Director of human resources jobs in Louisville, CO - 174 jobs

The Senior Director of Human Resources serves as a strategic and operational leader responsible for overseeing enterprise-wide HR operations and ensuring strong alignment between Corporate HR and Field HR teams. This role acts as a trusted advisor and right hand to the CHRO, driving execution of the people strategy while serving as a senior business partner to Corporate leaders. This leader ensures consistent HR practices across the organization, translates business strategy into scalable people programs, and provides governance, guidance, and partnership to Field HR Directors supporting regional or operational teams. Location - Ideal candidates will be near a hub of offices, Denver, Phoenix, Houston, Dallas, Carolinas, Florida, Southern California. Hybrid is preferred, 1-2 days Travel - This role will require travel, up to 20%. Compensation - $160-190k + bonus, (no equity, RSUs, stock) Key Responsibilities Strategic Leadership & CHRO Partnership Serve as a key thought partner and extension of the CHRO, supporting enterprise HR strategy, planning, and execution. Lead cross-functional HR initiatives on behalf of the CHRO, ensuring follow-through, accountability, and impact. Prepare insights, analysis, and recommendations for executive leadership, including workforce trends, risks, and opportunities. Represent the CHRO in meetings, forums, and initiatives as needed. Business Partnering (Corporate Leadership) Act as a senior HR Business Partner to Corporate executives and functional leaders. Provide strategic counsel on organizational design, workforce planning, talent strategy, performance management, succession planning, and change management. Partner with leaders to align people strategies with business goals and financial outcomes. Support enterprise-wide initiatives including growth, restructuring, M&A, or transformation efforts. HR Operations Oversight Oversee core HR operations to ensure efficiency, compliance, consistency, and scalability. Ensure strong execution across HR programs including employee relations, compliance, policies, performance management, and workforce analytics. Partner closely with Centers of Excellence (COEs) such as Talent, Total Rewards, HRIS, and DEI to drive integrated solutions. Monitor HR metrics and operational effectiveness; drive continuous improvement initiatives. Field HR Director Liaison & Governance Serve as the primary liaison between Corporate HR and Field HR Directors. Provide guidance, coaching, and alignment to Field HRDs to ensure consistent application of HR policies, practices, and philosophy. Establish clear governance, communication cadences, and escalation paths between Corporate and Field HR teams. Share best practices, identify trends, and address systemic issues across regions or business units. Employee Relations & Risk Management Provide oversight and guidance on complex employee relations matters, investigations, and performance issues. Ensure compliance with federal, state, and local employment laws across multiple jurisdictions. Partner with Legal and Compliance teams to mitigate risk and ensure sound decision-making. Qualifications Required Bachelor's degree in Human Resources, Business Administration, or related field. 10+ years of progressive HR leadership experience, including enterprise or multi-site environments. Demonstrated experience overseeing HR operations and partnering with field or regional HR leaders. Strong background in strategic HR business partnering at the executive level. Proven ability to operate as a trusted advisor to senior leadership. Deep knowledge of employment law, HR best practices, and organizational effectiveness. Experience in field based industries with dispersed employee populations. Preferred Master's degree or MBA. Industry experience in Construction, Retail, Property Management, Real Estate, Telecommunications, Utilities, HVAC, or similar HR certification (SPHR, SHRM-SCP). Core Competencies Executive presence and influence Strategic thinking with strong operational execution Ability to balance corporate strategy with field realities Strong judgment and discretion Change leadership and organizational effectiveness Data-driven decision making

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.

**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.

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.

