Field Operations Manager-Data Center; HVAC)

Arizona

The Field Operations Manager is responsible for the performance, development, accountability, readiness, and overall employee experience of assigned F6 field personnel. This is a hybrid people-and-technical leadership role designed for an experienced leader who understands technical field-service environments and can translate business requirements into clear expectations for the workforce.

The Field Operations Manager owns people outcomes. Project Managers own project outcomes, while Site Leads own daily field execution. The Field Operations Manager partners closely with both roles to ensure F6 has the right people, with the right capabilities, deployed to the right work and performing to established expectations.

This role is responsible for performance management, coaching, disciplinary actions, hiring and interviewing, employee development, career progression, workforce planning, retention, culture, policy compliance, and leadership development. The Field Operations Manager must understand F6's business model and how workforce decisions affect safety, quality, customer experience, productivity, labor utilization, travel cost, and profitability.

Candidates should bring demonstrated experience leading technical field-service personnel in HVAC, mechanical systems, commissioning, data centers, industrial equipment, critical infrastructure, or a comparable technical environment. Data center experience is preferred but not required when the candidate demonstrates strong technical leadership and people-management capability.

• Own the performance and accountability of assigned field employees.
• Establish clear expectations for performance, professionalism, attendance, communication, safety, productivity, and conduct.
• Conduct regular employee check-ins, performance discussions, and formal reviews.
• Gather performance feedback from Site Leads, Project Managers, customers, and other appropriate stakeholders.
• Recognize high performers and reinforce behaviors that support F6 standards.
• Identify performance concerns early and address them directly.
• Develop and administer coaching plans and performance improvement plans when appropriate.
• Document recurring or significant performance concerns accurately and consistently.
• Partner with HR on disciplinary actions, final warnings, and termination recommendations.
• Ensure performance standards are applied consistently across employees and projects.
• Follow up after corrective action to verify improvement and sustained performance.

The Field Operations Manager's success is measured by the quality, performance, development, retention, and readiness of the people they lead.

• Conduct and support interviews for Field Technicians, Senior Technicians, Site Leads, and other field roles as assigned.
• Assess technical aptitude, leadership capability, professionalism, communication, ownership, and culture fit.
• Partner with recruiting and leadership on candidate selection and hiring recommendations.
• Support appropriate technician leveling and compensation recommendations based on demonstrated capability.
• Ensure hiring decisions reflect F6's actual field requirements rather than resume tenure alone.
• Participate in technical and behavioral interview processes.
• Evaluate new-hire performance during onboarding and the first 30, 60, and 90 days.
• Identify early when a new employee is not meeting the expectations of the level for which they were hired.
• Provide clear direction and documented expectations when performance gaps are identified.
• Support hiring forecasts based on upcoming workforce demand.
• Maintain awareness of the technical capability and development needs of assigned employees.
• Partner with Site Leads, L3 Senior Technicians, SMEs, and Training to identify skill gaps.
• Create development plans for employees requiring additional technical, professional, or leadership growth.
• Track progression through F6's technical career path.
• Support competency-based advancement from L1 to L2 and L2 to L3.
• Identify employees with potential for Site Leadership and other leadership roles.
• Ensure promotion recommendations are supported by demonstrated performance and competency.
• Provide employees with clear feedback regarding what is required to reach the next level.
• Build succession depth for critical field and leadership roles.
• Promote continuous learning and development across the field organization.