Human resources business partner jobs in Colorado

Our focus is business owners. Is yours? Everything we do at BBSI is in support of business owners. We facilitate conversations around a broad range of organizational areas that allow business owners to run their companies more effectively. With 69 branches across the country, our large footprint and decentralized structure allow us to offer our clients a high-touch, relationship-based experience. We stand shoulder-to-shoulder with them and enable them to view their businesses-and their roles as owners-differently. Every business owner is on a journey. BBSI is with them every step of the way. The Business Partner role provides leadership to our business-owner clients and our internal team of experts. This person must demonstrate strong business acumen,and possess an entrepreneurial spirit with a genuine desire to proactively and consistently deliver results for our clients and internal teams. The BBSI Business Partner is responsible for leading a multi-million dollar business unit that consults on a broad range of organizational development and operational issues. The primary objective of the Business Partner is to lead a team of subject matter experts in delivery of high-impact solutions that grow revenue and profits for small to mid-size clients as well as partner with client business owners to accelerate growth, reduce loss, and build better companies. The Business Partner will collaborate with client companies to educate, advise, and influence them on matters involving, but not limited to, cultural development, change management, strategic planning and growth strategy. This position is a full time, exempt position that reports to the Area Manager and works in partnership with other positions within the business unit and branch. Requirements Ability to lead transformative projects with multiple clients across diverse industries Define strategic vision and deliver solutions that competitively position companies for business challenges of both today and tomorrow Prior P&L responsibility and accountability Organization and team development Ability to align culture, vision and strategy Direct operations in organizational development experience Consultative mindset with multiple clients/units experience Proven track record in successfully leading high performance teams Demonstrated proficiency in conducting root cause analysis and generating revenue Ability to benchmark, analyze and deliver measurable results to the business owner Ability to manage time and shifting priorities in a high volume, complex work environment Ownership Mentality Excellent communication skills with ability to write, develop and deliver successful presentations to all levels of an organization Coaching, mentoring and training experience required Experienced networker - business development responsibility ideal Bachelor's degree required; advanced degree desired At least 10 years of related business experience Six Sigma (Black or Green Belt) or equivalent certification beneficial Roughly 80% of time spent with clients at their location - primarily local Extensive knowledge of MS Office For individuals with these requirements, this position offers: The stability of working for a publicly traded, growth-oriented company Phenomenal work environment where we work hard, have fun, promote growth and development, and build great relationships with solid business professionals Opportunity to impact the success and growth of client companies and BBSI Knowledge that you are working for a results-oriented organization Experience interacting with professionals in multiple industries Salary and Other Compensation: The starting salary range for this position is $120,000-$130,000 annually. Factors which may affect starting pay within this range may include geography, skills, education, experience, certifications and other qualifications of the candidate. This position is also eligible for incentive pay in accordance with the terms of the Company's plan. Benefits: The Company offers the following benefits for this position, subject to applicable eligibility requirements: medical insurance, health savings account, flexible savings account, dental insurance, vision insurance, 401(k) retirement plan, accidental death and dismemberment, life insurance, voluntary life insurance, voluntary disability insurance, voluntary accident, voluntary critical care, voluntary hospital indemnity, legal, identity & fraud protection, commuter benefits, pet insurance, employee stock purchase program, and an employee assistance program. Paid Time Off: 40 hours of paid sick leave annually (additional sick/front loading/accrual, if any, based on state or regional requirements); vacation accrues up to 80 hours in the first year, up to 120 hours in years 2-4, and up to 160 hours in the fifth year; 6 paid holidays annually, 4 paid volunteer days annually. Diversity and Inclusion are critical parts of our corporate culture. BBSI strives to create a workplace where everyone feels included and empowered to bring their full, authentic selves to work, and is treated fairly. BBSI is an equal opportunity employer and makes employment decisions on the basis of merit. If you meet the above requirements, we welcome the opportunity to learn more about you. For more information, visit us at www. bbsi.com Please apply via this posting and not by contacting our local or corporate offices. This advertisement expires on 12/8/2025. Click here to review the BBSI Privacy Policy: *********************************** “California applicants: to see how we protect your data, visit our website at ***********************************************************

