Director of human resources jobs in Thornton, CO

A leading healthcare company is seeking a Senior Labor Counsel in Denver, Colorado. The role involves providing guidance on labor issues, managing outside counsel, and advising senior management. Candidates should hold a J.D. and possess at least 10 years of legal experience, with a focus on labor relations. This is a great opportunity to work in a dynamic environment that prioritizes diversity and inclusion. #J-18808-Ljbffr

within Keller Executive Search and not with one of its clients. This senior position will lead Human Resources for Keller Executive Search in Denver, Colorado, United States, shaping strategy, building scalable processes, and partnering across the firm to deliver measurable impact. Key Responsibilities: - Define the Human Resources vision, roadmap, and annual operating plan aligned to business goals. - Build and lead a high‑performing Human Resources team; set clear objectives and coach managers. - Own Human Resources KPIs and reporting; drive continuous improvement and operational excellence. - Establish scalable policies, processes, and tooling for Human Resources across regions. - Partner with executive leadership and cross‑functional stakeholders to deliver outcomes. - Manage budgets, vendors, and risk within the Human Resources portfolio. Requirements - 7+ years of progressive experience in Human Resources with 4+ years leading managers. - Proven track record building programs at regional or global scale. - Strong analytical skills; ability to translate data into decisions. - Excellent communication and stakeholder‑management skills. - Bachelor's degree required; advanced degree or relevant certification preferred. - Experience in professional services or recruitment industry is an advantage. To learn more about Keller, please see: ******************************************************************************** Benefits Competitive compensation: $165,000-$205,000 USD Opportunities for professional growth and leadership development. Company culture: Flat management structure with direct access to decision‑makers; open communication environment. Full medical coverage. Equal Employment Opportunity Statement: Keller Executive Search provides equal employment opportunities to all qualified applicants and employees. Employment decisions are based on merit, qualifications, and business needs, without regard to protected characteristics under applicable law. Commitment to Diversity: An inclusive and equitable workplace is actively fostered. Hiring, development, and advancement practices are designed to broaden representation and ensure fair access to opportunity. Data Protection and Privacy: Personal data is processed solely for recruitment and employment purposes, in accordance with applicable data‑protection laws (including GDPR where relevant). Information may be retained for compliance and legitimate interests, subject to data minimization and security controls. Pay Equity: Compensation practices are reviewed to support pay equity for substantially similar work, accounting for bona fide factors such as experience, education, and performance. Health and Safety: Workplace health and safety obligations are observed in line with applicable national and local requirements. Employees are expected to follow all safety policies and promptly report hazards. Compliance with Law: All recruitment, selection, and employment practices are conducted in compliance with applicable laws and regulations in the jurisdiction of employment. Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.

**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.

What it's about We are looking for an experienced HR leader for the position of Head of Human Resources for the Americas region. This key executive role reports directly to the Global Head of HR and is responsible for leading and developing the regional HR team across North and South America. The role involves implementing HR strategies, overseeing all HR functions including performance and talent management, compensation and benefits as well as organizational development. Additionally, the position ensures compliance with local labor laws and regulations and advises senior management on HR matters. Key areas of the function will be: * Leading and developing the Regional HR Americas team in its day-to-day activities supporting employees across the US, Canada, and Brazil. * Foster a high-performing and inclusive corporate culture * Advising senior management on HR matters such as improve talent acquisition, retention, compensation, performance management, benefits, and employee experience * Managing complex employee relation cases and legal matters, escalating more complex issues as needed * Ensuring compliance with local labor laws (including EEOC, ADA, FMLA, state mandated FMLA, and other employment regulations) and staying abreast of legislation changes * Administering all HR operation processes incl. payroll * Collaborate closely with the Global Head of HR and other regional HR leaders * Scale and analyze HR data and metrics to propose and implement effective solutions, programs, and policies * Optimizing HR processes and tasks related to the employee lifecycle to improve efficiency What we expect * Proven experience working in HR for at least 10 years with increasing levels of responsibility. * Leadership skills with experience in leading and guiding a team * Proven experience in managing projects relating to process, systems, and/ or control improvements and thereby proven track of highly organized and structured work approach with strong understanding of HR processes * Strong interpersonal skills for effectively supporting and advising employees and businesses on HR matters * Effective communication and presentation skills while collaborating, communicating and presenting to stakeholders across different functions and all levels of seniority in an international setting * Experience in coaching more junior members, while providing proactive, constructive upward and downward feedback * Bachelor's degree in Human Resources, Business Administration, or related field; HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) preferred What we offer Partners Group is a global financial institution that retains the culture, pace and agility of a start-up. As a growing firm, we are committed to attracting, developing and retaining the very best talent, by offering a workplace where results are truly recognized and rewarded. * We offer a fantastic opportunity for you to grow * Professional, international working environment * Challenging, rewarding career within a growing company * Collaborative environment, with on-the-job training and mentorship opportunities * Competitive compensation package, including performance based annual bonus * Competitive benefits and wellness package, including medical, dental and vision coverage 401k (Roth and pre-tax options) with company match * Lunch allowance * 25 vacation days * One-month fully paid sabbatical after every five years of employment Partners Group compensation has a long-term outlook and philosophy, and our total compensation emphasizes performance based long term incentives. Base pay range for this role is $170,000 -$200,000, and a performance-based bonus are additional parts of the total compensation package. ********************* Please be aware, fraudsters may pose as Partners Group recruiters. All genuine representatives can be identified by a verified sign on their LinkedIn profiles. If you suspect fraud or have doubts, contact us immediately at ******************** Job Segment: HR, Payroll, Recruiting, Compliance, Social Media, Human Resources, Finance, Legal, Marketing

