Manager, People Solutions
for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones.
Thus we need to decide which sections to include based on content.
We have:
- Who We Are: description of company. Could be "About the role"? Actually "Who We Are" is about company, not role. Could be "About the company" but not in list. The allowed headings list includes "About the role". Could we use that for company description? Possibly but better to use "About the role" for role description. However we have "Who You Are" describing the role expectations. That could be "About the role". The "What You'll Do" is responsibilities. "What we're looking for" is qualifications/requirements. "4 Days in Office" is schedule. Salary and benefits: we have anticipated base salary range and mention of benefits (healthcare, 401(k), disability, life insurance, stock option plan, bonus plans). So we can have Pay and Benefits sections. Schedule: we have 4 days in office requirement.
Thus we can have sections: About the role (maybe from Who You Are?), Responsibilities (What You'll Do), Requirements (What we're looking for), Benefits, Pay, Schedule.
We must not include headings with filler. Ensure each section has substantive content.
We need to use
for each section heading.
Inside sections, we need to use
for prose and
- for lists.
We need to preserve all substantive information. So we need to include details from each part.
Let's extract content:
Who We Are: "The real world is the next frontier, and at Metropolis, we are creating the artificial intelligence to make it responsive. We are pioneering the Recognition Economy — a future where mundane repetition disappears and being known unlocks access, comfort, and belonging everywhere you go. From transforming parking into a seamless drive-in, drive-out experience for millions of Members to expanding our intelligence layer across retail and hospitality, we are building a world that feels instinctive and magical. The future isn’t coming; it’s here, and we need builders, innovators, and problem solvers to help us create it."
Who You Are: "Metropolis is seeking a Manager, People Solutions to oversee the execution, coordination, and ongoing optimization of our Central People Operations function. Reporting directly to the Director, People Operations, you will serve as the operational bridge between frontline processing and leadership by driving team performance against daily delivery objectives, automating workflows, and resolving complex transactional escalations. In this role, you will lead and mentor a team of People Solutions Coordinators, translate operational data into strategic insights, and build strong cross-functional partnerships with Payroll, HR, Legal, Risk, and Field Leadership to fuel Metropolis's rapid growth."
What You'll Do: list of bullet points (each sentence seems a duty). Let's extract:
- Establish, refine, and maintain operational procedures, SOPs, and daily delivery schedules to ensure high-quality service execution
- Oversee HRIS data accuracy for all employee lifecycle changes and maintain a robust audit framework to catch errors upstream
- Lead automation and AI initiatives, including LLM-assisted intake and automated triage routing, to increase turnaround times and operational efficiency
- Serve as the senior escalation point for complex employee transactional issues, utilizing data and past experience to drive resolution
- Collaborate cross-functionally with Payroll, HR, Legal, Risk, and Field Leadership to align on shared priorities and smooth operational handoffs
- Analyze field-level error patterns and partner with Field Leadership on corrective actions to improve data quality at the source
- Provide regular performance reporting and actionable operational insights to the Director, People Operations
- Manage, coach, and develop a team of People Solutions Coordinators, distributing workload across queues and managing SLA performance
- Foster an inclusive environment of transparent communication while implementing feedback systems to elevate team performance
- Lead medium-to-large scale operational projects end-to-end and establish cross-training coverage to eliminate single points of failure
What we're looking for: list of qualifications:
- 5+ years of progressive experience in People Operations, HR Operations, or Shared Services, with direct experience supervising or managing a team
- Deep hands-on expertise with enterprise HRIS platforms such as Workday, UKG, or ADP, ensuring data accuracy across high-volume processes
- Proven track record of evaluating operational workflows, implementing process improvements, and integrating automation or AI tools to drive team efficiency
- Demonstrated experience partnering effectively with Payroll, HR, Legal, Benefits, and Field Leadership on complex transactions and escalations
- Strong analytical skills with a history of leading medium-to-large operational projects end-to-end and resolving non-routine HR issues
- Proven ability to take ownership of results, clarify expectations, anticipate blockers, and reliably deliver on commitments
- Strong communication and influence skills to collaborate across functions and make sound operational recommendations
- Creative problem-solving mindset with a passion for challenging assumptions, digging to root causes, and driving continuous innovation
4 Days in Office: "Metropolis values in-person collaboration to drive innovation, strengthen culture, and enhance the Member experience. Our corporate team members hold to our office-first model, which requires employees to be on-site at least four days a week, fostering organic interactions that spark creativity and connection"
When you join Metropolis...: "When you join Metropolis, you'll join a team of world-class product leaders and engineers, building an ecosystem of technologies at the intersection of parking, mobility, and real estate. Our goal is to build an inclusive culture where everyone has a voice and the best idea wins. You will play a key role in building and maintaining this culture as our organization grows."