Mindlance is a national recruiting company which partners with many of the leading employers across the country. Feel free to check us out at ************************* Job Description• The individual will manage programs or projects involving HR, learning and cross-functional teams focused on the delivery of programs for the entire organization; focusing on consistent and effective execution through managing projects for corporate initiatives. • Employs company standard tools, templates, and approaches to manage project schedules, deliver status reports, and monitor performance to ensure that project commitments are met. • Assess changes in scope and makes recommendation based on various circumstances. • Ensures all logistical requirements to facilitate learning programs are executed accurately • Organizes project activities that require interdepartmental meetings and communication to ensure communication, understanding of deadlines, assignments and objectives. Program planning and project management • Collaborates with the team to determine new program goals, budget, timeline, resources and implementation approaches. Develops procedures and practices to support program implementation. • Determines, identifies, and manages resources required to implement and deliver programs successfully. • Works with project and business owners to define audiences, establish launch dates, identify communication distribution lists, and coordinates other details in preparation for training launch. • Collaborates with the team to support implementation of learning sessions ensuring all logistical requirements to facilitate learning programs are executed accurately. • Works with cross-functional partners and facilitates communication to resolve problems and enhance learning solutions. • Utilizes excellent communication and analysis skills to coordinate complex activities. • Organizes program activities to ensure communication, understanding of deadlines, assignments and objectives. • Collaborates with the team to determine new program goals, budget, timeline, resources and implementation approaches. Follows procedures and practices to support program implementation. • Assure appropriate processes are implemented and followed. • Analyzes, visualizes, and presents post-program summaries and data in a way that highlights areas of excellence and areas for improvements; develop and implement suggestions for improving the function and future programs. Qualifications• Utilizes excellent communication and analysis skills to coordinate complex activities. • Track record of effectively managing programs to completion Ability to work under tight deadlines and plan, organize and carry out multiple, detailed tasks Team-oriented, collaborative and has strong interpersonal relationship skills at all levels, including management staff and support staff Additional Information Thanks & Regards Praveen K. Paila ************

