plan. Coordinate 30-, 60- and 90-day check-ins and partner with managers on development needs.
• Conduct onboarding check-ins and exit interviews, identify recurring employee concerns and recommend practical improvements to retention and the employee experience.

Payroll, Benefits and Employee Support

• Own payroll coordination and review across entities with finance, company teams and providers, including timekeeping, employee changes, deductions and timely issue resolution.
• Administer benefits enrollment, renewals, employee communications, leave and workers’ compensation claims with brokers and providers. Benchmark offerings and reconcile invoices and entity-level cost allocations with finance.

Employee Relations and Manager Partnership

• Serve as a trusted, accessible resource for employees and managers. Address concerns promptly, support fair investigations with leadership and counsel, document findings and coordinate approved follow-up.
• Provide managers with practical tools for interviews, onboarding, feedback, attendance issues and performance documentation. Coordinate performance improvement, discipline and separations with designated leadership and counsel; escalate significant risks and conflicts of interest promptly.

Acquisition Integration and Portfolio Growth

• Support HR due diligence by reviewing workforce data, compensation, benefits, employment arrangements and potential liabilities, with appropriate advisors.
• Maintain a repeatable acquisition integration checklist covering employee records, payroll continuity, benefits, policies, HRIS onboarding and employee communications. Support leadership in executing each integration plan, respecting entity-specific obligations and decision rights.
• Assess HR capacity as headcount, hiring volume, states and acquisitions grow. Flag resource gaps early and recommend company-level, outsourced or additional HR support for leadership approval.

Reporting, Systems and Continuous Improvement

• Provide leadership with a monthly view of headcount, vacancies, turnover, labor and benefits costs, employee matters and compliance priorities, using appropriate confidentiality controls.
• Improve recurring workflows through HR technology and approved AI tools. Protect employee data, verify outputs and retain human judgment in employment decisions.

Qualifications and Competencies

• Two to four years of progressive HR experience, with hands-on exposure to employee relations, recruiting, payroll coordination, benefits administration and compliance.
• Experience supporting multiple entities, locations or states and both office and operational workforces is a plus. Private equity, holding-company, acquisition integration or growing small-business experience is preferred.
• Working knowledge of federal and Colorado employment requirements and the ability to research and coordinate requirements in additional jurisdictions.
• Bachelor’s degree in Human Resources, Business or a related field, or equivalent practical experience. SHRM-CP or PHR certification, or progress toward certification, is a plus.
• Strong command of HRIS and payroll systems, Excel and professional written communication; ability to translate data into clear recommendations.
• Sound judgment, confidentiality, attention to detail and a service-oriented approach. Ability to earn trust, handle difficult conversations and manage competing priorities and seek guidance when needed.
• Willingness to work full-time from the Denver office and travel to portfolio-company locations as business needs require.

What Success Looks Like

Within the first 90 days, complete an entity-by-entity HR assessment, agree on priorities with the leadership sponsor, clarify responsibilities and establish an operating calendar and baseline metrics. Thereafter, track timely payroll inputs, complete onboarding documentation, current employee records, hiring progress, completed employee check-ins and timely escalation of concerns. Set recruiting and retention targets with leadership after establishing a baseline, and maintain a documented integration checklist for each new business.

Compensation and Benefits

Proposed annual base salary of $80,000 – $95,000, based on relevant experience, qualifications and role scope.

Paid Time Off

The Company offers a flexible, non-accruing paid vacation policy. Vacation may be taken with advance approval from the Managing Partners, taking into consideration business priorities and operational needs. The policy does not establish a fixed annual vacation allotment or an accrued vacation balance.

Paid Sick Leave

The Company provides 48 hours of paid sick leave annually, made available at the beginning of each benefit year, in accordance with Colorado’s Healthy Families and Workplaces Act (HFWA). Sick leave is subject to applicable carryover requirements and will be administered in accordance with Colorado law.

Paid Holidays

• New Year's Day
• Martin Luther King Jr. Day
• Memorial Day
• Independence Day
• Labor Day
• Thanksgiving Day
• Friday following Thanksgiving
• Christmas Eve
• Christmas Day

Healthcare Contribution

Following 60 days of employment, the Company will provide a healthcare stipend of $300 per month, distributed proportionately through regular payroll and subject to applicable taxes and withholdings. The stipend will discontinue upon the Company’s introduction of an employer-sponsored health insurance plan, at which time eligibility for coverage will be governed by the terms of that plan.

Application

Amplify Capital is an equal opportunity employer. We consider qualified applicants without regard to legally protected characteristics and provide reasonable accommodations during the hiring process.