Operations Enablement Partner

Ever Driven is opening doors to a brighter future for every student and every community through safe, reliable transportation. We partner with school districts to serve students who need it most—including those experiencing homelessness, living with disabilities, or outside traditional bus routes—through a tech-powered, human-led model that gets every student to school safe, calm, and ready to learn.
We live three cultural pillars: we do the right thing, leading with integrity and taking ownership of what matters most. We work together, bringing diverse skills and strengths to solve complex challenges as one team. And we never settle, staying curious and driven, guided by data, always raising the bar for students, families, and school districts.

Ever Drivenis investing innew technology, new processes, and new ways of working across our operations, and that investment only pays off when people adopt it.

The Operations Enablement Partner is accountable for two connected responsibilities.

The first is change adoption . This person builds and runs the end-to-end change and enablement plan for every operational initiative, from kickoff through 90-day reinforcement, defining who is impacted, what changes for them, how they learn it, how managers reinforce it, and whether it held. This role will from time to time run enablement for cross-functional teams where the change impact is largest onoperationsbut broader change management is required.

Thesecondis job readiness for the operations function . This person owns new-hire and ongoing training for Contact Center, Field Operations, and Inside Operations team members on the systems, processes, and service standardsrequiredto do their jobs. They develop and oversee the Field Operations onboarding program, delivered via a train-the-trainer model. Company and HR onboardingremainswith the People team; this role owns the operational craft.

The two responsibilities reinforce each other: the person who teaches the job is well positioned toleadits change. Content for both should be AI-first, drafted with AI tools and refined by the Partner, so materials are built once andleveragedacross teams just in time.

Salary Range: $90,000 - $105,000/year, based on experience + bonus potential

Location: Greenwood Village, CO. Hybrid role - 4 days in the office and 1 day remote.

• Build and execute the end-to-end change and enablement plan for operational initiatives: stakeholder change profiles, communications, training, manager reinforcement asks, and adoption measurement, embedded in each initiative's project plan.
• Partner with initiative sponsors and project leads at kickoff to define who is impacted, what specifically changes, and theadoptionmetrics.
• Equip front-line supervisors and managers to carry each change: talking points, coaching prompts, and reinforcement activities they deliver in their own teams.
• Track adoption at 30, 60, and
  90 daysafter launch, feed results into the enablement scorecard, and recommend boosters when behavior is drifting.

• Own job-readiness onboarding for the operations function: design and deliver the new-hire training that teaches Contact Center, Field Operations, and Inside Operations team members how to do their jobs.
• Own and deliver Field Operations onboarding via a train-the-trainer model: ensure field-designated trainers know whatthey'redoing, have the right materials, and provide oversight to confirm onboarding training is completed in the field.
• Train and support our offshore trainers andmonitorthe quality of BPO-delivered training, providing oversight, coaching, and guidance to ensure vendor partners deliver training that meets our standards.
• Hol…