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 recruitment for this position is being handled by AGB Search. Please direct all inquiries and applications to ******************************. Please DO NOT apply on the CU Careers site. This posting is for advertising only. The University of Colorado (CU) invites applications and nominations for the position of Vice President/Chief Human Resource Officer (CHRO). CU, a premier public research university with four campuses in Boulder, Colorado Springs, Denver, and Aurora, seeks a mission-centric, skilled, and collaborative human resources executive to help shape and execute an integrated people and culture strategy. Reporting to the Senior Vice President of Internal Operations and Chief of Staff, the CHRO serves as a member of the President's executive team, and partners with senior leaders at System Administration and across the CU System. The next VP/CHRO is responsible for developing System Administration's compensation strategy for advancement and growth opportunities, workplace culture initiatives, training strategies, employee surveys, and other HR initiatives to create a culture where employees feel included, empowered, and valued. This position oversees approximately 130 employees and collaborates with campus and system leaders to ensure the alignment of HR strategies while respecting the unique needs of each entity. The successful candidate will preferably hold an advanced degree from an accredited institution of higher education or equivalent experience in business administration, human resources, law, public administration, or related field. They will also have a minimum of 10 years' experience in a leadership role, which includes directing a major business function, developing and implementing strategies and initiatives, and managing personnel and finances. The University of Colorado system office, located in Denver, brings together administrative departments and services centers that provide guidance and services to all CU's campuses. Denver is one of the fastest-growing metropolitan areas in the country, recognized for its diverse workforce, strong economic outlook, and vibrant civic culture. The city serves as a regional hub for innovation, government, healthcare, and technology, creating dynamic opportunities for talent development and organizational professionals. A complete Leadership Profile with additional information may be found here. Please direct nominations and expressions of interest or any questions regarding the application process to\: ****************************** Margaret F. Plympton, Ed.D. Principal ************ ******************************* Roderick J. McDavis, Ph.D. Managing Principal & CEO ************ ************************* Duties & Responsibilities: Supervision/Management This position oversees approximately 130 employees under the following positions and functions\: Associate Vice President and CU Health Plan Chief Administrator Associate Vice President for Employee Services Assistant Vice President for HR, Learning and Development Internal communications focusing on systemwide programs, including benefits and internal communications for system administration employees. Strategic Talent Leadership Serve as a trusted advisor to the President, Senior Vice President for Internal Operations and Chief of Staff, executive leadership team, and campus CHROs on all talent, organizational, and workforce matters. Ensure the System Administration talent strategy supports consistent, practical application of hiring, development, and retention practices, and fosters shared expectations for how work gets done across System Administration. Work to ensure that System Administration provides an outstanding employment opportunity for individuals from all Colorado communities. Collaborate with campus and system leaders to ensure alignment of HR strategies while respecting the unique needs of each entity. Support key campus executive leaders across the CU system in: Coaching and consulting on talent and interpersonal matters Mediation of conflicts and contrasting priorities Employee relations Assist when requested with the Board of Regents on policy, employment practices, planning and management of staff, and other matters. Provide guidance on executive level searches from position creation/update to hire including managing external search firms and internal search committees. Collaborate with leadership to identify barriers, design and deliver training, and promote inclusive practices that support a productive and engaged workforce for all staff. Functional HR Leadership Provide strategic oversight for all enterprise HR operations, ensuring efficient, compliant, and service-oriented delivery across all centralized shared services, including payroll, benefits, retirement programs, leave management, HR technology, labor relations (in conjunction with legal counsel), HR-related policy development, and other centralized functions. Provide strategic direction and oversee the Assistant Vice President that delivers the following capabilities within the System office while aligning practices and strategy with similar campus functions for compensation strategy, talent acquisition, organizational effectiveness, employee relations, culture, inclusion and belonging, and leadership development within System Administration. Provide strategic directions on inclusive strategies to improve recruitment, hiring, retention, and workplace culture for all System Administration staff, including continuing and evolving our System Administration Employee Resource Groups (ERGs) and workshops focusing on developing a sense of belonging for all System Administration staff. For certain functions managed operationally on the campuses (including compensation, leadership development, & talent acquisition), lead enterprise-wide alignment efforts and development of select shared strategies and tools while providing support and visibility to key leaders. University of Colorado Health and Welfare Trust Serve as trustee for the University of Colorado Health and Welfare Trust, a multi-employer voluntary employees' beneficiary association, a 501(c)(9) entity, established to provide medical, dental, and wellness benefits to eligible employees and their families. Work with Chief Plan Administrator to ensure health benefits strategy aligns with broader university goals while maintaining regulatory and fiduciary boundaries defined by the Trust and Plan documents. Governance and Fiduciary Responsibilities Serve as fiduciary leader for CU retirement plans. Serve as liaison to System Administration Staff Council and the system-wide Staff Council. Stay informed on and develop strategy with Legal Counsel for labor relations. As requested by the government relations team, assist with preparation of and provide feedback or testimony regarding employee-related state or federal legislation. Work with members of the President's executive team and others in developing and updating Administrative Policy Statements and Regent Laws and Policies. What We Offer: Salary: The anticipated hiring range has been established at $320,000 - $347,000. CU System Administration takes into consideration a combination of the selected candidate's education, training and experience as it relates to the position, as well as the position's scope and complexity, internal pay equity and external market value when determining a salary level for potential new employees. Benefits: With our unparalleled range of benefits, including top-notch healthcare, comprehensive wellness programs, enriching professional development, and a dynamic work-life balance, we ensure your holistic growth and happiness. Disability, Life, Vision Insurance options. Multiple retirement planning options including a mandatory 401(a) plan where CU contributes 10% of your gross pay, a 401k or 403b plan and a 457 deferred compensation plan. Pre-tax savings plans, such as Health care and Dependent care flexible spending accounts. Embrace a healthy work-life balance with ample sick and vacation leave, along with at least 12 paid holidays. This includes a dedicated week off for winter break. 6 weeks of parental leave to adjust to the joys of parenthood. A tuition benefit program for you and/or your dependents. Free RTD EcoPass and Free Onsite Parking at our 1800 Grant Street Office. Many additional perks & programs with the CU Advantage. Additional taxable fringe benefits may be available. For more information on benefits programs, please review our Comprehensive Benefits Guide. Access our Total Compensation Calculator to see what your total rewards could be at CU. (This position is a University Staff position) Qualifications: PROFESSIONAL EXPERIENCE AND ATTRIBUTES Successful candidates in this role will bring many of the following experiences and characteristics: Demonstrated experience leading strategic HR transformation and culture change in large, complex organizations. Ability to develop senior leaders and foster a culture of accountability, collaboration, and performance. Expertise in workforce analytics, data-driven decision-making, and people metrics. Deep understanding of modern HR principles, organizational effectiveness, and leadership development. Collaborative and consultative leadership style with the ability to influence across multiple stakeholder groups. Strong communication and relationship-building skills with demonstrated ability to inspire trust and drive alignment, ensuring the continuing growth of effective relationships throughout all of CU Minimum Qualifications: A bachelor's degree from an accredited institution of higher education or equivalent experience in business administration, human resources, law, public administration or a related field; Ten (10) years of progressively responsible HR management experience in a large, complex organization with multiple personnel systems including the following: Communicating with and managing relationships with internal and external constituencies including executive leadership; Experience overseeing core HR functions such as payroll, benefits, retirement plans, HR technology systems, and leadership development; Managing a high-volume service center; such as payroll, benefits or leave management services for a high-volume employer; Managing or working with culture and inclusion in an organizational setting; Fiduciary responsibilities for benefit and retirement plans; Experience with labor relations policies and practices. Ten (10) years' experience in a leadership role, which includes directing a major business function, developing and implementing strategies and initiatives, and managing personnel and finances including one or more of the following: Developing and implementing strategy at a large department or organization; Implementation, management and review of human resource functions for a large organization; Demonstrated experience managing multi-million-dollar budgets and fiduciary responsibilities related to employee benefits and retirement plans. Demonstrated experience in strategic HR leadership within large, complex organizations. Proven track record of leading enterprise-wide HR initiatives, including talent strategy, workforce planning, employee relations, and organizational development. Commitment to an inclusive and supportive work environment for all employees. Preferred Qualifications: Advanced degree from an accredited institution of higher education or equivalent experience in business administration, human resources, law, public administration or related field. Experience leading culture transformation initiatives, including employee surveys - and developing survey results into an actionable plan and implementing that plan through training strategies and employee development programs. Experience implementing compensation strategy. Experience developing strategy for advancement and growth opportunities for organizational staff. Chief human resources officer assignment(s). Proven ability to influence change through a collaborative and inclusive leadership style. How to Apply: NOMINATIONS AND APPLICATIONS Review of applications for the Vice President & CHRO will begin immediately and continue until an appointment is made. To ensure full consideration, applications should be received by January 9, and must include: A letter of interest addressing the strategic objectives and qualifications identified in the profile; A current curriculum vitae; and Contact information (email and phone) for five professional references, including their relationship to the candidate. The University of Colorado is being assisted by AGB Search. Application materials should be submitted through the AGB Search portal system here\: University of Colorado System VP for Employee Services and Chief Human Resources Officer Please direct nominations and expressions of interest or any questions regarding the application process to\: ******************************. Per the Colorado Job Application Fairness Act, you are not required to provide your date of birth, dates of school attendance, or dates of graduation on your resume or cover letter. If an application requires additional materials, such as a transcript or certification, you may redact identifying information relating to your date or birth, dates of school attendance, or dates of graduation. Equal Opportunity Statement: CU is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws governing nondiscrimination in employment. We are committed to creating a workplace where all individuals are treated with respect and dignity, and we encourage individuals from all backgrounds to apply, including protected veterans and individuals with disabilities. Sponsorship Statement: We are unable to sponsor applicants for work visas for this position. Background Check Statement: The University of Colorado is committed to providing a safe and productive learning and living community. To achieve that goal, we conduct background investigations for all final applicants being considered for employment. Background investigations include a criminal history record check, and when appropriate, a financial history, motor vehicle history and/or fingerprinting background check. The Immigration Reform and Control Act requires that a verification of employment eligibility be documented for all new employees by the end of the third day of work. The University of Colorado is committed to diversity and equality in education and employment. ADA Statement: We are committed to an inclusive and barrier-free search process. We provide accommodations for applicants requesting accommodation through the search process such as alternative formats of this posting. Individuals with disabilities in need of accommodations throughout the search process should contact the ADA Coordinator at\: ***************.

