Director of human resources jobs in Colorado - 226 jobs

Human Resources & Operations Manager Fully On-site role in Denver, CO. We are seeking a Human Resources & Operations Manager to join our growing boutique firm. This is a high-impact role within our Administration team, responsible for overseeing HR, payroll, financial operations, and employee development. This position is ideal for a detail-oriented professional who thrives in a fast-paced environment, enjoys wearing multiple hats, and is excited to grow alongside a scaling organization. This role serves as the central point of accountability for people operations, payroll, training, and core financial processes-partnering closely with leadership to ensure the company runs efficiently, compliantly, and aligned with its strategic goals. Key Responsibilities Human Resources & Payroll Manage all employee and contractor payroll, reporting, and reconciliations (ADP experience preferred) Oversee onboarding and offboarding for employees and contractors, including documentation, system setup, and compliance Administer background checks, drug testing, licensing, education verification, and reference checks Manage workers' compensation and unemployment claims Handle multi-state HR compliance, licensing, and registrations Maintain HR records, internal reporting, and company-wide communications Financial & Operational Oversight Manage financial duties similar to a controller, including payroll accounting, reporting, and coordination with leadership and external partners Support QuickBooks processes, reconciliations, and internal financial reporting Oversee contractor payroll and compliance Training, Learning & Development Own the planning, scheduling, and execution of all training and learning & development initiatives Manage new hire orientation and ongoing employee development programs Partner with leadership and consulting teams to support internal training needs Continuously improve onboarding, training materials, and internal processes Additional Responsibilities Create and post internal job openings as needed Serve as a professional point of contact for employees, contractors, and external partners Represent the firm with a high level of professionalism and discretion Qualifications 3+ years of experience in Human Resources and Payroll (required) Strong attention to detail with excellent organizational and communication skills Analytical mindset with the ability to manage confidential information Experience in a small or growing organization preferred Comfortable managing multiple priorities and evolving responsibilities Software Experience ADP Payroll (preferred) Google Sheets or Excel QuickBooks Job Details Job Type: Full-time Schedule: Monday-Friday, Day Shift (8 hours) Work Location: In person Benefits 401(k) Health, Dental, and Vision Insurance Paid Time Off

Here at LAZ Parking, we often say, it's not what we do, it's the way we do it. We are more than just the fastest growing and largest privately held parking company in the country, we believe that the work we do and how we treat people can really make a difference. The Spirit of the Position: The HR Business Partner supports the Sr. Human Resources Business Partner for the Region and the Regional Vice President in establishing and meeting professional and compliant employment practices. As a company devoted to promoting an employee-focused servant leadership culture, the HR Business Partner will act as a liaison between the programs and initiatives originating from our home office and help to support the individual needs of our operational teams throughout the regional market. Principle Job Duties: Manage day-to-day HR transactions and support field operations as required. Administer human resources policies, procedures, and programs. Provide support for and oversee biweekly payroll processing. Collaborate with multiple union representatives on grievance resolution, benefits reporting, dues reconciliation, and contract compliance to ensure positive labor relations and adherence to collective bargaining agreements. Responsible for understanding, interpreting, administering and mediating any and all forms of inquiry that arise relating to human resources. Responsible for educating managers throughout their assigned region with appropriate guidelines on maintaining a legally compliant workplace. Identifying high potential employees to support the organization's continued growth. Facilitate and resolve policy and employee relations issues in assigned region according to company policy. Maintaining compliance with all state and federal laws in regions; updating forms, policies, procedures as needed in coordination with the home office. Manage leaves of absence including FMLA, disability leaves, others as needed in coordination with the home office HR and payroll. Collaborate with the Talent Acquisition Team to support recruiting and staffing efforts for region; review background checks and motor vehicle checks, coordinate all new hire onboarding, and conduct orientation. Responsible for employee maintenance in HRIS system. Manage any training, safety, wellness and health, employee communications for their assigned region. Assisting managers with performance management; including coaching and counseling. Travel within assigned region as needed. Requirements: Education Bachelor's Degree or equivalent work experience. PHR certification is preferred but not required. Experience 5-7 years Human Resources experience with emphasis on employee and labor relations. Strong employee relations, workers compensation, and benefits experience and practices. Experience with managing collective bargaining agreements. Knowledge of union laws and guidelines. Knowledge of current Federal, State and Local laws. Working knowledge of HRIS and payroll systems. Knowledge of Excel, Word, Power Point and General Microsoft Office Applications. Skills: Ability to seek improvement and create an environment of idea sharing and creative problem solving. Strong customer service skills and abilities. Ability to be approachable and facilitate coaching conversations with employees and managers. Ability to mitigate and lead others to overcome challenges (Never Ever Give Up Attitude). Ability to encourage open expression of ideas and opinions. Excellent teambuilding and interpersonal skills. Ability to work independently and multi-task. Ability to communicate professionally and effectively with all levels of the organization. Ability to interpret policies, procedures, and standard business practices. Physical Demands: Willingness to work in the elements - heat, wind, snow, rain, etc. Ability to lift, push and pull at least 10lbs. Ability to stand, walk and run for extended periods of time. Ability to bend, stoop, squat and lift frequently throughout a shift. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with qualified disabilities to perform the essential duties/functions. FLSA Status: Exempt LAZ Parking is an equal-opportunity employer. In all our employment practices, including hiring, we are firmly committed to providing equal employment opportunity (EEO) to all persons, regardless of race, color, religion, sex, national origin, disability, age, genetics, Vietnam era, special disabled, recently separated and other protected veterans, or any other characteristic protected by federal, state, or local law. No question in our application process is used for the process of limiting or excluding any applicant's consideration for employment on such grounds. LAZ Parking participates in E-Verify.

As a municipal government entity, the City of Pueblo is an employer of choice. The city employs over 800 team members in 15 different departments. Teams of diverse individuals work diligently to accomplish the various objectives that are essential to ensure that the Pueblo community is well represented, served and protected. Many of our employees enjoy a long and rewarding career with the city. Pueblo offers a stable work environment, rewarding career options, and a great benefits package. The City of Pueblo is seeking it's next Director of Human Resources! The Director of Human Resources manages all human resources activities of the City including approximately 800 full-time employees with three bargaining units and numerous seasonal, temporary and part-time employees. The Director also provides support to the Mayor and other department directors on policy matters, employee relations and collective bargaining agreement negotiations. Additionally, the Director of Human Resources supervises staff coordinating training, development, employment, retirement, health benefits and works closely with the City's legal department to ensure the City's compliance with laws. This is a leadership role that gives you the opportunity to make a positive change in the local community. This full-time position offers you a variety of benefits, a fast-paced work environment, and an annual salary range of $132,801.36 - $162,327.60. Apply now through January 29th, 2026. Click on Director of Human Resources for access to the complete and to apply today! Visit ****************** to see all City of Pueblo open positions. This job description is an overview and is intended to describe the general nature and level of work being performed. It is not intended to be an exhaustive list of all the functions and tasks required of the position. YOU MUST APPLY ONLINE VIA THE CITY WEBSITE OR YOUR APPLICATION WILL NOT BE CONSIDERED! Qualifications Bachelor's degree or higher education from an accredited college or university with coursework in management, public administration, human resources, or a related field At least seven (7) years of progressively responsible experience in human resources At least five (5) years of experience in a senior level position within a municipal government A valid driver's license at the time of application, and a valid Colorado driver's license within 30 days of employment License restrictions that may hinder your ability to drive on City business, such as an interlock, will be cause for disqualification During the course of employment, a valid license must be maintained, and the employee must notify the City immediately upon changes to the status of their license Preferred: A master's degree in Public or Business Administration, Human Resources Management, or related area Experience in a unionized environment PHR or SPHR certification or equivalent Familiarity with Civil Service Functions Additional Information All your information will be kept confidential according to EEO guidelines. Apply online at ******************.