HR Strategy Design Consultant IV, Health and Welfare Benefits(Job Number: 1380770) Description Job Summary: Executes benefits portfolios by partnering with Third Party Administrator vendor partners to resolve escalated issues; collaborating with department and internal business units to ensure alignment with goals; identifying potential risks of portfolio and identifying action plans; creating communications; educating sponsors, stakeholders, and executive leadership on program requirements; maintaining accurate records in benefits system; facilitating open enrollment process; addressing employee requests and concerns in a timely manner; and preparing weekly updates and reports as required.Essential Responsibilities: Practices self-development and promotes learning in others by proactively providing information, resources, advice, and expertise with coworkers and customers; building relationships with cross-functional stakeholders; influencing others through technical explanations and examples; adapting to competing demands and new responsibilities; listening and responding to, seeking, and addressing performance feedback; providing feedback to others; creating and executing plans to capitalize on strengths and develop weaknesses; supporting team collaboration; and adapting to and learning from change, difficulties, and feedback. Completes work assignments and supports business-specific projects by applying expertise in subject area; supporting the development of work plans to meet business priorities and deadlines; ensuring team follows all procedures and policies; coordinating resources to accomplish priorities and deadlines; collaborating cross-functionally to make effective business decisions; solving complex problems; escalating high priority issues or risks as appropriate; and recognizing and capitalizing on improvement opportunities. Implements the strategic direction for the business in support of designated functional HR area by staying abreast of internal and external perspectives, data trends, HR laws and regulations, and best practices; managing portions of complex projects/programs including assisting with design and developing project plans; polling data and conducting basic analysis; creating presentations to HR and business leadership; and tracking against SLAs and other key performance indicators. Supports the design, development, and execution of HR practices, programs, and initiatives by assisting with the implementation of tools, systems, and programs; building buy-in across HR and business partners; identifying and raising gaps in execution or communication; measuring performance against plans and business objectives; and identifying opportunities to modify design and implementation strategies as appropriate. Qualifications Minimum Qualifications: Bachelors degree in Human Resources, Business, Social Science, Public Administration or related field and Minimum six (6) years experience in human resources, business operations, or a field specified in the job posting. Additional equivalent work experience in a directly related field may be substituted for the degree requirement. Additional Requirements:

A career at CoBank can offer you the opportunity to make a personal impact on the people and communities where we do business. In order to be the best, we hire the best! Benefits Offered by CoBank: Careers with a purpose Time-Off Packages, 15 days of vacation, 10 paid sick days and 11 paid holidays Competitive Compensation & Incentive Hybrid work model: flexible arrangements for most positions Benefits Packages, including Medical, Dental and Vision coverage, Disability, AD&D, and Life Insurance Robust associate training and development with CoBank University Tuition reimbursement for higher education up to $10k per year Outstanding 401k: up to 6% matching and additional 3% non-elective contribution & Student Loan Match Community Impact: United Way Angel Day, Volunteer Day and Associate Directed Contribution Associate Resource Groups: creating a culture of respect and inclusion Recognize a fellow associate through our GEM awards Job Description Provides strategic human resources (HR) guidance and consultation and supports key business priorities for multiple client groups. Partners with business leaders on key initiatives, and consults with leadership, associates, and cross-functional groups to solve complex organizational challenges. Drives HR programs and initiatives in the bank. Serves as a champion of CoBank's culture, values, strategic priorities and mission. Essential Functions Serves as a strategic liaison between human resources and business leaders, aligning HR practices with organizational objectives to support talent development, workforce planning, and overall business success. Provides guidance and strategic counsel to leaders and managers to enhance team effectiveness. Partners with leaders to assess team dynamics, recommend strategies for improved collaboration, and support a culture of respect and inclusion. Provides resources to help managers address employee concerns constructively. Builds relationships and collaborates effectively with stakeholders across all management levels. Supports HR policy implementation and assists in identifying solutions to diverse HR challenges in collaboration with managers, while maintaining integrity with HR policy and practice and seeking creative solutions to problems. Leverages expertise from HR Centers of Excellence (COEs) to deliver solutions and drive best practices. Partner collaboratively with COEs to implement innovative HR initiatives aligned with organizational objectives. Participates in Talent Reviews, as appropriate, and succession planning. Reports various HR metrics to management. Actively participates as a thought leader in driving HR performance from a service, risk management, and performance perspective. In partnership with Change COE, support organizational change by working with business leaders to help design, communicate, and implement workforce strategies that align with the company's long-term goals. Facilitates the delivery of HR training sessions on management, effective communication, performance management, coaching and support. Education Bachelor's Degree required Work Experience 5 years of progressive human resources experience, including three (3) or more years of experience with primary accountability for HR business partnership, organizational development or related responsibility required Prior Experience developing HR strategy and solutions for organizations and/or client groups, including organization design, organization effectiveness and leadership development, and critical change management efforts and initiatives. required Prior Experience working in agile environments, with a strong understanding of iterative planning cross-functional collaboration, and adaptive change management. preferred Demonstrated ability to view the business from a leadership perspective, understand core organizational functions and financial metrics, and serve as a thought-partner who challenges status quo thinking and coaches teams toward long-term strategic objectives. Demonstrated HR process and technical knowledge pertaining to talent management, performance management, pay practices, diversity and inclusion strategies, employee relations, and employment law. Knowledge of applicable federal, state and local labor laws and regulations. Strong interpersonal skills with the ability to build relationships with managers and peers. Demonstrated ability to support HR initiatives and contribute to team success. Strong research, judgement, strategic thinking, and problem-solving skills. Physical Exertion Details Sedentary Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met. Travel Requirement Details Occasional Travel occurs infrequently (typically, once a month or less). About CoBank The typical base pay range for this role is between $89,600 - $110,160. Compensation may vary based on individual job-related knowledge, skills, expertise, and experience. This position is eligible for a discretionary annual incentive program driven by organization and individual performance. The listed salary, other compensation and benefits information is accurate as of the date of this posting. This job will be posted for a minimum of five (5) business days or until the position is filled. CoBank reserves the right to adjust compensation for all positions and to modify or discontinue benefits programs at any time in its sole discretion, subject to applicable law. CoBank is a cooperative bank serving vital industries across rural America. The bank provides loans, leases, export financing and other financial services to agribusinesses and rural power, water and communications providers in all 50 states. The bank also provides wholesale loans and other financial services to affiliated Farm Credit associations serving more than 76,000 farmers, ranchers and other rural borrowers in 23 states around the country. CoBank is a member of the Farm Credit System, a nationwide network of banks and retail lending associations chartered to support the borrowing needs of U.S. agriculture, rural infrastructure and rural communities. Headquartered outside Denver, Colorado, CoBank serves customers from regional banking centers across the U.S. and also maintains an international representative office in Singapore. REASONABLE ACCOMMODATION We are committed to ensuring that our online application process provides an equal employment opportunity to all applicants, including qualified individuals with disabilities. If you are an applicant with a disability, or are assisting an applicant with a disability, and require accessibility assistance or would like to request a reasonable accommodation for any aspect of the application process, including completing an application, interviewing, or otherwise participating in the employee selection process, please submit a request by emailing *********************. Include your contact information and specific details about your requested accommodation. Applicants must be authorized to work for any employer in the U.S. We are unable to sponsor or take over sponsorship of an employment visa at this time. CoBank is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, national origin, disability, or status as a protected veteran.