EverDriven is a rapidly growing, tech-enabled transportation management company, serving some of the most vulnerable children in our community. We exist to ensure that children with special needs receive safe, efficient, and cost- effective transportation to and from school. Our proprietary, best-in-class, technology solutions enable school districts and parents to easily plan, track and adjust each student's trips, to and from school, and gives the student access to the educational experience they deserve. Every Trip. Every Day. If you're someone who thrives in a mission forward, fast-paced, technology driven environment, we would love to talk to you about a fulfilling career at EverDriven. The Director of HR Operations ensures EverDriven has the systems, processes, data integrity, and compliance infrastructure required to scale efficiently and operate without disruption. This role leads the teams and workflows that anchor our employee lifecycle-compensation and benefits administration, payroll oversight, HR systems, data governance, onboarding, policy management, and compliance. This leader drives operational excellence by building reliable, repeatable, and compliant HR processes, strengthening data accuracy, improving employee experience across systems, and reducing organizational risk. Success in this role means EverDriven runs on clean data, compliant processes, strong controls, and scalable systems that enable teams to focus on delivering performance-not fixing avoidable HR issues. Salary Range: $150,000 - $170,000/year, based on experience + bonus potential Location - Greenwood Village, CO. This position will split their time between EverDriven's HQ office in Greenwood Village and our VIP Call Center in Westminster, CO. - Hybrid role Responsibilities: Compensation, Benefits & Payroll Oversight: Own compensation structure, benefits administration, and payroll oversight to ensure accuracy, equity, and compliance. Partner with Finance and vendors to deliver error-free payroll and benefits programs that scale with the business. HR Systems, Data Integrity & Reporting: Own and optimize EverDriven's HR technology ecosystem (ADP, Greenhouse, CultureAmp, Power BI) to support the full employee lifecycle. Ensure clean data, strong governance, and reliable workforce reporting that leaders can trust. Onboarding & Employee Lifecycle Operations: Lead end-to-end onboarding operations, ensuring new hires are set up quickly, compliantly, and consistently. Continuously improve lifecycle processes to reduce friction, increase efficiency, and improve employee experience. Compliance, Policies & Risk Mitigation: Maintain employee policies, compliance programs, leave management, and required agreements in alignment with legal requirements and best practices. Identify operational and compliance risks early and implement controls to protect the organization. Operational Support & Cross-Functional Partnership: Partner closely with the HR team, IT, Finance, and Legal to deliver seamless, cohesive HR operations. Support enterprise initiatives that improve employee experience, operational efficiency, and organizational alignment. Requirements: 10+ years of progressive experience in HR Operations, People Operations, or a similar operational HR leadership role. Demonstrated experience overseeing compensation, benefits, payroll, HR systems, compliance, and data governance in a growing organization. Strong working knowledge of employment laws, leave administration, and HR compliance requirements. Proven ability to build scalable processes, improve data quality, and reduce operational risk. Experience partnering closely with Finance, IT, Legal, and business leaders in a fast-paced environment. Track record of leading and developing operational teams with a focus on accuracy, accountability, and service. Comfortable operating in both strategic and hands-on modes as business needs require. Benefits Medical, Dental, Vision insurance Virtual Doctor Visits with $0 Co-Pay Life Insurance (company paid) Short Term Disability Insurance (company paid) Long-Term Disability Insurance (company paid) Flexible Time Off (FTO) Paid Holidays Paid Time to Volunteer Flex Spending Account (FSA) 401K Plan (with an awesome employer match!) Employee Assistance Program Employee Discounts Program Since 2006, EverDriven has remained committed to incorporating environmental, social and governance fundamentals into the framework of our internal and external culture. Today, ESG principles are part of the lifeblood of EverDriven and a driving influence that shapes not only our culture but all aspects of our day-to-day operations. We believe ESG principles enable us to more successfully achieve our mission to help every child have an equal opportunity to learn, grow, and succeed. Commitment to Diversity and Inclusion: EverDriven is a mission-centered, action-oriented company that honors diversity and inclusion. Our customers come from all walks of life and so do we. We strive to hire great people from a variety of backgrounds, not just because it's the right thing to do, but because it makes our cultural health stronger. In turn, our inclusive culture inspires our innovation and fosters a sense of belonging so we can continue to serve the most vulnerable populations with excellence. Commitment to Equal Opportunity: EverDriven is deeply committed to building a workplace where inclusion is not only valued but prioritized. We're proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, family status, marital status, sexual orientation, national origin, genetics, disability, age, or veteran status, or any other non-merit based or legally protected grounds. Visit our website and learn more about us at ****************** #LI-Hybrid

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.

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $147,000/year to $213,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

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 ************

Who is GeoStabilization International ? GeoStabilization International (GSI) develops and installs innovative solutions that protect people and infrastructure from the dangers of geohazards. We specialize in emergency landslide repairs, rockfall mitigation, and grouting, using cutting edge design/build and design/build/warranty contracting. GSI is the leading geohazard mitigation and bridge rehabilitation firm operating throughout the United States, Canada, and Australasia. Our expertise, proprietary tools, and worldwide partnerships allow us to repair virtually any slope stability or foundation problem in any geologic setting. Our Culture At GSI, our culture is about being nimble but strong, fast-paced while team oriented, innovative, data-driven, and most importantly, client-focused. Our work is best suited for individuals who are driven to succeed, make well-informed decisions, act courageously, remain resilient when challenges arise and always strive to deliver on our commitments. Everyone working at GSI is a representation of pride, integrity, hard work, skill and overcoming challenges. GSI's team includes some of the brightest and most dedicated professionals in the geohazard mitigation industry. We are an ever-evolving group of dedicated, hardworking individuals who aren't afraid of going the extra mile to get the job done. Benefits Great medical, dental, and vision insurance options with additional programs available when enrolled Mental health benefits 401(k) plan to help save for your future including company match In addition to 7 observed holidays, salaried team members have flexible paid time off, hourly team members receive 10 days paid time off per year Paid parental leave Employee Ownership Summary This role is pure ownership: Build the people engine for a high-growth, acquisition-driven business. Roadguard is in hyper-growth via M&A, meaning we're taking a collection of great businesses and integrating them into one high-performing operating model. We're looking for a People & Talent Business Partner who is equal parts people strategist, integration leader, and hands-on partner-someone who has helped transform and stabilize field-heavy teams through growth, change, and M&A. We need a People & Talent Partner who's not afraid of the messy middle. In this role, you won't just “support leaders.” You will shape how the business runs-how we hire, onboard, develop frontline and field leadership, retain top performers, and integrate acquired teams into a consistent culture and operating rhythm. Travel: up to ~30% (US). Responsibilities M&A People Integration Lead HR due diligence for acquisitions: organizational structure, talent assessment, retention risk, compensation practices, culture and engagement indicators Develop and execute people integration plans from Day 0 (due diligence) through Day 180 (stabilization). You'll own communications, onboarding, role clarity, performance practices, and leader enablement to name a few. Create repeatable integration playbooks and tools to support multiple acquisitions Strategic Partnership: Work to perform rapid HR due diligence as well as operational and cultural integration of new businesses into a new and hyper-growth division of GSI. Serve as a thought partner and change agent to a new division of RoadGuard and its leadership team. Lead organizational design, workforce planning, role definition, succession planning, and career pathways Partner with COEs to adapt People & Talent programs to field operations and business needs Develop retention strategies to protect institutional knowledge during growth and integration Use data (turnover, engagement, hiring funnel, exit insights) to identify trends and drive action Talent Management + Hiring Support Build and improve onboarding and development pathways across Roadguard and GSI Implement engagement listening mechanisms and action planning with leaders Partner on sourcing strategies for key roles; support recruiting and interviewing as needed during busy periods Consistently monitors talent needs and pipeline and works with others to develop workforce and talent plans to meet the evolving short-term and long-term talent needs. Team Leadership: Provide direction and development to HR generalists supporting operational needs in a matrix Help evolve workplace policies and practices to support scale and consistent employee experience Provide feedback to COEs on program effectiveness and field fit Employee Relations: Help uncover performance and capability gaps and work with leaders to implement action plans to address. Respond to employee concerns or escalations and conduct workplace investigations with a high degree of ethics. Key Relationships Partners closely with the VP, GM and other leadership members of Roadguard Works cross-functionally with People & Talent COEs and HR generalists supporting operations Qualifications Key Education and Experiences 7+ years HR experience, ideally as an HR Business Partner or HR leader in an operations-driven environment (industrial, manufacturing, logistics, utilities, field services, similar) A completed bachelor's degree from an accredited university. MBA or MS in Human Resources management is a plus. GPHR, SPHR or PHR certification is preferred. Demonstrated experience leading change in a fast-moving environment using that understanding to recommend new approaches, policies and procedures to effect continual improvements in business objectives, productivity and development. Strong project management and M&A integration experience (due diligence through integration execution) Collaborative mindset with a strong drive to create a positive work environment. Ability to apply systems thinking & lean methodologies to conceptualize & build highly effective new processes and programs. Comfort with high volume workload and the ability to move from strategic to tactical quickly to achieve objectives. Strong internal customer service skills demonstrated by responsiveness, empathy and solution orientation. Key Leadership Characteristics Results Orientation: bias for action, urgency, and follow-through Influencing: able to align stakeholders and drive outcomes without burning trust Systems Thinking: data-informed, connects dots across people/process/operations Proactive Leadership: anticipates risks, builds contingency plans, prevents issues Strategic Thinking: links business goals to practical people plans that scale GeoStabilization International, LLC. is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. This role will be in-office on a hybrid schedule. Employees will be expected to work in the Westminster, CO office 3 days per week on Tuesday, Wednesdays, and Thursdays. The expected base pay range for this position in the Oregon area is $105,000 - $135,000. Salary ranges are dependent on a variety of factors, including qualifications, experience and geographic location. Range is not inclusive of potential bonus or benefits. We can recommend jobs specifically for you! Click here to get started.