Position Type: Full-Time Exempt Compensation: $127,920 - $159,900 (DOE) About the Role: At Breckenridge Grand Vacations, our mission of Sharing Smiles begins with our people. As the Human Resources Director, you will be the strategic architect of our workplace culture, designing the programs and environment where our team thrives. You will be a pivotal leader and trusted advisor, partnering with senior leadership to shape our HR vision and ensure it directly fuels our business objectives and legendary guest experiences. You will be the guardian of our employee journey, overseeing all aspects of HR from talent acquisition and development to performance, compensation, and relations. Embodying our 'End of the Line' philosophy, you will take personal ownership to guide, resolve, and elevate every people-related situation, striving to close the loop on any challenge. This role is perfect for a visionary HR leader who blends deep expertise with genuine care, who sees data as a story about people, and who is passionate about building systems that empower both employees and the business. If you are driven to foster an exceptional, compliant, and joyful work environment in the heart of the Rockies, we'd love to meet you. Responsibilities: Design and execute comprehensive HR strategies that align with BGV's business objectives and actively cultivate our unique company culture. Partner with senior leadership as a strategic advisor on organizational growth, change management, and key business initiatives. Analyze HR metrics and organizational trends to provide data-driven insights for decision-making and continuous improvement. Lead, coach, and develop the HR team (approx. 10 staff), fostering a high-performance culture and strengthening team skills. Oversee all aspects of team management, including recruiting, training, scheduling, performance evaluations, and professional development. Delegate tasks, ensure quality control, and maintain productivity standards within the HR department. Direct the recruitment and talent acquisition strategy to attract and retain top talent for the organization. Oversee the performance management process, including goal setting, frameworks, progressive discipline, and annual reviews. Strategize and identify organization-wide training and development initiatives to bridge skill gaps and support career growth. Serve as the primary point of escalation for complex employee relations matters, providing counsel and resolution. Ensure compliance with all federal, state, and local employment laws and regulations. Manage investigations, represent the company in employment matters, and collaborate with external legal counsel as needed. Review, update, and communicate company policies, handbooks, and procedures. Shape the company's compensation philosophy and strategy, directing market research and benchmarking. Oversee benefits strategy design, vendor negotiations, and the management of employee housing programs. Direct the payroll function to ensure accurate, timely, and compliant processing. Manage the HR and Employee Housing budgets, prepare financial reports, and approve related invoices. Consistently model and uphold BGV's “Sharing Smiles” ethos, Hospitality Standards, and Company Culture in all interactions. Act as a leader in customer service for all employees and leaders, resolving inquiries and situations promptly and thoroughly. Stay informed of HR trends, best practices, and new technologies to drive innovation within the function. Requirements Minimum 6+ years of progressive, hands-on experience in a Human Resources role. Minimum 4+ years of demonstrated leadership or management experience, with a proven ability to lead and develop a team. In-depth, practical knowledge of core HR functions: recruitment, employee relations, performance management, compensation, benefits, and compliance. A verifiable track record of successfully implementing HR strategies and driving organizational change. Exceptional interpersonal and communication skills, with the professionalism to handle sensitive situations, provide effective coaching, and build trust with leadership. Strong analytical and problem-solving abilities, with experience using HR data to inform decisions. Proven experience in managing budgets, reconciling accounts, and understanding HR financials. Advanced proficiency in Microsoft Office Suite (Outlook, Word, Excel, PowerPoint). Valid driver's license and reliable transportation for travel between properties. Preferred Qualifications: Bachelor's or Master's degree in Human Resources, Business Administration, or a related field. Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR). Experience within the hospitality, tourism, or property management industry. Bilingual proficiency in Spanish and English. Advanced experience with specific Human Capital Management (HCM) systems or platforms. Experience overseeing a department of comparable size and complexity. Compensation & Benefits: Health, vision, and dental insurance plans Company-paid life insurance coverage Voluntary Life and Accidental Death/Dismemberment Insurance HSA and FSA-Dependent Care Accounts Retirement plan Generous paid time off (PTO) and sick leave to support work-life balance Volunteer Time Off - Paid opportunities to give back to Summit County Bereavement leave Biannual bonuses Tuition Reimbursement Program Employee Wellness programs to support physical and mental health Lifestyle perks: Ski/Rec center pass loan programs, lodging and gear discounts, sporting/concert event tickets, pet insurance partner discounts and access to Summit Medallions: Occasional-use transferable passes for access to 6 premier resorts (A-Basin to Vail) via owners' program About Our Company: Breckenridge Grand Vacations is a locally owned resort developer with a 40-year history in Summit County. We've been recognized as a Top Workplace for our employee-focused culture and commitment to responsible growth and giving back to the place we call home. Applications will be accepted until January 19, 2026. We value diversity and welcome applicants from all backgrounds. Equal Opportunity Employer.

EVgo (Nasdaq: EVGO) is one of the nation's largest public fast charging networks for electric vehicles. Our mission is to expedite the mass adoption of electric vehicles (EVs) by creating a convenient, reliable, and affordable EV charging network that delivers fast charging to everyone. We partner with multiple stakeholders including automakers; fleet and rideshare operators; retail hosts such as grocery stores, shopping centers, restaurants, gas stations, and more to make our vision of Electric for All a reality. The EV industry is one of the fastest growing industries in the country. Join us as we charge forward into an all-electric future. Software is an integral part in realizing this vision and we are hiring a software manager to play a leadership role shaping our future. Position Summary: This HR Director role is critical to EVgo's continued success as we scale for growth. This role will develop, lead and implement the HR strategy and Talent mechanisms for our US company. The ideal Strategic HR Director will be able to think big and dive deep, with a strong HR toolkit and proven track record of delivering results. This is an exciting time at EVgo and the ongoing company growth/expansion. Reporting to the Chief People Officer, the HR Director will oversee Human Resources programs, policies, and initiatives that enhance efficiency, engagement, and compliance. The ideal candidate is a proactive, process-driven, and people-focused leader who thrives in a dynamic, fast-paced environment. Responsibilities: * Develops and implements the strategic HR agenda and how that supports the wider business strategy. * Provides advice and counsel to Executive Leadership Staff members and their Senior Leadership team on organizational and people issues. * Leads the design and execution of Talent Mechanisms, including goals setting, annual and mid-year reviews, performance rating calibrations, 9-box talent reviews, and succession planning. * Provides data backed, insights and recommendations to influence decision-making that enhances the employee experience. * Continually seeks to harmonize and improve the organization's policies, procedures and practices for the effective management of people resources of the company by making recommendations to executive management. * Fosters an employee-oriented culture in support of the leadership team that emphasizes partnership, quality, continuous improvement, and high performance. * Partners with hiring managers to determine Talent needs and address capability/developmental gaps. * Participates on committees and special projects and seeks additional responsibilities. * This position will lead a team as we scale with growth * Ensure compliance with federal, state, and local employment laws and regulations, including compensation, benefits, and leave programs. * Supports public company compliance by contributing to SOX audits, internal audits, and partner with HR Operations on the preparation of HR-related data for SEC filings. * Drives change management initiatives and support Senior Leadership stakeholders through transitions. Qualifications: * Typically requires a minimum of 10+ years of related experience with a Bachelor's degree; or 8+ years with a Master's degree; or equivalent professional experience. Desired Skills: * Public company experience in a energy or tech company - preferred. * Master's degree or HR certification (e.g., SHRM-SCP, SPHR). * Highly resourceful and strategic thinker with strong emotional intelligence, operational rigor, and project management capabilities. * Strong leadership and communication skills across functions and leadership teams. Comfortable in business and technical discussions. * Self-starter who thrives in a forward-thinking, collaborative, and innovative high-growth environment. * Ability to design and execute a winning HR strategy and provide broad and comprehensive business partner support. * Ability to manage and prioritize multiple complex projects, while meeting deadlines. * A strong change agent who can challenge the status quo, has courage of convictions to express views openly, independently, and with confidence. * Strong strategic and analytical skills with the ability to assess processes and outcomes by establishing solid metrics of performance. * Demonstrated ability to build relationships with executives to initiate HR strategies that result in increased organizational effectiveness. * Energetic and exceptional team builder who can positively influence & challenge others. * Ability to wear multiple hats and thrive in a fast-paced, high-growth environment. * Experience designing and implementing change programs to support organizational transformation. For job positions in CA, CO, and NYC, the estimated salary range for a new hire in this position is $160,000 USD to $195,000 USD. Actual salary may vary depending on job-related factors, including knowledge, skills, experience, and location. In addition to a competitive base salary, discretionary target cash bonus, and restricted stock units (subject to Board Approval). EVgo offers a comprehensive benefits package including health, life, and disability insurance, unbounded paid time off including parental leave, and a 401(k).