Salary: "The anticipated base salary for this position is $115,000.00 USD to $140,000.00 USD annually. The actual base salary offered is determined by a number of variables, including, as appropriate, the applicant's qualifications for the position, years of relevant experience, distinctive skills, level of education attained, certifications or other professional licenses held, and the location of residence and/or place of employment. Base salary is one component of Metropolis' total compensation package, which may also include access to or eligibility for healthcare benefits, a 401(k) plan, short-term and long-term disability coverage, basic life insurance, a lucrative stock option plan, bonus plans, and more."
Also mention AEDT and EEO but those are boilerplate to remove.
Thus we need sections:
- About the role: Could combine Who You Are? Or maybe "About the role" includes Who You Are description. We'll put that as prose.
- Responsibilities: What You'll Do list.
- Requirements: What we're looking for list.
- Benefits: list of benefits mentioned.
- Pay: salary range description.
- Schedule: 4 days in office.
We should not include "When you join Metropolis..." as separate section unless we incorporate into About the role or maybe as part of company description. Could incorporate into About the role or maybe a separate "About the company" but not allowed heading. Could fold into About the role as extra prose.
Thus About the role section could include Who You Are plus the "When you join Metropolis..." paragraph.
Let's craft:
About the role
Metropolis is seeking a Manager, People Solutions to oversee the execution, coordination, and ongoing optimization of our Central People Operations function. Reporting directly to the Director, People Operations, you will serve as the operational bridge between frontline processing and leadership by driving team performance against daily delivery objectives, automating workflows, and resolving complex transactional escalations. In this role, you will lead and mentor a team of People Solutions Coordinators, translate operational data into strategic insights, and build strong cross-functional partnerships with Payroll, HR, Legal, Risk, and Field Leadership to fuel Metropolis's rapid growth. When you join Metropolis, you'll join a team of world-class product leaders and engineers, building an ecosystem of technologies at the intersection of parking, mobility, and real estate. Our goal is to build an inclusive culture where everyone has a voice and the best idea wins. You will play a key role in building and maintaining this culture as our organization grows.
Then Responsibilities:
Responsibilities
- Establish, refine, and maintain operational procedures, SOPs, and daily delivery schedules to ensure high-quality service execution
- Oversee HRIS data accuracy for all employee lifecycle changes and maintain a robust audit framework to catch errors upstream
- Lead automation and AI initiatives, including LLM-assisted intake and automated triage routing, to increase turnaround times and operational efficiency
- Serve as the senior escalation point for complex employee transactional issues, utilizing data and past experience to drive resolution
- Collaborate cross-functionally with Payroll, HR, Legal, Risk, and Field Leadership to align on shared priorities and smooth operational handoffs
- Analyze field-level error patterns and partner with Field Leadership on corrective actions to improve data quality at the source
- Provide regular performance reporting and actionable operational insights to the Director, People Operations
- Manage, coach, and develop a team of People Solutions Coordinators, distributing workload across queues and managing SLA performance
- Foster an inclusive environment of transparent communication while implementing feedback systems to elevate team performance
- Lead medium-to-large scale operational projects end-to-end and establish cross-training coverage to eliminate single points of failure
Requirements:
Requirements
- 5+ years of progressive experience in People Operations, HR Operations, or Shared Services, with direct experience supervising or managing a team
- Deep hands-on expertise with enterprise HRIS platforms such as Workday, UKG, or ADP, ensuring data accuracy across high-volume processes
- Proven track record of evaluating operational workflows, implementing process improvements, and integrating automation or AI tools to drive team efficiency
- Demonstrated experience partnering effectively with Payroll, HR, Legal, Benefits, and Field Leadership on complex transactions and escalations
- Strong analytical skills with a history of leading medium-to-large operational projects end-to-end and resolving non-routine HR issues
- Proven ability to take ownership of results, clarify expectations, anticipate blockers, and reliably deliver on commitments
- Strong communication and influence skills to collaborate across functions and make sound operational recommendations
- Creative problem-solving mindset with a passion for challenging assumptions, digging to root causes, and driving continuous innovation
Benefits:
Benefits
- Healthcare benefits
- 401(k) plan
- Short-term and long-term disability coverage
- Basic life insurance
- Lucrative stock option plan
- Bonus plans
for prose. Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Thus we need to decide which sections to include based on content. We have: - Who We Are: description of company. Could be "About the role"? Actually "Who We Are" is about company, not role. Could be "About the company" but not in list. The allowed headings list includes "About the role". Could we use that for company description? Possibly but better to use "About the role" for role description. However we have "Who You Are" describing the role expectations. That could be "About the role". The "What You'll Do" is responsibilities. "What we're looking for" is qualifications/requirements. "4 Days in Office" is schedule. Salary and benefits: we have anticipated base salary range and mention of benefits (healthcare, 401(k), disability, life insurance, stock option plan, bonus plans). So we can have Pay and Benefits sections. Schedule: we have 4 days in office requirement. Thus we can have sections: About the role (maybe from Who You Are?), Responsibilities (What You'll Do), Requirements (What we're looking for), Benefits, Pay, Schedule. We must not include headings with filler. Ensure each section has substantive content. We need to use
for each section heading. Inside sections, we need to use
for prose and
- for lists.