Zayo provides mission-critical bandwidth to the world's most impactful companies, fueling the innovations that are transforming our society. Zayo's 141,000-mile network in North America and Europe includes extensive metro connectivity to thousands of buildings and data centers. Zayo's communications infrastructure solutions include dark fiber, private data networks, wavelengths, Ethernet, and dedicated Internet access. Zayo serves wireless and wireline carriers, media, tech, content, finance, healthcare and other large enterprises. Zayo is seeking a forward-thinking Director of HR Analytics & Services who can lead with strategy and thought leadership to drive data-informed people strategies and ensure exceptional delivery of HR operational services. The ideal candidate is both a visionary and a hands-on leader who brings a strong blend of HR analytics & HR Operations expertise. Our Director will be accountable to manage the HR Ops team members and focus on improving operational efficiency, implementing automation, and fostering a culture of continuous improvement. The goal of this role is to elevate the HR Operations function into a high-performing, systems-driven center of excellence. This role also oversees the design and execution of Zayo's HR analytics solution strategy, driving data-informed tools and strategies, enabling better people decisions across the organization. Responsibilities · Evaluate and implement scalable tools, technologies, and workflows that enhance HR analytics and improve the quality, consistency, and speed of HR services to support better systems-based delivery. · Lead, mentor, and inspire a growing HR Services team, leveraging automation while fostering a culture of accountability, collaboration, and service excellence along. · Oversee the day-to-day execution of core HR operational processes including onboarding, offboarding, data changes, HRIS transactions, and compliance. · Lead continuous improvement efforts, identifying opportunities to reduce manual, low-value work and increase automation through Workday. · Partner closely with People & Culture leaders (including HRBPs, Compensation, Talent, Benefits, Recruiting, Payroll, Talent/Performance, etc), IT stakeholders to align service delivery with enterprise needs and enable evidence-based decision-making. · Develop HR data reporting protocols, ensuring HR data/metrics are consistently and accurately reported across the organization. · Own the reporting framework within HR systems to support self-service reporting and advanced analytics in areas such as workforce planning, engagement, retention/attrition, recruiting/hiring and other people strategies, delivering clear insights and recommendations for People & Culture and Leadership. Required Qualifications · Minimum of eight (8) years of HR Leadership experience in HR shared services including at least 5 years in HR Reporting and Analytics Leadership experience · Complex judgement based on advanced analytical skill sets and advanced level of communication skills with the ability to negotiate mainly internally and often with higher organization levels · Demonstrated success transforming HR functions from transactional to strategic and system-enabled high-performing teams · Experience with HRIS platforms (Workday strongly preferred) · Strong process improvement mindset · Excellent change management, project management, and communication skills · Familiarity with ticketing systems (preferably ServiceNow) · Expertise implementing or managing data analysis and visualization tools Preferred Qualifications · Degree in Human Resources, Business, Information Systems, Analytics or related field · Experience implementing or optimizing Workday, especially in the context of shared services or HR transformation · Experience implementing or managing Workday's reporting suite and analytics modules Estimated base salary range: $126,600 - $194,700 USD/annually. #LI-NP1 The base pay range shown is a guideline and reasonable estimate for this role. It takes into account the wide variety of factors that are considered in making compensation decisions. Actual compensation offered may vary from the posted range based upon geographic location, work experience, skill level, certifications, and other business and organizational needs. Non- sales roles may be eligible to participate in a discretionary annual incentive plan. Sales roles may be eligible to participate in a sales incentive plan. Additionally, this position may be eligible for certain benefits, such as health insurance, life insurance, disability retirement plans, paid time off. The posting will be active for a minimum of 3 days. The active posting will continue to extend by 3 days until the position is filled. Benefits, Rewards & Wellness Excellent Health, Dental & Vision Insurance Retirement 401(k) Savings Plan Generous paid time off policy including paid parental leave Zayo provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, provincial or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Vantor is forging the new frontier of spatial intelligence, helping decision makers and operators navigate what's happening now and shape what's coming next. Vantor is a place for problem solvers, changemakers, and go-getters-where people are working together to help our customers see the world differently, and in doing so, be seen differently. Come be part of a mission, not just a job, where you can: Shape your own future, build the next big thing, and change the world. To be eligible for this position, you must be a U.S. Person, defined as a U.S. citizen, permanent resident, Asylee, or Refugee. Note on Cleared Roles: If this position requires an active U.S. Government security clearance, applicants who do not currently hold the required clearance will not be eligible for consideration. Employment for cleared roles is contingent upon verification of clearance status. Export Control/ITAR: Certain roles may be subject to U.S. export control laws, requiring U.S. person status as defined by 8 U.S.C. 1324b(a)(3). Please review the job details below. Vantor is seeking a Sr. Human Resources Business Partner (HRBP) based in Westminster, Colorado to directly support executive leaders within the organization. This role is currently focused on supporting the organizations Corporate functions, reporting to a Director, HRBP. This role acts as a Business Consultant to help leaders look around corners with data-driven recommendations that improve employee performance, retention, and experience. This role is part of a team of HR Business Partners who anticipate client needs, innovate value-added solutions in collaboration with leaders and our HR COEs, and drive the delivery and execution of enterprise-wide HR initiatives and programs within lines of business. The Lead HRBP works directly with leaders to help design and implement HR strategies that foster the organization and people development. They will provide leadership for the execution of initiatives that support talent management, performance management, change management, new leader assimilation and coaching, organizational design, and organizational effectiveness. This role requires the ability to thrive in ambiguous situations, strong analytical skills and the ability to translate client business goals into human resource capabilities needed to achieve results. Responsibilities: Talent & Performance Management Drive performance culture and talent initiatives (e.g., goal setting, calibrations, development planning) Partner with Recruiting to elevate talent across the business Leverage diagnostics and internal tools to address performance and develop leadership Organizational Development & Change Lead change management, teambuilding, and leadership coaching Facilitate org design, data analysis, and action planning aligned to business strategy Strategic HR Execution Translate business goals into actionable HR strategies Apply data and metrics to influence decisions and ensure policy alignment Employee Engagement & Well-Being Support onboarding, engagement programs, and learning initiatives Drive well-being strategies in partnership with Benefits HR Operations & Compliance Navigate employee relations, investigations, and compliance with state/federal law Promote a values-aligned culture through strategic influence Implement HR best practices to improve team and organizational effectiveness Minimum Requirements: Ability to travel to Longmont, CO and Westminster, CO (3 days a week) Bachelor's in HR, Business, or related field Minimum 3 years progressively responsibly HR experience, with a minimum 2 years of HR Business Partner experience directly supporting senior leadership Strong experience in employee relations, talent strategy, performance management, and change initiatives Project management capabilities across multiple HR workstreams Preferred Requirements: Master's degree or HR certifications (PHR, SPHR, SHRM-CP/SCP) Strong written, verbal, and presentation skills Experience partnering for a modern product/tech organization Proven cross-functional partnership with HR COEs and G&A in $300M+ organizations #LI-KC1 Pay Transparency: In support of pay transparency at Vantor, we disclose salary ranges on all U.S. job postings. The successful candidate's starting pay will fall within the salary range provided below and is determined based on job-related factors, including, but not limited to, the experience, qualifications, knowledge, skills, geographic work location, and market conditions. Candidates with the minimum necessary experience, qualifications, knowledge, and skillsets for the position should not expect to receive the upper end of the pay range. ● The base pay for this position within Colorado is: $76,000.00 - $126,000.00 annually. For all other states, we use geographic cost of labor as an input to develop market-driven ranges for our roles, and as such, each location where we hire may have a different range. Benefits: Vantor offers a competitive total rewards package that goes beyond the standard, including a robust 401(k) with company match, mental health resources, and unique perks like student loan repayment assistance, adoption reimbursement and pet insurance to support all aspects of your life. You can find more information on our benefits at: ****************************** Additionally, this position is incentive eligible with a target based on contribution, company performance, and/or individual results achieved; the specific incentive plan and target amount will be determined based on the role and breadth of contributions. The application window is three days from the date the job is posted and will remain posted until a qualified candidate has been identified for hire. If the job is reposted regardless of reason, it will remain posted three days from the date the job is reposted and will remain reposted until a qualified candidate has been identified for hire. The date of posting can be found on Vantor's Career page at the top of each job posting. To apply, submit your application via Vantor's Career page. EEO Policy: Vantor is an equal opportunity employer committed to an inclusive workplace. We believe in fostering an environment where all team members feel respected, valued, and encouraged to share their ideas. All qualified applicants will receive consideration for employment without regard to race, color, religion, national origin, sex, gender identity, sexual orientation, disability, protected veteran status, age, or any other characteristic protected by law.