Position: Human Resources Business Partner Location: Denver, CO or Phoenix, AZ (ONSITE) Schedule: Monday-Friday, 8:00AM-5:00PM (Full-Time) Who We Are: West Shore Home is a technology-driven and industry-leading home improvement company specializing in high-quality and convenient remodels of Bathrooms, Windows, and Doors. West Shore Home operates in over 40 locations nationwide and is home to over 3,000 employees! Purpose of Position: As a Human Resources Business Partner at West Shore Home, you will acts as the primary HR liaison for assigned locations, providing guidance on HR policies, workforce concerns, and employee life cycle support. Key Role Accountabilities: Acts as a trusted advisor and point of contact for front-line leaders, General Managers, and Regional Vice President of Operations on HR policies, workforce concerns, policy implementation/enforcement, etc. Addresses workplace issues, such as conflicts or performance challenges, by coaching leaders and employees. Ensures compliance with company policies, procedures, and employment laws across all supported locations by partnering with leadership to ensure consistency and understanding. Maintains a deep understanding of legal requirements including but not limited to ADA, FMLA, and FLSA to reduce legal risks and ensure compliance with federal, state, and local employment laws and regulations. Conducts site visits on established cadence, meeting with local management to review HR compliance within that site, completing HR trainings, and supporting the managers with various HR needs. Additional site visits may be conducted outside of pre-set cadence as required based on business need. Minimum Requirements: Bachelor's Degree required; Concentration in Human Resource Management preferred. Human Resources Certification preferred (SHRM or HRCI). Minimum of 5 years relevant Human Resources experience. Benefits: Comprehensive Health Insurance options (Medical, Dental, Vision, Accident, Life, Critical Illness, Short and Long-Term Disability) 401(k) Retirement Plan with company match HSA plan with company match Paid holidays and paid time off (PTO) Employee Referral Program Employee Discount Program Paid training and unlimited professional growth potential Culture and Community: We believe that when employees feel valued and supported, they perform at their best. Our dedication to fostering a strong, value-driven culture has consistently earned us the Top Workplaces USA award as one of the nation's top employers, including recognition in Leadership, Purpose & Values, and Compensation & Benefits. West Shore Home strives to Bring Happiness to Every Home and that goes beyond our customers and employees. We support positive change in our communities by volunteering, giving back, and supporting nonprofits that make a difference. Learn more here: ************************************