We need to preserve all substantive information. So we need to include details from each part.
Let's extract content:
Who We Are: "The real world is the next frontier, and at Metropolis, we are creating the artificial intelligence to make it responsive. We are pioneering the Recognition Economy — a future where mundane repetition disappears and being known unlocks access, comfort, and belonging everywhere you go. From transforming parking into a seamless drive-in, drive-out experience for millions of Members to expanding our intelligence layer across retail and hospitality, we are building a world that feels instinctive and magical. The future isn’t coming; it’s here, and we need builders, innovators, and problem solvers to help us create it."
Who You Are: "Metropolis is seeking a Manager, People Solutions to oversee the execution, coordination, and ongoing optimization of our Central People Operations function. Reporting directly to the Director, People Operations, you will serve as the operational bridge between frontline processing and leadership by driving team performance against daily delivery objectives, automating workflows, and resolving complex transactional escalations. In this role, you will lead and mentor a team of People Solutions Coordinators, translate operational data into strategic insights, and build strong cross-functional partnerships with Payroll, HR, Legal, Risk, and Field Leadership to fuel Metropolis's rapid growth."
What You'll Do: list of bullet points (each sentence seems a duty). Let's extract:
- Establish, refine, and maintain operational procedures, SOPs, and daily delivery schedules to ensure high-quality service execution
- Oversee HRIS data accuracy for all employee lifecycle changes and maintain a robust audit framework to catch errors upstream
- Lead automation and AI initiatives, including LLM-assisted intake and automated triage routing, to increase turnaround times and operational efficiency
- Serve as the senior escalation point for complex employee transactional issues, utilizing data and past experience to drive resolution
- Collaborate cross-functionally with Payroll, HR, Legal, Risk, and Field Leadership to align on shared priorities and smooth operational handoffs
- Analyze field-level error patterns and partner with Field Leadership on corrective actions to improve data quality at the source
- Provide regular performance reporting and actionable operational insights to the Director, People Operations
- Manage, coach, and develop a team of People Solutions Coordinators, distributing workload across queues and managing SLA performance
- Foster an inclusive environment of transparent communication while implementing feedback systems to elevate team performance
- Lead medium-to-large scale operational projects end-to-end and establish cross-training coverage to eliminate single points of failure
What we're looking for: list of qualifications:
- 5+ years of progressive experience in People Operations, HR Operations, or Shared Services, with direct experience supervising or managing a team
- Deep hands-on expertise with enterprise HRIS platforms such as Workday, UKG, or ADP, ensuring data accuracy across high-volume processes
- Proven track record of evaluating operational workflows, implementing process improvements, and integrating automation or AI tools to drive team efficiency
- Demonstrated experience partnering effectively with Payroll, HR, Legal, Benefits, and Field Leadership on complex transactions and escalations
- Strong analytical skills with a history of leading medium-to-large operational projects end-to-end and resolving non-routine HR issues
- Proven ability to take ownership of results, clarify expectations, anticipate blockers, and reliably deliver on commitments
- Strong communication and influence skills to collaborate across functions and make sound operational recommendations
- Creative problem-solving mindset with a passion for challenging assumptions, digging to root causes, and driving continuous innovation
4 Days in Office: "Metropolis values in-person collaboration to drive innovation, strengthen culture, and enhance the Member experience. Our corporate team members hold to our office-first model, which requires employees to be on-site at least four days a week, fostering organic interactions that spark creativity and connection"
When you join Metropolis...: "When you join Metropolis, you'll join a team of world-class product leaders and engineers, building an ecosystem of technologies at the intersection of parking, mobility, and real estate. Our goal is to build an inclusive culture where everyone has a voice and the best idea wins. You will play a key role in building and maintaining this culture as our organization grows."