**Job Summary and Responsibilities** You have a purpose, unique talents and now is the time to embrace it, live it and put it to work. We value incredible people with incredible skills - but your commitment to a greater cause is something we value even more. This is the heartbeat of our organization and your time will be spent in a supportive, team environment with resources to help you flourish and leaders who care about your success. Operates under the auspice of enterprise led HR, meaning, our work will be connected and consistent across our organization with our people being at the center. Our aim is to achieve an incredible associate experience in which our associates, physicians and leaders can flourish and feel part of a connected ecosystem. This role fosters and implements our critical culture, talent and engagement initiatives. This strategic HR role proactively partners with stakeholders to anticipate HR related needs/opportunities and implement and integrate HR strategies to support and enable the business, advise leaders on people related opportunities in collaboration with HR centers of excellence as applicable, and deploying HR and business initiatives in support of the organization's strategies and operations. Using sound change management principles, this role is responsible for engaging stakeholders, facilitating talent strategies using appropriate talent related data and developing plans to address opportunities and challenges. Working collaboratively with operational leaders, key stakeholders and HR centers of excellence, will advise and deploy HR initiatives in alignment with Operational strategy locally, regionally, and enterprise wide. Job Responsibilities (essential functions) + Proven skills in leadership, leadership development theory, change leadership. + Ability to positively influence outcomes to the benefit of the entity, the group and the organization as a whole. + Possess a deep understanding of the business model, anticipate and diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people. + Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. + Maintains in-depth knowledge of legal requirements related to day-to-day management of associates and leaders, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. + Provides guidance and input on business unit restructures, workforce planning and succession planning. + Provides appropriate HR coaching and advisement to entity Executive team in alignment with entity, group and enterprise-wide goals and objectives. + Engage designated leaders to understand talent needs of the business and deploy actionable steps in alignment with the HR strategy that support the organization's strategic plan. + Implement enterprise‐wide and/or location‐specific People strategies/initiatives. + Ability to develop and lead HR business initiatives in other markets as needed. + Provide HR observations related to departmental issues in meetings and one‐on‐one. + Interpret talent management data for departments and works collaboratively to develop and deploy appropriate initiatives. + Coach designated leaders through change management. + Collaborating with various resources to address engagement, culture and talent opportunities. + Promote and foster a healthy work environment; raise awareness of available programs to assist leaders and associates. + Implement appropriate associate engagement programs. + Interpret and drive departmental action planning as a result of associate engagement results; assess entity/department culture through formal and informal reviews and plan actions with department/entity leadership. + Support effective leader and associate communications. + Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes. **Job Requirements** In addition to bringing humankindness to the workplace each day, qualified candidates will need the following: + Bachelor Degree Required. + 7 years of progressive experience in Human Resources to include strategic leadership in Human Resources and/or demonstrated ability to lead projects or initiatives using the 5 leadership behaviors. + Strong demonstrated employee relations skills with thorough knowledge of performance improvement, corrective counseling, investigations, compensation, benefits, strategic business planning, team organization, retention, and recruitment and change management. + Extensive knowledge and experience in state and federal employment laws. + Ability to listen, but also to persuasively convey opinions and recommendations. + Demonstrated attention to detail and ability to multitask. Effective written and verbal communication skills and demonstrated interpersonal skills and ability to interact at all levels. + Ability to be viewed as approachable and objective. Strong business‐fluency skills-operational knowledge and financial acumen. + Demonstrated ability to navigate organizational complexity and manage complex issues in a diverse Physical Requirements Sedentary work - prolonged periods of sitting and exert up to 10 lbs. force occasionally **Where You'll Work** With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community. **Pay Range** $55.61 - $86.38 /hour We are an equal opportunity employer.

Full-time Description Who We Are At Panorama Eyecare, we create centers of excellence in eye care by exceeding national benchmarks for clinical quality, providing unrivaled patient experience, and by being a provider of choice within the regions we serve. We strive to be the model for “Employer of Choice” and we will accomplish this through the integration of education, research, and our commitment to excellence for all our team members. Here at Panorama Eyecare we are all about the word TEAM. The Role The Vice President of Human Resources is a pivotal role supporting the growth and development of the Panorama team. You'll be part of a collaborative team that values Partnership, Engagement, Excellence, and Stewardship. Together, we create an environment where mutual respect is at the forefront, equipping you with the tools, training, and empowerment necessary to excel in your role. The Vice President of HR is responsible for developing and leading the organization's overall people strategy and culture programs across 17 locations in CO & WY. This role aligns HR initiatives with business goals, builds a high-performance culture, ensures legal compliance, and serves as a strategic advisor to the Senior Leadership Team. The role is directly responsible for HR compliance, HRIS optimization, total rewards, leaves of absence, staff and physician recruiting, leadership and clinical training, payroll, and physician relations. Requirements What You Will Do Serve as the champion of company values, culture, and engagement while leading and mentoring a team of high-performing HR professionals. As a member of the Senior Leadership Team reporting to the CEO, develop and execute Panorama Eyecare's (PEC) HR strategy in support of organizational objectives. Serve as a trusted advisor on talent, leadership, change management, workforce planning, and organizational design. Oversee talent acquisition and onboarding for clinical and corporate positions in addition to physician recruiting. Design and lead performance management, leadership development, and career pathing programs that enable retention and internal advancement. Designs and delivers competitive total rewards program and manage effective employee relations practices. Oversees HR policies, procedures, systems, and analytics and leverages technology tools to increase efficiency an minimize administrative burden. Ensures compliance with all federal, state, and local employment laws across 12+ states and approximately 500 employees. Leads employee engagement initiatives to bolster recognition and retention and maintaining strong eNPS scores. Manage and advise on risks related to employment practices. Leads HR due diligence, change management, and integrations for acquisition activities. Manage HR vendors and external partners. Identifies and supports special projects as needed. Who You Are Education & Experience Bachelor's degree in Human Resources, Business Administration, or related field. Senior level HR certification (SPHR, SHRM-SCP) Minimum 10 years progressive HR experience, including at least 2 years in a senior/executive level leadership role Experience partnering with executive leadership teams and board members Previous healthcare and private equity experience highly preferred Other HR certifications beneficial (CCP, CBP, Change Management) Skills & Competencies Strong business acumen, critical thinking skills and a strategic perspective Solid communication, interpersonal, collaboration, and relationship building skills; ability to interact positively with teammates at all levels of the organization to foster a positive work environment Self-starter with a process improvement mindset and ability to problem solve and present creative solutions Attention to detail with a passion for accuracy and analytics Exceptional leadership skills with the ability to influence across the organization Computer skills within Microsoft Office and HRIS (Paylocity experience preferred) Exceptional time management and organizational skills with customer service and servant leader mindset Demonstrated ability to maintain confidentiality and work with sensitive information. Additional Job Details Travel between company locations is required This is a Full-Time Position Compensation for this role will be $170k - $190k based on experience/certification. This role is eligible for a 15% annual incentive. The Perks PTO Accruals Start at 3 Weeks Comprehensive Medical and Dental Insurance Company Paid Optical Allowance Company Paid Routine Eye Care Short Term and Long-Term Disability Insurances Educational Allowance Paid Holiday Program 401K & Retirement Savings Opportunities Join Our Team! Embark on a rewarding journey with Panorama Eyecare and become part of a team that embodies the values of Partnership, Engagement, Excellence, and Stewardship. As an Eyecare Professional, you will not only provide exceptional patient care but also shape the future of our practices. Together, we are transforming the eyecare landscape. Apply now and let your passion for excellence and patient well-being shine! EEO Panorama Eyecare is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any characteristic protected by law. Salary Description $170,000- $190,000

The Vice President of Human Resources is responsible for developing and executing human resources strategy in support of the organization's overall business plan and strategic direction, with emphasis on talent acquisition, compensation, benefits, and associate relations. The VP of HR leads a high performing HR team that champions culture, drives results, supports leaders, and enables associates to do their best work. Principal Duties and Responsibilities Collaborates with Operations and Corporate leadership to support organizational goals through talent management and a positive, strong, and values driven culture Influences, advises, and supports leaders through organizational change, including structures, people practices and best practice initiatives Provides guidance, training, and coaching to leaders and associates regarding performance expectations and management, talent acquisition, disciplinary procedures, and other associate matters Leads or conducts investigations into employment matters and coordinates necessary actions Conducts exit interviews for upper management positions Researches, develops, and implements competitive compensation, benefits, performance management, and incentive programs Identifies and tracks key performance indicators for human resources and talent functions; assesses market competitiveness and recommends adjustments based on findings Ensures compliance with employment, benefits, insurance, safety, and other applicable laws, regulations, and related requirements in all local operating jurisdictions Assesses regulatory and other requirements and implements necessary policies and procedures for new operating markets Exemplifies Diversity, Equity, and Inclusion (DE&I) by actively participating in the DE&I Council while maintaining an environment that emphasizes associate engagement and developing and implementing council recommendations Supervises the Sr. Talent Acquisition Manager, Sr. HR Specialist, and Benefits Manager. Responsibilities include interviewing, hiring, onboarding, and developing associates; planning, assigning, and directing work; evaluating performance; recognizing and addressing performance concerns; and resolving issues as they arise Qualifications To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Preferred Education and Experience Demonstrated commitment to valuing diversity and contributing to an inclusive work environment Bachelor's degree from an accredited 4-year college or university is required MBA or MA/MS Degree in Human Resources or related field is a plus A minimum of 15 years of Human Resources experience with at least five (5) years of executive HR experience is preferred SHRM Senior Certified Professional certification is preferred Predictive Index certification Strong sense of urgency with a service-focused mindset Strong analytical, problem-solving, and sound judgment skills Excellent organization, prioritization, and time management skills Exceptional communication skills with the ability to influence at all levels Excellent interpersonal and conflict-resolution skills Thorough knowledge of employment-related laws and regulations Demonstrated expertise across core HR disciplines, including associate relations, total rewards (compensation and benefits), performance management, and DE&I Proven people-leadership skills, including coaching, feedback, and team development Must be detail oriented, self-motivated, and willing to take the initiative to get things done Demonstrated commitment to valuing diversity and contributing to an inclusive work environment Customer Service Skills Interfaces effectively with associates and leaders at all levels, serving as a trusted resource and advisor Takes ownership to personally resolve customer problems (or find someone who can) Asks clarifying questions, and checks for agreement with customers Committed to following up with customers in all instances in a timely manner Strong sense of accountability - ensures that you will do what you say you are going to do Creates a personal connection with customers - smiles, warm greetings, acts friendly and respectful Computer Skills Proficient in Microsoft Office (Outlook, Word, Excel, PowerPoint) Knowledge of and experience with ADP Workforce Now Payroll system preferred Other Travel as required (approximately 10%) Note: This job description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the position. Job Post End Date : February 20th or until the position is filled Salary Range$200,000-$250,000 USD Applicants please click here to see our Job Applicant Privacy Notice.