Employee Relations & HR Manager - 38215 University Staff Description Position DetailsUniversity of Colorado | DenverOfficial Title: Human Resources Program ManagerWorking Title: Employee Relations & HR ManagerFTE: Full-time Salary Range: $83,979 - $90,000Position # 00350432 - Requisition #38215 About the University of Colorado - Denver Millions of moments start at CU Denver, a place where innovation, research, and learning meet in the heart of a global city. We're the state's premier public urban research university with more than 100 in-demand, top ranked bachelors, master's, and doctoral degree programs. We partner with diverse learners-at any stage of their life and career-for transformative educational experiences. Across seven schools and colleges, our leading faculty inspires and works alongside students to solve complex challenges and produce impactful creative work. As part of the state's largest university system, CU Denver is a major contributor to the Colorado economy, with 2,000 employees and an annual economic impact of $800 million. To learn more about how CU Denver helps learners meet their moment, visit ucdenver. edu. * Applications are accepted electronically ONLY at www. cu. edu/cu-careers *The Employee Relations & HR Manager provides ongoing policy guidance and interpretation to the deans, supervisors, faculty and staff on a wide range of HR related functions. This position serves as the primary HR liaison for the School of Public Affairs and works directly with the University of Colorado Denver Human Resources office and CU Employee Services to ensure that all SPA payroll and personnel matters are managed appropriately and comply with University, State, and Federal policies. Employee Relations and HR Manager: What you will do:This position will be required to utilize expertise in a wide range of areas to guide and provide consultation to the Dean, Associate/Assistant Dean's, Directors, and all other personnel to ensure compliance with university rules and regulations. The Employee Relations & HR Manager will actively engage with SPA stakeholders to fully understand their needs, elevate performance, improve team dynamics, and transform organizational culture. The role will also build a culture of inclusion and cultural competence by partnering closely with the School's committees, leadership, faculty and staff to ensure impactful and measurable progress towards our vision that will reflect and elevate the voices of the students and communities we serve. The Employee Relations & HR Manager is responsible for all aspects of staff personnel and payroll administration including; recruitment, hiring, onboarding, employee training & development, visa acquisition, relocation, termination, employee relations, leave, annual performance evaluation and planning, advising on and ensuring compliance with university rules and regulations, additional pay, awards, and other appointment details. Examples include, but are not limited to:• Advise supervisors and SPA leadership on policies and procedures governing employee groups. This includes making operational and strategic decisions to implement the intent of School Leadership, making recommendations on process improvements, and furthering the goals of the School. • Serve as the primary HR/personnel liaison/contact for SPA to: o CU Employee Services; o the CU Denver Human Resources department;o all staff, students and faculty in SPA and Institute staff on all matters related to HR including pay, benefits, performance management, disciplinary procedures, hiring and contracts. • Remain apprised of new and changing legislation and /or policies regarding personnel (e. g. FML, FAMLI, FLSA, ACA, etc. ) • Manage all of the School's personnel and position information, examples include:o Update employee statuses to ensure accuracy of the CU HR system, Human Capital Management (HCM) - terminations, short work breaks, leave of absence, job code changes, promotions, FML, sabbaticals, etc. o Ensure timely and accurate amounts for compensation, awards, leave payouts, and reimbursements requiring payment through the CU payroll system o Develop and periodically update the School's HR and payroll procedures to ensure efficiency and compliance with University, State and Federal policies. o Manage the transition of My. Leave to CU Time & Labor, working with the HR Specialist to update SPA time reporting procedures and guidelines. • Manage SPA's annual evaluation process (plans, reviews, ratings) to ensure all employees are reviewed and evaluated and necessary paperwork is forwarded to HR by the deadlines (University Staff, Classified and Faculty); coordinate and serve as reviewer on staff evaluation processes; provide consultation on performance management of all staff, manage evaluation and merit processes for all classified and university staff. Advise all employees of new compensation amounts, if applicable, arising from this process. • Manage and serve as the expert for SPA processes such as:o Determine appropriate Job Code considering type of work performed, benefit and leave accrual eligibility - make recommendations to the Dean and Assistant Dean. o Oversee recruitment and hiring including job description development, search committee development and processes; provide committee guidance on interviews, and reference checks. Serve on and advise search committees as needed; ensure the university's commitment to diversity and equity in employment is present in SPA policies and processes. o Oversee and coordinate all job postings, recruitment and hiring functions through CU Careers and HCM. o Draft, revise and finalize all letters of offer based on Federal, State, CU and SPA requirementso Ensure proper training and onboarding for new hires. o Initiate and develop the School's succession planning objectives to foster successful transitions. • Serve as one of the points of contact for employees to voice grievances/complaints• Identify training and professional development opportunities for staff. • Foster an environment that recognizes and rewards employees and enhances employee morale. Manage employee SPA recognition programs. • Responsible for evaluating promotional opportunities within the school and developing professional development programs to improve retention, enhance skills, advance individual careers and generally foster an atmosphere that promotes positive employee morale. • Provide guidance on HR situations and research HR issues for the Dean, Associate Deans, Assistant Dean, and Director of Faculty Affairs. Qualifications you already possess (Minimum Qualifications) Applicants must meet minimum qualifications at the time of hire. • A bachelor's degree from an accredited college or university in a relevant field. • Three (3) years of experience in human resources in a higher education setting; • Substitution: A combination of education and related technical/paraprofessional experience may be substituted for the bachelor's degree on a year for year basis. Preferred Qualification to possess (Preferred Qualifications) • Advanced degree in management, human resources, public administration or a relevant field• Five (5) years of experience in human resources in a higher education setting. • Previous experience and knowledge of CU HR systems and personnel procedures for faculty and staff, supported by hands-on experience and institutional training in policy interpretation and compliance. • Previous experience working with faculty (IRC, tenure track and tenured); and managing complex and diverse personnel issues. • Experience using PeopleSoft HCM and Taleo/CU Careers. • Previous experience and training with CU employment relations processes Knowledge, Skills, and Abilities • Strong interpersonal and human relations skills. • Ability to analyze, interpret, and evaluate a broad range of laws, rules and policies in order to exercise good judgement in applying them to HR functions. • Ability to plan, organize, and meet deadlines, work under pressure, and organize multiple projects or tasks. Must be a self-starter that requires little hands on management. • Ability to manage human resources and personnel from start to finish and refine program processes for maximum efficiencies. • Comprehensive personal computing skills including Word, Excel and Outlook. • Analytical skills and attention to detail. • Knowledge of higher education human resources, personnel, funding, and administration. • Ability to communicate effectively both orally and in writing. • Demonstrate an exceptional understanding of access and engagement with a commitment to developing equitable practices. Conditions of Employment • This position allows for a hybrid work schedule. The employee may work remotely for portions of the workweek, based on demands of specific tasks or personal work preferences. Working in the office is expected when working on tasks that require collaboration. The remote versus in-office schedule shall be determined in consultation with the Dean. Mental, Physical, and/or Environmental Requirements 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. The University will provide reasonable accommodations to applicants with disabilities throughout the employment application process. To request an accommodation pursuant to the Americans with Disabilities Act, please contact the Human Resources ADA Coordinator at workplaceengagement@ucdenver. edu . Please be advised that this position is not eligible now or in the future for visa sponsorship. Compensation and BenefitsThe salary range (or hiring range) for this position has been established at $83,979 - $90,000 The salary of the finalist(s) selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training. The above salary range (or hiring range) represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting. This position is not eligible for overtime compensation. Your total compensation goes beyond the number on your paycheck. The University of Colorado Denver provides generous leave, health plans and retirement contributions that add to your bottom line. Benefits: ************ cu. edu/employee-services/benefits Total Compensation Calculator: *********** cu. edu/node/153125Application DeadlineApplications will be accepted until the position is filled. Preference will be given to complete applications received by November 21st, 2025. Those who do not apply by this date may or may not be considered. Required Application Materials:To apply, please visit: *********** cu. edu/cu-careers and attach:• A cover letter which specifically addresses the job requirements and outlines qualifications• A current CV/resume• List of three references (we will notify you prior to contacting both on and off-list references) Questions should be directed to Chris Smith, Chris. Smith@ucdenver. edu Background Check PolicyThe University of Colorado Denver strives to maintain a safe and productive educational, clinical, research and employment environment. All prospective employees and current employees must, therefore, consent to and pass background checks prior to any final appointment/employment. Application Materials Required: Cover Letter, Resume/CV, Additional Attachments - Refer to Application Materials Instructions Below Job Category: Human Resources Primary Location: Denver Department: U0001 -- Anschutz Med Campus or Denver - 30081 - SPA - OTHER Schedule: Full-time Posting Date: Nov 6, 2025 Unposting Date: Ongoing Posting Contact Name: Chris Smith Posting Contact Email: Chris. Smith@ucdenver. edu Position Number: 00350432