This HR Business Partner role is a true seat at the table opportunity for an HR leader who thrives on influence, partnership, and impact. You'll work closely with senior leaders to shape people strategies that drive business performance-serving as a trusted advisor, employee champion, and change agent across the organization. From complex employee relations and workforce planning to culture, engagement, and data-driven decision-making, this role blends strategy with hands-on execution to build strong teams, healthy leadership practices, and a workplace where both people and the business can grow. RK Overview RK Industries (RK) is a second-generation family-owned business built on hard work and strong values. Led by brothers Rick and Jon Kinning, we take pride in delivering a wide range of hands-on services including construction, manufacturing, custom fabrication, and building services. With seven specialized business units working in close coordination, we ensure every job is done right from start to finish. Our proven methods, focus on safety, and commitment to quality help bring our customers' biggest ideas to life. Position Summary The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The HRBP serves as a strategic consultant to management and employees on human resources-related issues. The successful HRBP will act as an employee champion and change agent. The HRBP assesses and anticipates HR-related needs, communicating proactively with our HR department and business management. Role Responsibilities * Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of the business. * Deliver consultation, facilitation and resolution strategies for workplace issues raised by employees or people managers. * Conduct, or participate in, frequent and regular meetings with respective business units, providing HR guidance when appropriate. * Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations. * Identify and analyze employee relations matters, and recommend appropriate employment action to maintain continuity of approach, achieve optimal performance, and minimize risk. * Facilitate new hire orientation. * Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required. * Provide day-to-day performance management guidance to line management (coaching, counseling, career development, compensation and disciplinary actions). * Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. * Assist in communications between employees and people managers, providing guidance and clarification of company policies and procedures. * Provide guidance and input on business unit restructures, workforce planning and succession planning. * Identify training needs for business units and individual needs. * Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met. * Drive retention through engagement with a continuous focus on culture of teams and management capability. * Formulate partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. * Utilize a data-driven approach to deliver a strategy that drives improvements to the employee experience, builds healthy, long -term relationships between the company and employees, and reduces people-related risk. * Maintain an effective level of business literacy about the business unit's financial position, its future plans, its culture and its competition. Qualifications * Bachelor's degree required. Master's degree a plus. * 5+ years HR experience with at least 3 years' experience partnering with leaders. * Thorough knowledge of human resources practices including employee relations, federal and state respective employment laws, organizational design, talent management, and culture/change management. * Demonstrated ability to use sound judgment in decision-making. * Excellent communication skills. * Ability to analyze and synthesize key insights gleaned from ER data and analytics. * Strong ability to build relationships across stakeholders to drive and deliver human resources strategy. * Proven ability to balance multiple priorities, partners, and work streams. * Strong internal customer service skills demonstrated by responsiveness, empathy and solution orientation. * Collaborative mindset with a strong drive to create a positive work environment. * Ability to comprehend, interpret, and apply applicable laws, guidelines, regulations, ordinances, and policies. * Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. * Excellent time management skills with a proven ability to meet deadlines. * Strong analytical and problem-solving skills. * Periodic travel to various facilities as needed. * SHRM-CP, SHRM-SCP, PHR or SPHR certification preferred, not required What Sets RK Industries Apart * Safety: Our unmatched culture of safety is our foremost core value, guiding everything we do each day: Health, Safety, & Environmental * Awards: Whether in Construction, Manufacturing, Fabrication, or Service, RK Industries is highly recognized and accredited throughout the industry: Accreditations & Recognition * Benefits: RK Industries offers competitive benefits to support your growth and well-being: Benefits & Rewards * Philanthropy: RK Industries not only builds our community through our projects, but also invests in it by supporting local services for over a decade through the RK Foundation: RK Foundation * Development: Through RK University, we provide hands-on training and development opportunities that empower employees to advance their careers and grow within the company, to include leadership and technical learning opportunities, we well as our accredited apprentice program: RK University & RK Apprenticeship Program Applications are accepted on an ongoing basis.