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. Director of Human Resources, Customer Engineering Solutions Region is the "HR Partner" for the region/business unit, reporting into the VP of Human Resources, Global Shared Services. They will partner with region and site leadership to drive the talent agenda and create goals and objectives to encourage and deliver business results and engagement initiatives across the business. As the Director of Human Resources, you will provide HR leadership and manage human resources activities for the CES region and at our manufacturing sites. You will lead and execute critical HR processes for talent acquisition, talent management, development, succession planning, and participate as a member of the Region/Business Unit Leadership Team. DUTIES AND RESPONSIBILITIES include, but not limited to: * HR Partner for the Regional Senior Vice President, and their direct reports * Work collaboratively with the Senior Leadership Team to develop an engaging and supportive culture * Serve as an active member of the Regional Leadership team, guiding both the longer-term strategy for the region and delivering on the region's day-to-day priorities. * Provide strong strategic guidance and support to senior leadership team across multi-site/multi-country geographies * Provide strong employee relations having frequent contact with employees and responding to daily employee inquiries. * Ensure a robust internal pipeline of talent through rigorous performance management, talent reviews, coaching & development, as well as candid and timely performance feedback. * Forecast and plan the region's talent pipeline requirements in line with the business strategy in collaboration with Region Leadership * Execute region talent strategies for high-potential development, succession planning, and collaborating with Corporate Talent on systems and processes for Career Profiles and Planning. * Diagnose organization issues, develop solutions, and implement action plans. * Execute regional/site-level strategies to improve engagement, retention, and overall positive culture * Led the talent management strategy, including the talent calibration process, leadership development, training initiatives, and facilitating training sessions. * Using standardized screening techniques assess the skills, qualifications, and experience of potential candidates to ensure the 'right fit." * Shape and implement strategies that will help Creation develop and retain high performing individuals. * Partner with the regional finance team to create workforce plans and financial forecasts to support the growth of the business. * Partner with the Creation Talent Acquisition team to lead critical position searches that address organizational gaps and future workforce planning. * Participate with Global Shared Services HR Team in creating programs and initiatives and roll them out to the CES Region * Facilitate employee relations, conduct investigations, and resolve any human resource issues as required with the aim of building a positive and engaged work environment. * Collaborate with the Regional Leadership team and the Creation VP, Total Rewards to continuously evaluate the Business Unit's wage / salary and Total Rewards offerings. * Manage and direct the site safety program. * Implement company policies and procedures at the local level. * Serves as an advisor to management for employment-related legal issues and ensures local compliance with federal, state, provincial, local governance, regulatory and legislative requirements. * In partnership with Creation Learning and Development team, identify and monitor training needs in the organization, implement training programs, policies, and procedures to fulfill those needs. * Maintains employee information in HRIS system used for production management. * Supports timely, accurate payroll processing via timecard approval and providing information to payroll team. * Assists with employee leaves, including FMLA, short/long term disability, and worker's compensation. * Plans and executes Company events, including town hall meetings, employee recognition events, holiday celebrations, cultural events. * Manage all onboarding and offboarding activities. Qualifications: * Bachelor's degree in human resources, Business Administration or equivalent experience required. * Ten (10) or more years of experience in human resources leadership or business partner role, preferably in a manufacturing environment * Strategic thinker with a passion to support and grow Creation employees. * Strong organizational and time management skills * Deals well with complexities and change management. * Knowledge of local and regional Human Resources legislation and related policies and procedures. Proficient and tech-savvy with Microsoft products and preferably with Workday experience In compliance with pay transparency requirements, the anticipated starting pay for new hires for this position is between $130,000-$160,000 USD per year. Full-time employees are also eligible for performance-based bonuses and benefits. This is not a guarantee of compensation or salary, as a final offer amount may vary based on factors including but not limited to experience, education, location, and shift. The specific programs and options available to an employee may vary depending on the date of hire, schedule type, and hours worked. If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us! Creation Technologies is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. If you require any accommodations to complete the application process or need the job posting in an alternative format, please email Accessibility@creationtech.com. You will be connected with our Talent Acquisition team. If you are contacted regarding the position, please inform our Talent Acquisition team of any accommodations you may need during the recruiting process. All information related to accommodation requests will be handled confidentially. Canada: Title for the position will be in accordance with applicable national and local laws.

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. Director of Human Resources, Customer Engineering Solutions Region is the “HR Partner” for the region/business unit, reporting into the VP of Human Resources, Global Shared Services. They will partner with region and site leadership to drive the talent agenda and create goals and objectives to encourage and deliver business results and engagement initiatives across the business. As the Director of Human Resources, you will provide HR leadership and manage human resources activities for the CES region and at our manufacturing sites. You will lead and execute critical HR processes for talent acquisition, talent management, development, succession planning, and participate as a member of the Region/Business Unit Leadership Team. DUTIES AND RESPONSIBILITIES include, but not limited to: HR Partner for the Regional Senior Vice President, and their direct reports Work collaboratively with the Senior Leadership Team to develop an engaging and supportive culture Serve as an active member of the Regional Leadership team, guiding both the longer-term strategy for the region and delivering on the region's day-to-day priorities. Provide strong strategic guidance and support to senior leadership team across multi-site/multi-country geographies Provide strong employee relations having frequent contact with employees and responding to daily employee inquiries. Ensure a robust internal pipeline of talent through rigorous performance management, talent reviews, coaching & development, as well as candid and timely performance feedback. Forecast and plan the region's talent pipeline requirements in line with the business strategy in collaboration with Region Leadership Execute region talent strategies for high-potential development, succession planning, and collaborating with Corporate Talent on systems and processes for Career Profiles and Planning. Diagnose organization issues, develop solutions, and implement action plans. Execute regional/site-level strategies to improve engagement, retention, and overall positive culture Led the talent management strategy, including the talent calibration process, leadership development, training initiatives, and facilitating training sessions. Using standardized screening techniques assess the skills, qualifications, and experience of potential candidates to ensure the ‘right fit.” Shape and implement strategies that will help Creation develop and retain high performing individuals. Partner with the regional finance team to create workforce plans and financial forecasts to support the growth of the business. Partner with the Creation Talent Acquisition team to lead critical position searches that address organizational gaps and future workforce planning. Participate with Global Shared Services HR Team in creating programs and initiatives and roll them out to the CES Region Facilitate employee relations, conduct investigations, and resolve any human resource issues as required with the aim of building a positive and engaged work environment. Collaborate with the Regional Leadership team and the Creation VP, Total Rewards to continuously evaluate the Business Unit's wage / salary and Total Rewards offerings. Manage and direct the site safety program. Implement company policies and procedures at the local level. Serves as an advisor to management for employment-related legal issues and ensures local compliance with federal, state, provincial, local governance, regulatory and legislative requirements. In partnership with Creation Learning and Development team, identify and monitor training needs in the organization, implement training programs, policies, and procedures to fulfill those needs. Maintains employee information in HRIS system used for production management. Supports timely, accurate payroll processing via timecard approval and providing information to payroll team. Assists with employee leaves, including FMLA, short/long term disability, and worker's compensation. Plans and executes Company events, including town hall meetings, employee recognition events, holiday celebrations, cultural events. Manage all onboarding and offboarding activities. Qualifications: Bachelor's degree in human resources, Business Administration or equivalent experience required. Ten (10) or more years of experience in human resources leadership or business partner role, preferably in a manufacturing environment Strategic thinker with a passion to support and grow Creation employees. Strong organizational and time management skills Deals well with complexities and change management. Knowledge of local and regional Human Resources legislation and related policies and procedures. Proficient and tech-savvy with Microsoft products and preferably with Workday experience In compliance with pay transparency requirements, the anticipated starting pay for new hires for this position is between $130,000-$160,000 USD per year. Full-time employees are also eligible for performance-based bonuses and benefits. This is not a guarantee of compensation or salary, as a final offer amount may vary based on factors including but not limited to experience, education, location, and shift. The specific programs and options available to an employee may vary depending on the date of hire, schedule type, and hours worked. If you like wild growth and working with happy, enthusiastic over-achievers, you'll enjoy your career with us! Creation Technologies is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. If you require any accommodations to complete the application process or need the job posting in an alternative format, please email Accessibility@creationtech.com. You will be connected with our Talent Acquisition team. If you are contacted regarding the position, please inform our Talent Acquisition team of any accommodations you may need during the recruiting process. All information related to accommodation requests will be handled confidentially. Canada: Title for the position will be in accordance with applicable national and local laws.