Who We Are Stored Energy Systems (SENS) is an award-winning manufacturer of premium quality power conversion products located in Longmont, CO. In business for over 50 years, SENS is the market leader with a proven track record of providing highly reliable battery chargers, DC power systems, and related products to industrial markets. For more information on our company please see our web site at ***************** Summary The Senior Payroll & HR Generalist plays a key role in ensuring accurate payroll execution and maintaining organizational compliance with federal, state, and local employment regulations. This role supports the full employee lifecycle, including recruiting coordination, employee relations, performance management, and training, while partnering closely with HR administration to ensure payroll, benefits, and leave programs run smoothly. The ideal candidate brings strong payroll expertise, sound judgment, and the ability to provide consistent guidance on HR policies, practices, and compliance requirements. Responsibilities Review, track, and document compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. Assist with new hire orientation and employee recognition programs. Perform routine tasks in partnership with HR administration required to execute human resource programs including but not limited to payroll, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, and morale; occupational health and safety; and training and development. Handle employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff. Attend and participates in employee disciplinary meetings, terminations, and investigations. Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; review policies and practices to maintain compliance. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Perform other duties as assigned. Required Qualifications 3+ years of human resources experience. 1+ years of payroll experience. 1+ years of HR compliance experience. Experience as an admin for ATS and/or HRIS systems. Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. 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 prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Proficient with Microsoft Office Suite and related systems. Preferred Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. Experience managing Employee Relations, Employment Law, and Leave of Absence. SHRM-CP, PRH or SPHR. Location: This position is located on-site in Longmont, CO. Base Compensation: $95,000-$113,000 is the projected range of annual base salary for this role depending on the candidate's overall qualifications and experience. Closing Date: December 31st. While we expect to keep the position open through this date, the posting may be extended or closed early based on applicant volume and hiring needs. We offer an exciting and competitive total compensation package designed to inspire! This includes generous paid time off, holidays, as well as comprehensive benefits including medical, dental, vision, short-term disability, life insurance, and an outstanding 401k matching program where employees are instantly vested. At SENS, our culture is rooted in a set of core values that reflect who we are and how we work. In a recent 2025 poll, our employees identified the values that best define us: “Innovative”, “Respectful”, “Inviting”, “Flexible”, “Collaborative”, and “Growth Driven”. Our team describes us as a dynamic, forward-thinking company where everyone has the opportunity to thrive. At SENS, we pride ourselves on being an equal opportunity employer, fully dedicated to fostering inclusion and diversity. We welcome all applicants, regardless of race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, age, disability, veteran status, or any other legally protected characteristic. We hope you're interested in making a difference with us. Even if you don't feel that you meet every requirement listed in this job description, we still encourage you to apply.