Salary: "The anticipated base salary for this position is $115,000.00 USD to $140,000.00 USD annually. The actual base salary offered is determined by a number of variables, including, as appropriate, the applicant's qualifications for the position, years of relevant experience, distinctive skills, level of education attained, certifications or other professional licenses held, and the location of residence and/or place of employment. Base salary is one component of Metropolis' total compensation package, which may also include access to or eligibility for healthcare benefits, a 401(k) plan, short-term and long-term disability coverage, basic life insurance, a lucrative stock option plan, bonus plans, and more."
Also mention AEDT and EEO but those are boilerplate to remove.
Thus we need sections:
- About the role: Could combine Who You Are? Or maybe "About the role" includes Who You Are description. We'll put that as prose.
- Responsibilities: What You'll Do list.
- Requirements: What we're looking for list.
- Benefits: list of benefits mentioned.
- Pay: salary range description.
- Schedule: 4 days in office.
We should not include "When you join Metropolis..." as separate section unless we incorporate into About the role or maybe as part of company description. Could incorporate into About the role or maybe a separate "About the company" but not allowed heading. Could fold into About the role as extra prose.
Thus About the role section could include Who You Are plus the "When you join Metropolis..." paragraph.
Let's craft:
About the role
Metropolis is seeking a Manager, People Solutions to oversee the execution, coordination, and ongoing optimization of our Central People Operations function. Reporting directly to the Director, People Operations, you will serve as the operational bridge between frontline processing and leadership by driving team performance against daily delivery objectives, automating workflows, and resolving complex transactional escalations. In this role, you will lead and mentor a team of People Solutions Coordinators, translate operational data into strategic insights, and build strong cross-functional partnerships with Payroll, HR, Legal, Risk, and Field Leadership to fuel Metropolis's rapid growth. When you join Metropolis, you'll join a team of world-class product leaders and engineers, building an ecosystem of technologies at the intersection of parking, mobility, and real estate. Our goal is to build an inclusive culture where everyone has a voice and the best idea wins. You will play a key role in building and maintaining this culture as our organization grows.
Then Responsibilities:Responsibilities
- Establish, refine, and maintain operational procedures, SOPs, and daily delivery schedules to ensure high-quality service execution
- Oversee HRIS data accuracy for all employee lifecycle changes and maintain a robust audit framework to catch errors upstream
- Lead automation and AI initiatives, including LLM-assisted intake and automated triage routing, to increase turnaround times and operational efficiency
- Serve as the senior escalation point for complex employee transactional issues, utilizing data and past experience to drive resolution
- Collaborate cross-functionally with Payroll, HR, Legal, Risk, and Field Leadership to align on shared priorities and smooth operational handoffs
- Analyze field-level error patterns and partner with Field Leadership on corrective actions to improve data quality at the source
- Provide regular performance reporting and actionable operational insights to the Director, People Operations
- Manage, coach, and develop a team of People Solutions Coordinators, distributing workload across queues and managing SLA performance
- Foster an inclusive environment of transparent communication while implementing feedback systems to elevate team performance
- Lead medium-to-large scale operational projects end-to-end and establish cross-training coverage to eliminate single points of failure
Requirements
- 5+ years of progressive experience in People Operations, HR Operations, or Shared Services, with direct experience supervising or managing a team
- Deep hands-on expertise with enterprise HRIS platforms such as Workday, UKG, or ADP, ensuring data accuracy across high-volume processes
- Proven track record of evaluating operational workflows, implementing process improvements, and integrating automation or AI tools to drive team efficiency
- Demonstrated experience partnering effectively with Payroll, HR, Legal, Benefits, and Field Leadership on complex transactions and escalations
- Strong analytical skills with a history of leading medium-to-large operational projects end-to-end and resolving non-routine HR issues
- Proven ability to take ownership of results, clarify expectations, anticipate blockers, and reliably deliver on commitments
- Strong communication and influence skills to collaborate across functions and make sound operational recommendations
- Creative problem-solving mindset with a passion for challenging assumptions, digging to root causes, and driving continuous innovation
Benefits
- Healthcare benefits
- 401(k) plan
- Short-term and long-term disability coverage
- Basic life insurance
- Lucrative stock option plan
- Bonus plans