The Director of Finance & Human Resources serves as a key member of the organization's leadership team, guiding financial strategy, managing day-to-day accounting functions, ensuring regulatory compliance, and overseeing all human resources operations. This position combines hands-on financial management with strategic leadership in budgeting, forecasting, and risk assessment. The role also directs payroll, benefits administration, onboarding, and initiatives that foster employee engagement and retention. Financial and HR oversight extends to both the organization and its endowment fund. Primary Responsibilities Lead all financial operations, including budgeting, forecasting, and compliance with GAAP standards for the organization and its endowment. Prepare timely and accurate financial reports for the CEO, leadership team, and Board of Directors. Coordinate the annual audit process, IRS Form 990 filings, and ongoing cash flow management. Track restricted funds and grant expenditures to ensure compliance and accurate reporting. Manage payroll, benefits administration, onboarding, and HR policy implementation in partnership with the PEO. Oversee insurance coverage, ensure regulatory compliance at local, state, and federal levels, and maintain strong ratings with nonprofit accountability organizations. Provide on-site support at organizational events as needed, including assistance with registration, point-of-sale systems, and billing. Foster a culture of accountability, collaboration, and responsible financial management. Partner with leadership to design and implement HR policies, performance evaluation processes, and staff development initiatives. Perform additional duties as needed in support of the organization's mission and goals. Qualifications, Skills & Attributes Bachelor's degree in Accounting, Finance, Human Resources, or a related discipline. At least five years of combined experience in finance and HR; experience in a nonprofit setting is strongly preferred. Demonstrated knowledge of GAAP, HR compliance requirements, and nonprofit financial reporting. Strong leadership, communication, and organizational abilities. Commitment to and alignment with the organization's values, including equity, inclusion, and fairness. Physical & Activity Requirements Regularly: Sitting or standing for prolonged periods Repetitive hand, wrist, and finger movements Communicating with staff, partners, and stakeholders Occasionally: Moving through confined or varied spaces to complete tasks Traveling between organizational locations Driving organizational vehicles Lifting or carrying items weighing up to 20 pounds If this opportunity aligns with your interests and experience, we encourage you to apply. We look forward to welcoming a new leader to our team.

About Welch Equipment Welch Equipment Company is the premier provider of material handling solutions and represents equipment from the world's #1 manufacturers. Our culture of continuous improvement, or Kaizen, is embedded throughout the organization and is only one of the many “tools” to our success in supporting our employees. Our core values are: Positive Attitude Servant Leadership Kaizen 365 (getting better, together, everyday) Our goal is to provide our employees with the tools needed to build a successful career, not just a job. We provide top notch support for our technicians in the form of manufacturer training, tech support, field service supervisors, on the job training in a controlled environment, cutting-edge technology and leaders trained to support. We are seeking employees who are ready to join a culture of continuous improvement, positive attitude, and servant leadership. If that's you come build your career with us at Welch Equipment Company and let's continue to set the standard! Benefits: Medical, Dental, Vision STD, LTD, and Life insurance Paid Sick Leave and Vacation 401(k) match Compensation Range: $122,090 - $155,050 Work Schedule: The Human Resources Director Position is a full time, 40 hour per week position Brief Position Description (Job Summary): The Human Resources Director is a strategic yet practical leader responsible for managing all aspects of human resources at Welch Equipment. This role ensures the organization attracts, develops, and retains top talent to drive business success, while fostering a positive workplace culture aligned with the dealership's values and operational objectives. The HR Director will collaborate closely with executive leadership, department managers, and employees to deliver effective HR programs and services that promote business growth in the competitive material handling industry. Job Type and Schedule: Full time, M-F 8-hour shift Reports to: President Responsibilities: Strategic HR Leadership Partner with executive leadership to align HR strategy with business objectives. Lead workforce planning, succession planning, and talent management initiatives. Function as a trusted advisor to the leadership team on all people-related matters, including organizational design, succession planning, and change management. Partner with TMHNA Human Resources for alignment opportunities and to leverage best practices and processes. Recruitment & Talent Acquisition Oversee full-cycle recruitment for sales, service, parts, and administrative positions. Build relationships with trade schools, technical programs, and industry networks to attract skilled technicians and material handling professionals. Ensure a diverse and inclusive hiring process. Employee Relations & Culture Foster a positive culture of engagement, teamwork, and safety. Provide guidance on performance management, conflict resolution, and employee development. Ensure compliance with employment laws and dealership policies. Training & Development Identify training needs and develop programs for sales teams, service technicians, and leadership. Promote career development pathways to retain skilled talent. Implement onboarding programs to integrate new hires effectively. Compensation & Benefits Manage competitive pay structures, incentive plans, and benefits administration. Conduct regular market analysis to ensure pay equity and competitiveness. Oversee annual performance review processes and merit programs. Compliance & Safety Create a culture of ethics and compliance that aligns with Toyota Industries Corporation (TICO) standards. Ensure adherence to federal, state, and local employment regulations. Collaborate with the Safety Manager to maintain OSHA compliance and a safe working environment. Maintain accurate HR records and reports. Requirements and KSAs: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 10+ years of progressive HR experience, with at least 5 years in a leadership role. Experience in a dealership, material handling, construction equipment, or similar industry strongly preferred. Strong knowledge of employment law, HR best practices, and safety regulations. Excellent interpersonal, communication, and leadership skills. Proficiency with HRIS, preferably ADP, and Microsoft Office Suite preferred. SHRM-CP/SHRM-SCP or PHR/SPHR certification preferred.

About Welch Equipment Welch Equipment Company is the premier provider of material handling solutions and represents equipment from the world's #1 manufacturers. Our culture of continuous improvement, or Kaizen, is embedded throughout the organization and is only one of the many “tools” to our success in supporting our employees. Our core values are: Positive Attitude Servant Leadership Kaizen 365 (getting better, together, everyday) Our goal is to provide our employees with the tools needed to build a successful career, not just a job. We provide top notch support for our technicians in the form of manufacturer training, tech support, field service supervisors, on the job training in a controlled environment, cutting-edge technology and leaders trained to support. We are seeking employees who are ready to join a culture of continuous improvement, positive attitude, and servant leadership. If that's you come build your career with us at Welch Equipment Company and let's continue to set the standard! Benefits: Medical, Dental, Vision STD, LTD, and Life insurance Paid Sick Leave and Vacation 401(k) match Compensation Range: $122,090 - $155,050 Work Schedule: The Human Resources Director Position is a full time, 40 hour per week position Brief Position Description (Job Summary): The Human Resources Director is a strategic yet practical leader responsible for managing all aspects of human resources at Welch Equipment. This role ensures the organization attracts, develops, and retains top talent to drive business success, while fostering a positive workplace culture aligned with the dealership's values and operational objectives. The HR Director will collaborate closely with executive leadership, department managers, and employees to deliver effective HR programs and services that promote business growth in the competitive material handling industry. Job Type and Schedule: Full time, M-F 8-hour shift Reports to: President Responsibilities: Strategic HR Leadership Partner with executive leadership to align HR strategy with business objectives. Lead workforce planning, succession planning, and talent management initiatives. Function as a trusted advisor to the leadership team on all people-related matters, including organizational design, succession planning, and change management. Partner with TMHNA Human Resources for alignment opportunities and to leverage best practices and processes. Recruitment & Talent Acquisition Oversee full-cycle recruitment for sales, service, parts, and administrative positions. Build relationships with trade schools, technical programs, and industry networks to attract skilled technicians and material handling professionals. Ensure a diverse and inclusive hiring process. Employee Relations & Culture Foster a positive culture of engagement, teamwork, and safety. Provide guidance on performance management, conflict resolution, and employee development. Ensure compliance with employment laws and dealership policies. Training & Development Identify training needs and develop programs for sales teams, service technicians, and leadership. Promote career development pathways to retain skilled talent. Implement onboarding programs to integrate new hires effectively. Compensation & Benefits Manage competitive pay structures, incentive plans, and benefits administration. Conduct regular market analysis to ensure pay equity and competitiveness. Oversee annual performance review processes and merit programs. Compliance & Safety Create a culture of ethics and compliance that aligns with Toyota Industries Corporation (TICO) standards. Ensure adherence to federal, state, and local employment regulations. Collaborate with the Safety Manager to maintain OSHA compliance and a safe working environment. Maintain accurate HR records and reports. Requirements and KSAs: Bachelor's degree in Human Resources, Business Administration, or related field (Master's preferred). 10+ years of progressive HR experience, with at least 5 years in a leadership role. Experience in a dealership, material handling, construction equipment, or similar industry strongly preferred. Strong knowledge of employment law, HR best practices, and safety regulations. Excellent interpersonal, communication, and leadership skills. Proficiency with HRIS, preferably ADP, and Microsoft Office Suite preferred. SHRM-CP/SHRM-SCP or PHR/SPHR certification preferred.