Sierra Space Careers: At Sierra Space, we build the missions and systems that keep our world secure in the domain above Earth. Sierra Space team members share a spirit of innovation and collaboration and a belief that we can deliver on the boldest missions in space today. Together with our customers, we aim to safeguard our nation, sustain human presence in space, and secure the freedom of operations in low Earth orbit and beyond. Our success is measured by the trust of those who rely on what we build and deliver, and our technologies keep the United States and its allies mission-ready throughout space. We are mission-driven, and together, we are an extraordinary team. About the RoleSierra Space is looking for an HR Business Partner to provide leadership in the execution of initiatives that support talent management, performance management, change management, coaching, and organizational design. As an HR Business Partner, you'll be at the heart of our people strategy-driving transformation, empowering leaders, and shaping a high-performance culture. This role will be focused on working with team members across multiple business sectors ranging from technical teams, corporate functions, and business units, reporting to the Director, HRBP. This position will be based in Louisville, Colorado, requiring regular travel between our Louisville and Centennial locations. A successful candidate will have the ability to translate business objectives into human resource capabilities needed to achieve results, as well as have a “can do” mindset, self-motivated to roll-up their sleeves to execute. They will have the ability to navigate high ambiguity, thrive in a fast-paced evolving landscape and excel at pivoting when necessary.About You Our mission is driven by an unyielding commitment to advancing space-based technology in service of our customers and safeguarding national security. We seek individuals who are passionate about innovating beyond boundaries and relentlessly pursuing solutions that protect, preserve and empower - to join us in this critical mission. We're looking for team members who align with our values, mission and goals - while also meeting the minimum qualifications below. The preferred qualifications are a bonus, not a requirement. Key Responsibilities: Partner with business leaders to understand their goals and provide HR support to achieve organizational objectives. Develop and implement HR programs and initiatives that align with business strategies. Support high-priority projects with a blend of tactical and strategic thinking Manage talent management processes, including performance management, succession planning, and employee development. Provide guidance and support to managers on complex employee relations issues, conflict resolution, and disciplinary actions. Ensure compliance with labor laws and regulations, and collaborate as needed to update HR policies and procedures. Develop and facilitate training and development programs to enhance employee skills and knowledge. Analyze HR metrics and data to identify trends and make recommendations for improvement. Support organizational change initiatives and provide guidance on change management strategies. Collaborate with the talent acquisition team to attract and retain top talent. Foster a positive and inclusive work environment through employee engagement initiatives and activities. Maintain accurate and up-to-date employee records in the HRIS system Minimum Qualifications: Requires Bachelor's degree in a related field (or equivalent work experience in lieu of degree or Masters +3 yrs experience). Typically 5+ years of related experience. In-depth knowledge of HR best practices and industry trends. Ability to develop and implement HR programs and initiatives. Experience in talent management, including performance management and succession planning. Strong conflict resolution skills. Ability to handle complex employee relations issues and provide guidance to managers. Familiarly with labor laws and regulations. Experience developing and implementing training and development programs, including facilitation. Excellent communication and interpersonal skills. Demonstrated ability to handle confidential information with discretion. Strong analytical and problem-solving skills. Proven ability to influence and build strong relationships with stakeholders at all levels of the organization. Ability to manage multiple priorities and adapt to changing business needs. Preferred Qualifications: Professional HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). Experience with HRIS software, such as Workday, ADP, or similar systems. Strong project management skills and ability to lead HR initiatives. Advanced knowledge of talent management practices and strategies. Experience in organizational development and change management. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint). Ability to work independently and as part of a team. Experience in developing and delivering training programs tailored to various audiences. Strong organizational and time management skills. Experience in workforce planning and aligning HR strategies with business goals. Ability to analyze complex HR issues and provide strategic solutions. Knowledge of diversity, equity, and inclusion (DEI) initiatives and best practices. Experience in coaching and mentoring managers to enhance their leadership capabilities. Compensation: Pay Range: $94,050.00 - $129,318.75 Your actual base compensation will be determined on a case-by-case basis and may vary based on job-related knowledge and skills, education, experience, internal equity and market competitiveness. IMPORTANT NOTICE: To conform to U.S. Government international trade regulations, applicant must be a U.S. Citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State or U.S. Department of Commerce. Elevate Your Career At Sierra Space, we are committed to your personal and professional development. We empower you to make profound and meaningful contributions and foster a vibrant culture of collaboration, where teamwork ignites breakthrough innovations. We also offer a generous benefit package, including medical, dental, and vision plans, 401(k) with 150% match up to 6%, life insurance, 3 weeks paid time off, and more. Sierra Space is an industry-leading space and defense technology company providing satellites, spacecraft, and enabling mission systems and components. We deliver mission-proven technologies to our customers that safeguard our nation, protect space-based assets and enable space exploration. Application Deadline: This role will remain posted until a qualified pool of candidates is identified. Please note: Sierra Space does not accept unsolicited resumes from contract agencies or search firms. Any unsolicited resumes submitted to our website or to Sierra Space team members not through our approved vendor list or Talent Acquisition will be considered property of Sierra Space, and we will not be obligated to pay any referral fees. Sierra Space Corporation is an equal opportunity employer and is committed to working with and providing reasonable accommodations to applicants with disabilities. If you need special assistance or a reasonable accommodation related to applying for employment with Sierra Space or at any stage of the recruitment process, please contact us.