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Department: Human Resources (HR) Reports to: Human Resources Director As the Human Resources Manager, you will play a critical role in executing HR strategies that support and develop our most valuable asset, our employees. You will work closely with the HR Director, as well as retail and warehouse leadership, to ensure the HR function aligns with and advances the goals of American Furniture Warehouse. In this capacity, you will provide leadership, guidance, and training to the Colorado HR team, covering areas such as employee relations, recruitment, employment law, compensation, and benefits. The ideal candidate will promote a culture of inclusion, demonstrate a strong work ethic, prioritize teamwork, uphold professional integrity, and take personal accountability in a dynamic and challenging environment. Duties/Responsibilities: Typical duties include but are not limited to: Supervises assigned Human Resources staff including processing and approving payroll, hiring, training, and evaluating performance. Oversee the daily Human Resources operations supporting 11 retail and warehouse locations. Travel to other stores in Colorado may be required. Provides support and guidance to HR staff (Generalists, Analyst, File Clerk), store/warehouse management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as investigating allegations of wrongdoing, and terminations in accordance with company policy and federal/state laws. Partners with local leadership teams to understand and execute the organization's human resources and recruiting strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Manages the talent acquisition process, which may include full cycle recruitment, job posting, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings. Facilitates and supervises local drug screening, pre-employment physicals, and criminal background checks to comply with federal and state law. Analyzes trends in compensation; researches and proposes competitive base and incentive pay programs to ensure American Furniture Warehouse attracts and retains top talent. Maintains compliance with federal, state, and local employment laws and regulations. Maintains knowledge of trends, best practices, regulatory changes, and innovative technologies in human resources, talent management, and employment law. Facilitates new hire orientations for assigned region. Spearheads and maintains projects assigned by HR Director. Assist with developing and updating policies as assigned by the HR Director Conducts in-person and online training on various Human Resources topics. Performs other duties as assigned by HR Director. Compensation Package: Pay rate: Salary grade G: G Salary $85,000+ per year DOE. Supervision Given and Received: This position supervises a staff of 3+ employees at any given time. This position is supervised directly by the HR Director. Required Skills/Abilities: Strong supervisory and leadership skills with previous e xperience as a Human Resources Manager, Human Resources Generalist, Human Resources Business Partner or similar role. Experience in a Retail or Warehouse setting is a plus. Advanced knowledge of employment-related laws and regulations in Colorado. Other states a plus. Advanced knowledge of Human Resources including but not limited to employee relations, benefits, leave of absences, policies, programs, investigations, disciplinary action, etc. Hands on experience with HRIS/HCM and Recruiting software. Oracle HCM a plus. Knowledge of Human Resources analytics including turnover and compensation Must be able to work in a team environment setting an example for employees and encourage a strong team culture. Strong attention to detail, prioritization, and organization. Tolerance for variability and high work volume. Ability to thrive under pressure and handle multiple projects, with varying deadlines at once. Aptitude to learn new processes and procedures. Excellent verbal and written communication skills. Sense of ownership and pride in your performance and its impact on AFW's success Strategic planning, critical thinking, and problem-solving skills Excellent interpersonal and customer service skills. Ability to prioritize tasks and to delegate them when appropriate. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to function well in a high-paced and at times stressful environment. Computer Skills: Ability to navigate multiple computer systems, advanced familiarity with Microsoft Office Suite (Outlook, Word, PowerPoint, Excel, etc.), advanced internet research skills, and experience with HRIS/HCM, ATS, and payroll systems (Oracle HCM preferred.) Certificates and Licenses: Certifications related to Human Resources, investigations, business and safety such as SHRM-CP, PHR, AIRS, etc. are preferred. Education and Experience: Four-year college or university program degree; or equivalent combination of education and experience is required. Experience in leading and managing staff is preferred. Physical Demands: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 to 50 pounds at times. Must be able to access and navigate each department at various facilities. Ability to operate a motor vehicle. Requires the ability to maneuver in confined and at times congested areas. Requires the ability to sit, stand, walk, stoop, & bend for 8 a day. Requires constant use of arms, hands, fingers, eyes, legs, and back. American Furniture Warehouse is an Equal Opportunity Employer M/F/D/V. Working Safely is a Condition of Employment at American Furniture Warehouse - an Affirmative Action Employer M/F/D/V. A pre-employment drug screen, background and fit for duty exam check must be passed upon job offer. Since 1975, our motto has been Under Promise and Over Deliver and this is exactly what we do on a daily basis! At AFW, we strongly believe in recognizing those who exemplify excellence, and reward them for contributing to our collective success. We strive to provide a great work environment for our employees and give them the knowledge and tools needed to provide our customers with an even greater buying experience. At American Furniture Warehouse We Do It Right the First Time!