Emerson has an exciting opportunity as a Vice President of Human Resources for our Boulder, CO location. In this role, you are a strategic HR leader and trusted advisor to senior executives, partnering with the President and the Flow Leadership Team to shape the future of our business. You drive organizational growth, elevate workforce capability, and foster a culture of innovation and inclusion across a global footprint. You lead HR strategy, guide complex organizational transformations, and inspire a high-performing HR team to deliver excellence and impact at scale. In This Role, Your Responsibilities Will Be: Strategic HR Leadership Serve as the global strategic HR Business Partner to the Flow Leadership team (President & direct reports), advising on short- and long-term business challenges, including organizational growth, workforce capability, talent needs, and change management. Drive transformative organizational change initiatives by translating business strategies into HR priorities while also operationalizing global HR initiatives within the business, ensuring enterprise programs, policies, and capabilities are effectively adopted and adapted to local needs. Lead HR support for significant organizational changes, including integrations, restructures, organizational design efforts, and role realignments. Partner with HR leaders across the global team to ensure alignment on priorities, expectations, and communications while enabling each to execute within its local context. Regional Team Leadership & Development Provide direct HR leadership for the Boulder, Colorado, site, while offering matrixed/dotted-line oversight, guidance, and coaching to HR managers in Long Island, New York, and Chihuahua, Mexico. Lead, coach, and develop a diverse HR team, ensuring clarity of roles within the redefined HR operating model (HRBP, Site HR/People Experience Partners, HR Capabilities). Foster an inclusive, highly engaged, and collaborative team culture with strong communication norms and alignment across regions. Workforce Planning, Development & Succession Lead global talent and org review using the established frameworks, driving succession planning, performance calibration, and leadership development. Partner with leaders to identify high-potential talent and create development experiences that strengthen capability, readiness, and retention across critical roles. Support workload planning, talent forecasting, and capability needs in alignment with growth and footprint strategies, ensuring work is optimally placed across domestic and international locations. Employee Relations & Culture Oversee complex employee relations matters within North America, ensuring a fair, compliant, and psychologically safe approach that appropriately balances employee and business needs. Coach senior leaders on navigating complex organizational issues. Who You Are: You are capable of being visionary and able to articulately paint credible pictures and visions of possibilities and likelihoods. You find and champion the best creative ideas and actively move them into implementation. You seek new approaches to solve problems. For This Role, You Will Need: Proven experience in strategic leadership roles supporting matrixed or multi-site organizations. Demonstrated ability to partner closely with senior leaders and influence decision-making. Strong expertise in change leadership, organizational development, and employee relations. Exceptional communication, facilitation, relationship-building, and coaching skills Legal authorization to work in the United States - Sponsorship will not be provided for this position now and in the future. Preferred Qualifications That Set You Apart: Experience leading or supporting HR teams in a matrixed or global environment. Demonstrated capability to shape culture and build high-performing teams. Familiarity with international employment considerations (e.g., cultural differences, diverse talent markets, high-level awareness of international labor practices). Our Culture & Commitment to You: Our compensation philosophy is simple: we pay a competitive base salary, within the local market in which we operate, and reward performance during our annual merit review process. The starting salary for this role is $175,000 - $230,000 annually and eligible for bonus and equity, commensurate with the skills, talent, capabilities and experience each candidate brings to a role. This position will be open for a minimum of 7 days from the day of the posting. Applicants are encouraged to apply early to receive optimal consideration. In compliance with the Colorado Application Fairness Act, in any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information. At Emerson, we prioritize a workplace where every employee is valued, respected, and empowered to grow. We foster an environment that encourages innovation, collaboration, and diverse perspectives, because we know that great ideas come from great teams. Our commitment to ongoing career development and growing an inclusive culture ensures you have the support to thrive. Whether through mentorship, training, or leadership opportunities, we invest in your success so you can make a lasting impact. We believe diverse teams working together are key to driving growth and delivering business results. We recognize the importance of employee wellbeing and know that to do your best you must have flexible, competitive benefits plans to meet you and your family's physical, mental, financial, and social needs. We provide a variety of medical insurance plans, with dental and vision coverage, Employee Assistance Program, profit sharing retirement, tuition reimbursement, employee resource groups, recognition, and much more. Our culture prioritizes work-life balance and offers flexible time off plans, including paid parental leave (maternal and paternal), vacation and holiday leave. Work Authorization: Emerson will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1 (including those with OPT or CPT), H-1, H-2, L-1, B, J or TN, or who need sponsorship for work authorization now or in the future, are not eligible. #LI-PL1 #LI-Hybrid

Job Summary and Responsibilities You have a purpose, unique talents and now is the time to embrace it, live it and put it to work. We value incredible people with incredible skills - but your commitment to a greater cause is something we value even more. This is the heartbeat of our organization and your time will be spent in a supportive, team environment with resources to help you flourish and leaders who care about your success. Operates under the auspice of enterprise led HR, meaning, our work will be connected and consistent across our organization with our people being at the center. Our aim is to achieve an incredible associate experience in which our associates, physicians and leaders can flourish and feel part of a connected ecosystem. This role fosters and implements our critical culture, talent and engagement initiatives. This strategic HR role proactively partners with stakeholders to anticipate HR related needs/opportunities and implement and integrate HR strategies to support and enable the business, advise leaders on people related opportunities in collaboration with HR centers of excellence as applicable, and deploying HR and business initiatives in support of the organization's strategies and operations. Using sound change management principles, this role is responsible for engaging stakeholders, facilitating talent strategies using appropriate talent related data and developing plans to address opportunities and challenges. Working collaboratively with operational leaders, key stakeholders and HR centers of excellence, will advise and deploy HR initiatives in alignment with Operational strategy locally, regionally, and enterprise wide. Job Responsibilities (essential functions) * Proven skills in leadership, leadership development theory, change leadership. * Ability to positively influence outcomes to the benefit of the entity, the group and the organization as a whole. * Possess a deep understanding of the business model, anticipate and diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people. * Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. * Maintains in-depth knowledge of legal requirements related to day-to-day management of associates and leaders, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. * Provides guidance and input on business unit restructures, workforce planning and succession planning. * Provides appropriate HR coaching and advisement to entity Executive team in alignment with entity, group and enterprise-wide goals and objectives. * Engage designated leaders to understand talent needs of the business and deploy actionable steps in alignment with the HR strategy that support the organization's strategic plan. * Implement enterprise‐wide and/or location‐specific People strategies/initiatives. * Ability to develop and lead HR business initiatives in other markets as needed. * Provide HR observations related to departmental issues in meetings and one‐on‐one. * Interpret talent management data for departments and works collaboratively to develop and deploy appropriate initiatives. * Coach designated leaders through change management. * Collaborating with various resources to address engagement, culture and talent opportunities. * Promote and foster a healthy work environment; raise awareness of available programs to assist leaders and associates. * Implement appropriate associate engagement programs. * Interpret and drive departmental action planning as a result of associate engagement results; assess entity/department culture through formal and informal reviews and plan actions with department/entity leadership. * Support effective leader and associate communications. * Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes. Job Requirements In addition to bringing humankindness to the workplace each day, qualified candidates will need the following: * Bachelor Degree Required. * 7 years of progressive experience in Human Resources to include strategic leadership in Human Resources and/or demonstrated ability to lead projects or initiatives using the 5 leadership behaviors. * Strong demonstrated employee relations skills with thorough knowledge of performance improvement, corrective counseling, investigations, compensation, benefits, strategic business planning, team organization, retention, and recruitment and change management. * Extensive knowledge and experience in state and federal employment laws. * Ability to listen, but also to persuasively convey opinions and recommendations. * Demonstrated attention to detail and ability to multitask. Effective written and verbal communication skills and demonstrated interpersonal skills and ability to interact at all levels. * Ability to be viewed as approachable and objective. Strong business‐fluency skills-operational knowledge and financial acumen. * Demonstrated ability to navigate organizational complexity and manage complex issues in a diverse Physical Requirements Sedentary work - prolonged periods of sitting and exert up to 10 lbs. force occasionally Where You'll Work With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community.

Manage front-end HR issues for respective line of business, including resourcing, manpower planning; Effectively manage and regularly review all recruitment processes, specifically screening, testing, interview arrangement, job offer, pre-employment check, internal sourcing and executive recruitment etc, ensuring that each process is aligned with agreed targets and business requirements; Improve CPH (cost per hire), time to fill and hire quality by reviewing and evaluating the effectiveness of the recruitment channels, selection and screening tools. Continuously explore and develop strategic programs to source and attract, select and hire suitable talents within cost; Perform profound analysis of recruitment situation, update and provide recommendation to management; Provide efficient recruitment services within agreed service lead time to support business strategy of the Company; Keep good relationship and have effective communication with line operations, Migration and Capacity Mangement team, Business partners and other relevant parties, and work closely with all levels of management to satisfy customers' recruitment needs; Identify potential staff for development into key positions as long term succession plan; Arrange learning opportunities, and address training and development needs of the team members; Facilitate the development of staff's skillets via job rotation and multi-skilling to enhance their overall quality; Effectively use the appraisal process; Coach, provide clear direction, counsel and lead by example; Assist other units of HR team and assume related responsibilities as may be necessary; Take initiative to streamline or standardize workflow to optimise efficiency, productivity and recommend ways to enhance hire quality; Ensure the recruitment processes be in line with local labor regulations and the requirements stated in Group GSM and HR FIM; Timely implement internal and external audit recommendations on recruitment process; Conduct a tight control on operational losses, potential frauds through strong internal audit; closely monitor Recruitment vendors' performance to ensure the agreed service standards are met. Qualifications A university or master degree; Minimum 5 years' executive experience in a HR Business related role in a sizeable organization, preferably with exposure to multinational environmental activities; Hands-on experience in Human Resources Management and / or related skills, with good understanding of the business, organisational and contemporary human resources issues; Commercial orientated with an understanding of the bottom-line; Good technical HR Knowledge, evidence of understanding business operations and strong customer orientations; Knowledge of local labour regulations and internal HR practices; A high standard of interpersonal sensitivity, communication and judgement skills; Be flexible and adaptable. Be able to work independently as well as part of a team. Issued by GSC China

