Job Overview:

The Human Resources Manager serves as a strategic leader and trusted advisor, responsible for designing and implementing forward-thinking HR programs while ensuring operational excellence in daily departmental functions. This role provides leadership and guidance across all HR functions, including talent acquisition, career development, succession planning, employee retention, training, leadership development, total rewards, and compliance. The HR Manager will drive initiatives that align with organizational goals and foster a culture of collaboration, accountability, and excellence.

Location: Onsite- Louisville, CO | Reports to: Staff Director | Role Type: Full-Time, Exempt

Key Responsibilities and Duties:

Responsible for ensuring that the overall administration, coordination, and evaluation of human resources plans, programs and strategies are achieved along with effectively managing day to day department activities.
Oversee the overall administration, coordination, and execution of HR strategies, ensuring alignment with organizational objectives.
Plan, organize, and manage the HR department’s short- and long-term initiatives to support business goals.
Participate in a process of organization development to plan, communicate, and integrate the results of strategic planning throughout the organization.
Develop and manage the departmental budget, ensuring fiscal responsibility and alignment with organizational priorities.
Collaborate with the Director of Human Resources to report critical metrics, trends, and updates to inform broader HR strategy.
Designs, directs and manages a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, turnover and change management.
Lead company-wide organizational development initiatives, including succession planning, leadership development, and workforce optimization.
Assure proper identification and development of high potential employees with the active support and participation of functional leadership.
Partner with leaders on key annual processes such as budget planning, talent assessment, development, and compensation review.
Stay updated on industry trends, best practices, and emerging HR technologies and leverage this knowledge to drive continuous improvement and innovation within the HR function.
Prepare and analyze HR metrics and reports to assess the effectiveness of HR programs and initiatives and make recommendations for improvement.
Develop insights from people data (engagement survey, exit interview, etc.) to inform talent acquisition, development and retention strategies.
Responsible for defining company culture, establishing routes for employee feedback and communication, making suggestions for follow up and reporting to the leadership team the status of company culture.
Manage employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, employee focus groups, one-on-one meetings, and Intranet use.
Establish and maintain ongoing effective communication among management and employees, and encourages a culture of cooperation, teamwork and open and effective communication at all levels of the organization.
Identify and monitor the organization's culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
Informs the leadership team of significant problems that jeopardize the achievement of company goals, and those that are not being addressed adequately.
Responsible for working with management on employee relations and employee performance management in a manner that reduces company risk.
Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
Coach and train managers in their communication, feedback, recognition, and interaction responsibilities with the employees who report to them.
Monitor and advise managers and supervisors in the progressive discipline system of the company then oversee employee disciplinary meetings, terminations, and investigations if needed.
Review, guide, and approve management recommendations for employment terminations.
Implement and continue to update the company’s total compensation program including the employee benefits package and compensation.
Recommend changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
Learn the details of benefit plans to answer questions and help to problem solve issues along with working through the Open Enrollment process and rollout to the organization.
Recommend new approaches, policies and procedures to improve efficiency of the Human Resources department and remain in compliance.
Ensure HR policies and practices are in compliance with local, state, and federal laws.
Effectively communicate HR policies, procedures, and changes to all levels of the organization.
Meet compliance deadlines to keep the department and organization in good standing.
Attend and participate in professional group meetings; stay abreast of new trends and innovations in the field of human resources, program development, and implementation.
Collaborate with the Accounting team to ensure accurate payroll processes, including audits, benefit deductions, and employee data updates.
Audit benefit costs, tax, employee updates, payrates, new employee setup and other items to ensure accuracy and correct paycheck deductions.
Participate in SOX, Cyber Security and other related audits of HR processes and procedures.

Qualifications:

To qualify for this position, an individual must possess the knowledge, training, experience and abilities required.

Education and Training

Bachelor’s degree related to Human Resources, Organizational Leadership, Business Management or related field or equivalent combination of education and experience.

Experience:

Five years of Human Resources experience to include recruitment, benefits, compliance, onboarding, compensation, employee relations, training, budget and engagement.
Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
Outstanding interpersonal relationship building and employee coaching skills.
Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall company leadership and direction.
Proficient in MS Office365 and Excel

Other:

Must be willing to work overtime as required
Travel on rare occasions.

Desired Job Qualification:

Senior Professional in Human Resources (SPHR/SHRM-SCP) certification.
Experience working with the Paylocity HRIS system or similar product.
Experience working in the manufacturing and engineering industries.
General knowledge of Payroll law and function

Skills:

To perform the job successfully, an individual should demonstrate the following competencies:

To perform this job successfully, an individual must have proficiency in word processing, spreadsheets, presentation and specialized application software.
Manages difficult or emotional personnel situations; responds promptly to personnel needs; solicits personnel feedback to improve service; responds to requests for service and assistance; meets commitments.
Demonstrates knowledge of EEO policy; Shows respect and sensitivity for cultural differences; Educates others on the value of diversity; Promotes a harassment-free environment; Builds a diverse workforce.
Excellent written and verbal communication skills required.
Strong organizational and time management skills.
High attention to detail.
Ability to successfully plan and implement objectives within established timelines and work schedules.
Ability to analyze problems and develop effective solutions at both strategic and functional levels.
Demonstrate behavior consistent with company values
Ability to work independently, with minimal direction as a highly motivated self-starter and within a team oriented culture

Physical and Mental Demands

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of the position. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical demands: This is largely a sedentary role; however, some filing is required. This would require the ability to lift files, open filing cabinets and bend or stand as necessary. Required to speak and communicate clearly with others.
Mental demands: While performing the duties of this position, the incumbent is required to read, write, analyze data and reports, exercise judgment, develop plans, procedures and goals, present information to others and work under pressure.
Work Environment: This job operates in a clerical office setting. This role routinely uses standard office equipment such as computers, phones, photocopiers and filing cabinets.

Work Authorization/Security Clearance

Must be able to work in the U.S without sponsorship. No security clearance required.

Compensation and Benefits: The salary range for this role is $120,000-$150,000. This range represents the anticipated minimum and maximum base + bonus for this position based upon a good faith and reasonable estimate. The final compensation for this position will be set based on the applicant’s qualifications (education, training and/or experience related to this role), and therefore, may fall outside the range shown, depending on the circumstances.

Salary Description

$120,000 - $150,000

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Human Resources Manager