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

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

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.

• The individual will manage programs or projects involving HR, learning and cross-functional teams focused on the delivery of programs for the entire organization; focusing on consistent and effective execution through managing projects for corporate initiatives. • Employs company standard tools, templates, and approaches to manage project schedules, deliver status reports, and monitor performance to ensure that project commitments are met. • Assess changes in scope and makes recommendation based on various circumstances. • Ensures all logistical requirements to facilitate learning programs are executed accurately • Organizes project activities that require interdepartmental meetings and communication to ensure communication, understanding of deadlines, assignments and objectives. Program planning and project management • Collaborates with the team to determine new program goals, budget, timeline, resources and implementation approaches. Develops procedures and practices to support program implementation. • Determines, identifies, and manages resources required to implement and deliver programs successfully. • Works with project and business owners to define audiences, establish launch dates, identify communication distribution lists, and coordinates other details in preparation for training launch. • Collaborates with the team to support implementation of learning sessions ensuring all logistical requirements to facilitate learning programs are executed accurately. • Works with cross-functional partners and facilitates communication to resolve problems and enhance learning solutions. • Utilizes excellent communication and analysis skills to coordinate complex activities. • Organizes program activities to ensure communication, understanding of deadlines, assignments and objectives. • Collaborates with the team to determine new program goals, budget, timeline, resources and implementation approaches. Follows procedures and practices to support program implementation. • Assure appropriate processes are implemented and followed. • Analyzes, visualizes, and presents post-program summaries and data in a way that highlights areas of excellence and areas for improvements; develop and implement suggestions for improving the function and future programs. Qualifications • Utilizes excellent communication and analysis skills to coordinate complex activities. • Track record of effectively managing programs to completion Ability to work under tight deadlines and plan, organize and carry out multiple, detailed tasks Team-oriented, collaborative and has strong interpersonal relationship skills at all levels, including management staff and support staff Additional Information Thanks & Regards Praveen K. Paila ************