The Director of Human Resources (HR), under the general supervision of the Mayor, directs and manages all human resources activities of the City. The City of Pueblo has approximately 800 full time employees and three bargaining units, police (IBPO), fire (IAFF) and general service (PAGE/AFSCME). There are also numerous seasonal and temporary employees. The Director also oversees all human resources activities for Pueblo Transit to include hiring, discipline, discharge, benefits administration of approximately 45 employees, and union negotiations with the Amalgamated Transit Union. The Director is responsible for employment (which interfaces with a separate elected Civil Service Commission responsible for recruitment, testing and appeals), employee relations, labor relations, specialized recruitment, affirmative action/equal opportunity, non-job specific training, classification and compensation, benefits including responsibility for obtaining and administering health, dental, and voluntary options, retirement administration which interfaces with state and local retirement programs as well as old hire police and fire pension plans, and administration of voluntary retirement programs such as the City's 457 plan, participation in City negotiations and budget preparation. The Director of Human Resources is also responsible to provide complex administrative support to the Mayor and other department directors on policy matters, employee relations and collective bargaining agreement negotiation and to work closely with the City's legal department to ensure City compliance with local, state and federal laws which govern employment related matters. This job description is an overview and is intended to describe the general nature and level of work being performed. It's not intended to be an exhaustive list of all the functions and tasks required of the position. ESSENTIAL FUNCTIONS: * Administers and directs the HR Department. * Prepares, develops, and monitors the department budget. * Prepares and recommends rules and revisions to carry out the provisions of the City Charter including Ordinance preparation and development. * Develops and recommends personnel policies to the Mayor for promulgation. * Interprets and effectively carries out all personnel policies and rules adopted by the City Council. * Prepares and maintains a uniform pay schedule in the classified service, subject to approval by the Mayor and the City Council; conducts salary surveys and relates pay grades directly to the position classification plan for the classified service * Maintains/revises the City's classification plan; performs position audits; and classifies positions in the classified service * Subject to approval of the Mayor, appoints HR Department employees and such experts and special assistants as may be authorized and necessary in accordance with the Charter and City ordinances * Supervises professional, paraprofessional and administrative support staff administering and coordinating training and development, recruitment and employment processes, classification, compensation, retirement, and health benefits * Continuously studies, in collaboration with Finance, pension benefits/costs and provides for actuarial studies of costs of such plans, and reports their findings * Administers Affirmative Action/Equal Opportunity programs, responses to charges with outside agencies, mediations, and arbitration and hearing preparation * Coordinates with a third-party workers compensation administrator * Administers the City's Employee Assistance Program * Supports City administration in negotiations preparation and participation in City contract negotiations * Performs contract administration * Encourages and exercises leadership in the development of effective personnel administration within the departments and agencies of the City including workforce planning and development and employment relations * Fosters and develops, in cooperation with supervisors, department and agency heads and others, programs for the improvement of employee effectiveness, retention, and satisfaction, including but not limited to regular surveying, training, education, career and occupational development, safety, health, counseling and welfare of employees, for better proficiency in operation of the City government * Establishes and maintains Human Resources related records and statistical data of each employee and is the custodian of Human Resource Files * Establishes and maintains any forms and procedures as may be necessary to properly operate the department and to monitor and control personnel transactions. * Acts as Administrative Liaison for the City of Pueblo's Employee Health Clinic * Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to the Mayor * Provides an annual report to the Mayor regarding the activities of the department and special reports that may be considered desirable, or may be requested by the Mayor IMPORTANT FUNCTIONS: * Performs other duties as may be required by the City Charter, Pueblo Municipal Code or the Mayor. PHYSICAL REQUIREMENTS: The physical standards an employee must meet in order to perform the essential job duties with or without a reasonable accommodation include, but are not limited to: Work is mostly sedentary and performed in a seated position, but requires frequent moving about, standing, bending, kneeling, reaching or stooping. The incumbent must be able to hear all communication from customers and employees by telephone or in person, and use vision to work with written documents, forms, and to respond to employees and customers. Must have ability to lift and move files and supplies weighing up to 45 pounds. * Requires a strong knowledge of Human Resources including employment, employee relations, benefits, workers' compensation, government regulations, and employment law * Skill and ability to supervise and perform the above listed duties and responsibilities * Must have the ability to work well with management, employees, and union representatives * Strong communications skills both written and verbal including the ability to make public presentations, respond to questions from elected representatives, testify in arbitrations, and explain policies and procedures to a variety of individuals * Must have strong knowledge of the legal framework of Human Resources, and be able to develop policies and procedures in accordance * Must be able to advise the Mayor, Department Heads and supervisors regarding issues related to Human Resources * Should have knowledge of modern human resources information systems * Skill and ability to work with and negotiate with multiple bargaining units * Must have a highly developed sense of work ethics * Must be able to work successfully with and provide good customer service to supervisors, other City employees, the public and other agencies and organizations * Must be able to perform all the job duties in a safe manner In addition to the knowledge, skills and abilities listed above, this position requires the following: * Bachelor's degree or higher education from an accredited college or university with coursework in management, public administration, human resources, or a related field * At least seven (7) years of progressively responsible experience in human resources * At least five (5) years of experience in a senior level position within a municipal government * A valid driver's license at the time of application, and a valid Colorado driver's license within 30 days of employment * License restrictions that may hinder your ability to drive on City business, such as an interlock, will be cause for disqualification * During the course of employment, a valid license must be maintained, and the employee must notify the City immediately upon changes to the status of their license Preferred: * A master's degree in Public or Business Administration, Human Resources Management, or related area * Experience in a unionized environment * PHR or SPHR certification or equivalent * Familiarity with Civil Service Functions SPECIAL CONDITIONS OF EMPLOYMENT: Position requires that the individual be able to work overtime, attend evening meetings, and work flexible hours. Most duties are performed indoors; however, the incumbent will be required to perform some duties outdoors. Must be able to work, drive, and travel in inclement weather. The required driver's license must be maintained throughout the term of employment. Must live within the County of Pueblo Due to Federal and State Criminal Justice System access requirements, classifications that access and maintain criminal justice information may also be required, as a condition of employment, to not have been convicted of and/or have pending charges of a felony or misdemeanor crime that would deny or otherwise restrict access to criminal justice information. This requirement applies to all existing City employees as well as external candidates seeking to fill positions that meet the given criteria. BENEFITS: The City of Pueblo offers a very rich benefits packet! Click on the "Benefits" hyperlink at the top of this (online) job posting to view a summary of the benefits associated with this position. For a more comprehensive view on the lush benefits offered by the City, please go to*********************** CIVIL SERVICE EXAM: Please note that the Civil Service Commission may use a Training & Experience (T&E) evaluation of your application to establish an eligibility list for this classification.