HR Business Partner (HRBP) Location: Denver, CO Humani HR is a boutique Human Resources consulting firm that serves as business partners to executives of small and medium-sized businesses. We act as our client's fractional HR Partner to support their varying People Operations needs, including policy & handbook development, HR software implementation, performance management, compensation strategy, training & development, talent strategy, day-to-day employee relations, HR operations and more. To learn more about us and our team, visit our website. About You and the Role At Humani, we are a team of modern-thinking HR professionals. The HR Business Partner will be the go-to person for multiple clients across multiple jurisdictions and industries. The ideal candidate is capable of helping clients with complex people and culture problems, by finding and implementing unique, customized solutions. You have a breadth of knowledge of HR employment law and employee relations in multiple states (California and New York are ideal!). You bring skills in client and project management, attention to detail, and stellar written and verbal communication, along with an ability to guide an organization, its leadership and its people through change. You thrive in environments where you don't know the answer but are willing to do the work and figure it out, enjoy creating HR policies and programs from the ground up and working in a fast-paced and changing environment. You find joy in meaningful work and delivering excellent client results. At Humani, no two days are the same. If this sounds like a great fit for you, we encourage you to apply! We are looking for a Colorado-based HR Business Partner to join our team. At Humani, our hybrid work model means working primarily remotely, with onsite support at various client sites based on business needs. As such, local and international travel may be required from time to time. What You Will Do Acting as the go-to HR business partner for multiple clients across multiple jurisdictions Analyzing the client's current HR programs and designing the HR roadmap for clients, based on their engagement specifics. Ensuring the organization meets compliance standards for their jurisdiction. Ensuring HR agendas are aligned with labour law issues. Developing, reviewing, and applying HR policies and procedures where necessary. Working on client files with more complex compensation projects. Data analytics required. Reviewing HR software and processes, spearheading HRIS implementation when necessary. Reviewing and/or developing performance management processes in line with current best practices. Designing compensation plans based on market data and industry standards. Managing employee relations issues as they arise. Providing coaching and mentorship to management & employees. Creating and delivering HR-related training sessions. Attending virtual and in-person meetings with the client's executives and employees. Acting as the lead relationship manager between Humani and our client's C-Suite. Your Skill Set Employment Law & Legislation: We are looking for an HRBP with strong knowledge of US employment law and legislation across multiple states. Union/labour relations experience is a plus! Analytical, problem solving, and critical thinking: HRBPs need to be able to absorb a great deal of information about the client's business and what they are looking for Humani to accomplish for them. This then needs to be analyzed to make clear recommendations, followed by the execution of the solution. Time Management: HRBPs must actively manage their time to meet deadlines and remain within the client's budget. Listening, verbal communication, and interpersonal skills: HRBPs need to interact with many of the client's executives and employees regularly. As such, effective communication skills and heightened self-awareness are a must. Organizational skills: Clients rely on our HRBPs to be organized and efficient with their approach to solving their problems and implementing solutions. Data Analysis: Ability to analyze data, documents, reports, etc., with meticulous attention to detail. Relationship Management: Strong experience with managing a portfolio of clients and stakeholders, proactively identifying opportunities and proposing and implementing solutions. Technology: Strong aptitude for learning new technology. Excellent spreadsheet and presentation-making capabilities are a must. We use Microsoft Office products (Word, Excel, PowerPoint), but experience with these specific tools is not required as long as you're comfortable transitioning from similar platforms. HR Software: Ability to use and adapt to multiple HR software programs used by our clients. Project Management: A working knowledge of project management principles and best practices. Change Management experience is ideal. Who You Are Minimum of 5+ years of client-facing HR business partner experience. Minimum of 2+ years managing work deliverables within an HR team. A degree or diploma in HR or related field. Professional HR designation is an asset A true passion for HR: Experience building HR systems and processes from scratch and keeping an eye out for the latest HR trends and changes to best practices! Problem Solving: Ability to work through a problem with limited information and to take a problem or situation to the next steps. Attention to Detail: Excellent attention to detail and ability to make deliverables (documents, Powerpoints, reports, etc) client-ready. Creativity: We're looking for outside-the-box thinkers! Our HRBPs have the flexibility and creativity to handle any situations that arise while implementing solutions for the client. Self-motivation and self-discipline: This is a highly autonomous role where HRBPs work independently supporting clients and must be self-motivated to complete work promptly with minimal oversight. We aren't just strategic partners - we do the work and give our clients full white glove service. Our Company Perks!We know we are looking for top-tier skills and experience. But that's because we offer top-tier compensation and benefits, which include: Base salary $80,000-$100,000 with potential to earn up to 10-25+% of base salary through our annual performance-based bonus program (Total compensation up to $88,000-$125,000+). 4 weeks paid vacation, plus 5 wellness days annually. Full Health Benefits 401k Program Your Professional HR association fees are reimbursed. Opportunity for meaningful growth, both personally and professionally, where your unique background and experience is welcomed and valued. Company-wide retreats and team events to build connections in person. At Humani, we are in the business of helping our clients build incredible workplaces, so it is important that we do the same. We are committed to building and fostering an environment where our team feels included, valued, and heard. We believe that a strong commitment to diversity, equity and inclusion enables us to make the world better for everyone. We strongly encourage applications from racialized people, people with disabilities, people from gender and sexually diverse communities and/or people with intersectional identities.