Emerson has an exciting opportunity as a Vice President of Human Resources for our Boulder, CO location. In this role, you are a strategic HR leader and trusted advisor to senior executives, partnering with the President and the Flow Leadership Team to shape the future of our business. You drive organizational growth, elevate workforce capability, and foster a culture of innovation and inclusion across a global footprint. You lead HR strategy, guide complex organizational transformations, and inspire a high-performing HR team to deliver excellence and impact at scale. **In This Role, Your Responsibilities Will Be:** **Strategic HR Leadership** + Serve as the global strategic HR Business Partner to the Flow Leadership team (President & direct reports), advising on short- and long-term business challenges, including organizational growth, workforce capability, talent needs, and change management. + Drive transformative organizational change initiatives by translating business strategies into HR priorities while also operationalizing global HR initiatives within the business, ensuring enterprise programs, policies, and capabilities are effectively adopted and adapted to local needs. + Lead HR support for significant organizational changes, including integrations, restructures, organizational design efforts, and role realignments. + Partner with HR leaders across the global team to ensure alignment on priorities, expectations, and communications while enabling each to execute within its local context. **Regional Team Leadership & Development** + Provide direct HR leadership for the Boulder, Colorado, site, while offering matrixed/dotted-line oversight, guidance, and coaching to HR managers in Long Island, New York, and Chihuahua, Mexico. + Lead, coach, and develop a diverse HR team, ensuring clarity of roles within the redefined HR operating model (HRBP, Site HR/People Experience Partners, HR Capabilities). + Foster an inclusive, highly engaged, and collaborative team culture with strong communication norms and alignment across regions. **Workforce Planning, Development & Succession** + Lead global talent and org review using the established frameworks, driving succession planning, performance calibration, and leadership development. + Partner with leaders to identify high-potential talent and create development experiences that strengthen capability, readiness, and retention across critical roles. + Support workload planning, talent forecasting, and capability needs in alignment with growth and footprint strategies, ensuring work is optimally placed across domestic and international locations. **Employee Relations & Culture** + Oversee complex employee relations matters within North America, ensuring a fair, compliant, and psychologically safe approach that appropriately balances employee and business needs. + Coach senior leaders on navigating complex organizational issues. **Who You Are:** You are capable of being visionary and able to articulately paint credible pictures and visions of possibilities and likelihoods. You find and champion the best creative ideas and actively move them into implementation. You seek new approaches to solve problems. **For This Role, You Will Need:** + Proven experience in strategic leadership roles supporting matrixed or multi-site organizations. + Demonstrated ability to partner closely with senior leaders and influence decision-making. + Strong expertise in change leadership, organizational development, and employee relations. + Exceptional communication, facilitation, relationship-building, and coaching skills + Legal authorization to work in the United States - Sponsorship will not be provided for this position now and in the future. **Preferred Qualifications That Set You Apart:** + Experience leading or supporting HR teams in a matrixed or global environment. + Demonstrated capability to shape culture and build high-performing teams. + Familiarity with international employment considerations (e.g., cultural differences, diverse talent markets, high-level awareness of international labor practices). **Our Culture & Commitment to You:** Our compensation philosophy is simple: we pay a competitive base salary, within the local market in which we operate, and reward performance during our annual merit review process. The starting salary for this role is $175,000 - $230,000 annually and eligible for bonus and equity, commensurate with the skills, talent, capabilities and experience each candidate brings to a role. This position will be open for a minimum of 7 days from the day of the posting. Applicants are encouraged to apply early to receive optimal consideration. In compliance with the Colorado Application Fairness Act, in any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information. At Emerson, we prioritize a workplace where every employee is valued, respected, and empowered to grow. We foster an environment that encourages innovation, collaboration, and diverse perspectives, because we know that great ideas come from great teams. Our commitment to ongoing career development and growing an inclusive culture ensures you have the support to thrive. Whether through mentorship, training, or leadership opportunities, we invest in your success so you can make a lasting impact. We believe diverse teams working together are key to driving growth and delivering business results. We recognize the importance of employee wellbeing and know that to do your best you must have flexible, competitive benefits plans to meet you and your family's physical, mental, financial, and social needs. We provide a variety of medical insurance plans, with dental and vision coverage, Employee Assistance Program, profit sharing retirement, tuition reimbursement, employee resource groups, recognition, and much more. Our culture prioritizes work-life balance and offers flexible time off plans, including paid parental leave (maternal and paternal), vacation and holiday leave. **Work Authorization:** Emerson will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1 (including those with OPT or CPT), H-1, H-2, L-1, B, J or TN, or who need sponsorship for work authorization now or in the future, are not eligible. \#LI-PL1 \#LI-Hybrid **WHY EMERSON** **Our Commitment to Our People** At Emerson, we are motivated by a spirit of collaboration that helps our diverse, multicultural teams across the world drive innovation that makes the world healthier, safer, smarter, and more sustainable. And we want you to join us in our bold aspiration. We have built an engaged community of inquisitive, dedicated people who thrive knowing they are welcomed, trusted, celebrated, and empowered to solve the world's most complex problems - for our customers, our communities, and the planet. You'll contribute to this vital work while further developing your skills through our award-winning employee development programs. We are a proud corporate citizen in every city where we operate and are committed to our people, our communities, and the world at large. We take this responsibility seriously and strive to make a positive impact through every endeavor. At Emerson, you'll see firsthand that our people are at the center of everything we do. So, let's go. Let's think differently. Learn, collaborate, and grow. Seek opportunity. Push boundaries. Be empowered to make things better. Speed up to break through. Let's go, together. **Work Authorization** Emerson will only employ those who are legally authorized to work in the United States. This is not a position for which sponsorship will be provided. Individuals with temporary visas such as E, F-1(including those with OPT or CPT) , H-1, H-2, L-1, B, J or TN, or who need sponsorship for work authorization now or in the future, are not eligible for hire. **Equal Opportunity Employer** Emerson is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, race, color, religion, national origin, age, marital status, political affiliation, sexual orientation, gender identity, genetic information, disability or protected veteran status. We are committed to providing a workplace free of any discrimination or harassment. **Accessibility Assistance or Accommodation** If you have a disability and are having difficulty accessing or using this website to apply for a position, please contact: idisability.administrator@emerson.com . **ABOUT EMERSON** Emerson is a global leader in automation technology and software. Through our deep domain expertise and legacy of flawless execution, Emerson helps customers in critical industries like life sciences, energy, power and renewables, chemical and advanced factory automation operate more sustainably while improving productivity, energy security and reliability. With global operations and a comprehensive portfolio of software and technology, we are helping companies implement digital transformation to measurably improve their operations, conserve valuable resources and enhance their safety. We offer equitable opportunities, celebrate diversity, and embrace challenges with confidence that, together, we can make an impact across a broad spectrum of countries and industries. Whether you're an established professional looking for a career change, an undergraduate student exploring possibilities, or a recent graduate with an advanced degree, you'll find your chance to make a difference with Emerson. Join our team - let's go! **No calls or agencies please.** **Requisition ID** : 25030298 Emerson is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, race, color, religion, national origin, age, marital status, political affiliation, sexual orientation, gender identity, genetic information, disability or protected veteran status. We are committed to providing a workplace free of any discrimination or harassment.

Where You'll Work With more than 700 care sites across the U.S. from clinics and hospitals to home-based care and virtual care services CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources CommonSpirit is committed to building healthy communities advocating for those who are poor and vulnerable and innovating how and where healing can happen both inside our hospitals and out in the community. Job Summary and Responsibilities You have a purpose, unique talents and now is the time to embrace it, live it and put it to work. We value incredible people with incredible skills - but your commitment to a greater cause is something we value even more. This is the heartbeat of our organization and your time will be spent in a supportive, team environment with resources to help you flourish and leaders who care about your success. Operates under the auspice of enterprise led HR, meaning, our work will be connected and consistent across our organization with our people being at the center. Our aim is to achieve an incredible associate experience in which our associates, physicians and leaders can flourish and feel part of a connected ecosystem. This role fosters and implements our critical culture, talent and engagement initiatives. This strategic HR role proactively partners with stakeholders to anticipate HR related needs/opportunities and implement and integrate HR strategies to support and enable the business, advise leaders on people related opportunities in collaboration with HR centers of excellence as applicable, and deploying HR and business initiatives in support of the organization's strategies and operations. Using sound change management principles, this role is responsible for engaging stakeholders, facilitating talent strategies using appropriate talent related data and developing plans to address opportunities and challenges. Working collaboratively with operational leaders, key stakeholders and HR centers of excellence, will advise and deploy HR initiatives in alignment with Operational strategy locally, regionally, and enterprise wide. Job Responsibilities (essential functions) Proven skills in leadership, leadership development theory, change leadership. Ability to positively influence outcomes to the benefit of the entity, the group and the organization as a whole. Possess a deep understanding of the business model, anticipate and diagnose organizational needs, connect and deploy team capabilities, and consult with customer groups on operational strategies to improve business performance through people. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies. Maintains in-depth knowledge of legal requirements related to day-to-day management of associates and leaders, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Provides guidance and input on business unit restructures, workforce planning and succession planning. Provides appropriate HR coaching and advisement to entity Executive team in alignment with entity, group and enterprise-wide goals and objectives. Engage designated leaders to understand talent needs of the business and deploy actionable steps in alignment with the HR strategy that support the organization's strategic plan. Implement enterprise‐wide and/or location‐specific People strategies/initiatives. Ability to develop and lead HR business initiatives in other markets as needed. Provide HR observations related to departmental issues in meetings and one‐on‐one. Interpret talent management data for departments and works collaboratively to develop and deploy appropriate initiatives. Coach designated leaders through change management. Collaborating with various resources to address engagement, culture and talent opportunities. Promote and foster a healthy work environment; raise awareness of available programs to assist leaders and associates. Implement appropriate associate engagement programs. Interpret and drive departmental action planning as a result of associate engagement results; assess entity/department culture through formal and informal reviews and plan actions with department/entity leadership. Support effective leader and associate communications. Support utilization of the HR support model; guide employees to the appropriate channel and ensure proper utilization of HR policies and processes. Job Requirements In addition to bringing humankindness to the workplace each day, qualified candidates will need the following: Bachelor Degree Required. 7 years of progressive experience in Human Resources to include strategic leadership in Human Resources and/or demonstrated ability to lead projects or initiatives using the 5 leadership behaviors. Strong demonstrated employee relations skills with thorough knowledge of performance improvement, corrective counseling, investigations, compensation, benefits, strategic business planning, team organization, retention, and recruitment and change management. Extensive knowledge and experience in state and federal employment laws. Ability to listen, but also to persuasively convey opinions and recommendations. Demonstrated attention to detail and ability to multitask. Effective written and verbal communication skills and demonstrated interpersonal skills and ability to interact at all levels. Ability to be viewed as approachable and objective. Strong business‐fluency skills-operational knowledge and financial acumen. Demonstrated ability to navigate organizational complexity and manage complex issues in a diverse Physical Requirements Sedentary work - prolonged periods of sitting and exert up to 10 lbs. force occasionally