We are authentic, professional providers of fun, focused on building a Great Place To Work For All by staying true to our mission: “Life's a Party, We're Makin' It Fun!” At Spencer's, we do the right thing always-integrity, fairness, respect, and transparency are our foundation. You will find our culture to be inclusive, passionate, resilient, and one that values differences and embraces all. We offer a comprehensive benefits package that includes: • Flexible work environment • Career advancement • Competitive base salary • Bonus opportunity • Vacation, Personal, Sick and Holiday pay • Medical, Dental, Vision, Disability, Life and AD&D insurance • 401k with a company match • 30% merchandise discount Responsibilities Summary: This position is responsible for the proper handling of all HR field issues for all LOBs while working in collaborative efforts with Loss Prevention & Operations. Work in a collaborative effort with the Regional Sales Directors, District Sales Managers, Operations Department and Asset Management. Essential Duties and Responsibilities: include the following. Other duties may be assigned. Responsible for supporting Field Operations management in interviewing and assessment of Seasonal DSM's/Zone Managers/DSM's and store management candidates. Work with DSM/RSD to understand the required skills for each opening. Assess developmental needs and identify training opportunities as well as facilitate company training programs for skill enhancement in order to ensure that training and development programs are delivered consistently. Develop recruiting strategies and staffing plans for store management positions within the region/zone. Focus on training others in recruitment skills and assist with hands-on recruitment as needed within the region/zone. Assist with hands on recruitment as needed within the region/zone especially with Store Manager openings. Partner with RSD and DSM on other HR issues as needed with direction from DVP of Field Human Resources. Ensure consistency of corporate culture and store standards within the region/zone. Ensure the strict adherence to employment law/equal opportunity guidelines and regulations, local as well as federal guidelines within the region/zone. Provide guidance and recommendations to Home Office as well as field and store personnel on issues such as staffing and recruitment, employment law, salary administration and current company policy, LOA, Worker Compensation and Safety. Manage Human Resources processes that support the overall business objectives. Qualifications Qualifications: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education and/or Experience: Bachelor's degree from four-year college or university; or three to five years related experience and/or training; or equivalent combination of education and experience. Computer Skills: To perform this job successfully, an individual should have knowledge of Database software; Human Resource systems; Spreadsheet software and Word Processing software. Other Skills and Abilities: Demonstrated ability to work independently in a satellite work location with minimal direct supervision. At least three years of Human Resources experience as a generalist or specialty in recruitment, training and development in a multi-unit retail environment. Strong understanding of management practices and retail industry. Knowledge of associate relations policies, procedures and employment law. Excellent written and verbal communication skills as well as strong interpersonal skills. Ability to travel extensively. Must be able to obtain a valid Drivers' license and Passport and travel by air. Ability to be a team member in a regional setting and have strong leadership ability. Physical Demands: 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 disabilities to perform the essential functions. While performing the duties of this Job, the employee is regularly required to stand and talk and hear. The employee is frequently required to walk and sit. The employee is occasionally required to use hands to finger, handle, or feel and reach with hands and arms. The employee must regularly lift and /or move up to 25 pounds and occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include distance vision, peripheral vision, depth perception and ability to adjust focus. The pay range reflects the potential base salary range for this role. Individual base pay is determined by various factors such as relevant experience and skills, and the scope and responsibilities of the position. Pay Range $90,000- $106,912

Unlock the Future of Space at Redwire Space Do you thrive on turning the impossible into reality? At Redwire Space, every day presents an opportunity to innovate, tackle fascinating challenges, and directly shape future technologies for multiple domains (space and terrestrial). Redwire is where groundbreaking ideas take flight, and the results are truly out of this world. Innovate with Our RF Systems Group in Longmont, Colorado Join Redwire Space's Solutions group in Longmont, Colorado, and become an integral part of the next generation of RF products. These enable mission-critical capabilities across space, air, land, and beyond. Whether it's advanced communications, sophisticated sensing, electronic warfare, or directed energy, our team delivers cutting-edge solutions - from orbital deployments to the tactical edge - in support of one force, every front . Join a Team Driven by Curiosity, Purpose, and Impact Decide today to become a part of our team and you'll find yourself in a collaborative, agile environment where curiosity, purpose, and impact guide every decision. We are not just a company; we are a collective renowned for our technical expertise, leadership in engineering, and unwavering commitment to project ownership. Come experience a place where your contributions truly matter. Summary The Sr. HR Generalist will lead HR initiatives for the Longmont, CO site and will play a crucial role in aligning HR strategies with business objectives. This role will be a trusted advisor to site leadership and their teams to help Redwire scale and evolve people programs across the business segment, which includes the following responsibilities: Provides overall leadership, mentorship and coaching to their respective client teams while promoting a unified HR team mindset Acts as a trusted advisor and coach on HR matters to business leaders for the Longmont, CO site Supports organization evolution and transformation, ensuring that teams have the right talent to position Redwire for growth Coaches and develops leaders to increase effectiveness, strengthen team dynamics, and foster accountability and performance Partners with Talent Acquisition to enact onboarding and retention strategies to ensure a diverse and skilled workforce Partners with Subject Matter Experts (SMEs) to deliver core HR programs-from performance management to compensation to engagement initiatives-with a focus on fairness, clarity, and impact Manages employee relations issues at the site level, providing guidance and support to managers and employees to foster a positive work environment Coaches employees and leaders, guides investigations, and addresses employee concerns Participates in the continuous improvement of HR processes across the organization Utilizes HR metrics and analytics to inform decisions and drive improvements in HR practices Supports organization change initiatives locally to ensure understanding of the why behind decisions that impact the site and/or the company Creates and maintains employee personnel records and files in the company database Coordinates, tracks and conducts onboarding, orientation, and training sessions for new employees Ideal Experience: Minimum of a Bachelors degree in a relevant discipline combined with 5 years in a client facing HR role in a small to mid-sized, yet complex organization. In lieu of a degree, we will consider strong candidates with 9+ years of relevant HR experience. Experienced across multiple HR disciplines with a strong understanding of HR programs and processes including employee relations, performance management, compensation, and organization design Comfortable with demonstrated experience in shifting seamlessly between high-level strategic HR guidance and hands-on execution to deliver practical solutions to daily HR challenges. Analytical and problem-solving skills with an eye for detail and accuracy Exceptional written and verbal communication and relationship skills with a demonstrated background in influencing managers and driving action at all levels Deep understanding of state/federal laws and general HR compliance High emotional intelligence with a collaborative, team oriented and forward-thinking mindset Able to navigate ambiguity and drive outcomes in a complex, evolving business environment Must be willing to work from the office a minimum of 4 days per week Grow with us as we innovate the next generation capabilities for a new era of space exploration! We offer a highly competitive benefits package along with a commitment to our core values of Integrity, Innovation, Impact, Inclusion, and Excellence. Don't meet every single requirement above? No worries. We want people who can grow, collaborate and build a stronger team. We strive to build a diverse and inclusive culture, so if you're excited about this job posting, we encourage you to apply. You may be just the right candidate for this or other roles. Pay Range $84,000 - $108,000/yr. How We Determine What We Pay (Compensation Philosophy) Redwire determines pay for positions using local, national, and industry-specific survey data, for our locations throughout the US. We will evaluate external equity and the cost of labor/prevailing wage index, in the relative marketplace for jobs directly comparable to jobs within our company. For new hires, we strive to make competitive offers allowing the new employee room for future growth. Salaries will be based on the applicant's level of experience, education, and specialized knowledge and skills. Additionally, we consider the external market rate, the amount we have budgeted internally, and internal equity within the company for the same position. An employee/candidate with a stronger skill set will receive higher pay. Redwire is an Equal Opportunity Employer; employment with Redwire is governed on the basis of merit, competence and qualifications and will not be influenced in any manner by race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability or any other legally protected status. All offers of employment at Redwire are contingent upon clear results of a thorough background check and your ability to provide proof of eligibility to work in the US. Note that some positions will also require US citizenship or ability to obtain a security clearance due to requirements of a classified program. To conform to U.S. Government space technology export regulations, including the International Traffic in Arms Regulations (ITAR) you must be a U.S. citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR Click Here