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

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

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

Human Resources Director Reports to: Chief Executive Officer (CEO) is 100% on-site in Meeker, CO Rental car and corporate apartment will be provided. Flights and expenses are covered. Our client is a community-based healthcare facility focused on building life-long partnerships with their patients to empower them to achieve optimal health. In addition to their hospital and emergency facilities, they collaborate with leading physicians to provide local care for the community's cardiac, orthopedic, oncology, urology and internal medicine needs. They treat their patients like a valued family member. Whether for an emergency, serious illness, surgical procedure, lab test, radiology scan, chronic disease management, preventative care, home health service or long-term care and from infants to adults to seniors, they provide The Care You Count On . We are looking for a compassionate and motivated individual to head the Human Resources department. The Human Resources Director is a member of the facility executive team. This position is responsible for coordinating with hospital administrators and benefits coordinators at managed practices, as well as maintaining the day-to-day administrative operations of the department. The best Human Resources Directors have a strong commitment to learning and value teamwork. Essential Functions Manage all employee benefit plans including health and welfare plans, 401(a) plans, and third party benefit vendors. Develop and implement benefit policies and procedures. Provide representation for unemployment claims. Provide employee relations support to employees and managers on an as-needed basis with regard to issues of legal compliance (i.e. hiring, terminations, discipline, etc.) Ensure compliance with all company policies, procedures, contracts, and plan documents as written or executed, and communicate such things to staff as necessary. Provide assistance in recruiting staff for all departments of the facility, including assessing recruiting approach (i.e. national versus local advertising, use of employment agencies, etc.) and salary assessing. Oversee management of compensation plans including providing advice and counsel with regards to starting salaries for new positions and maintaining wage structure to ensure competitiveness in the market. Create and maintain a compensation strategy for all employees, based on market research and pay surveys. Assist managers with telephone, zoom, and personal interviews. Ensure compliance with Equal Employment Opportunity and Drug and Alcohol policy in all employment related areas (i.e. hiring, termination, promotion, training, etc.). Administer annual performance reviews, salary reviews, bonus plans, and incentive plans, and ensure that performance evaluations are completed in a timely manner. Ensure job descriptions are up to date and compliant with all local, state, and federal regulations. Ensure compliance with federal and state laws pertaining to human resources issues, including filing all required legal documentation, ensuring compliance with contracts and service agreements, and overseeing the maintenance of confidential personal files. Assist in developing facility goals and objectives, annual management, and long term plans. Administer new employee paperwork and coordinate new employee training as part of the onboarding process. Provide benefits administration to include initial enrollment, termination, and change of status reporting. Participate in recruitment effort for personnel to include advertisement of positions, job postings, coordination of interviews, and sending follow-up letters to potential applicants. Responsible for maintenance of personnel files to include continuous auditing of files. Ensure that managers track licenses and certifications for their departments, ensuring licenses and certifications are current and valid, and update records as necessary. Facilitate annual in-services/competencies and ensure employee compliance. Facilitate the HR committee. Create, assemble, and distribute meeting packets. Oversee Employee of the Month program. Education and Experience BS in Human Resource Management or related field. Minimum of three years of previous Human Resources Director experience. PHR or SPHR designation desirable. Skills and Expectations Kind and professional demeanor. Professional and well-groomed appearance, at all times. Communicate positively and effectively, both written and verbally, with patients, family, and staff. Demonstrate effective organizational skills in an evolving environment. Work with honesty, compassion and integrity at all times. Adhere to ALL PMC confidentiality procedures and policies. Demonstrate a commitment to building and sustaining a diverse, inclusive, and equitable working environment. Strong emotional intelligence skills Strong problem-solving skills. Must be proficient in various computer applications, such as Microsoft Office, Excel, Adobe, and HRIS. Adherence to the standards and policies of the corporate compliance program, including the duty to comply with applicable laws and regulation, and report to a designated manager (or employer hotline) any suspected unethical, fraudulent, or unlawful acts or practices. Demonstrate proactivity, responsibility, and flexibility when working with staff and coworkers. Improve employee retention and motivate staff through the creation of wellness initiatives. Since 1994, Collective has been providing Recruiting and IT Services to the Health Care Industry. Formed originally from the largest privately held recruiting firm in the US and with over 40 years of industry experience, recruitment is in our DNA. We offer industry leading recruiting services to our clients and an exceptional candidate experience for our applicants.

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

Windfall is growing, and we are looking for a strategic and hands-on Talent Acquisition Manager to lead and execute our internal talent strategy. This is a high-impact leadership opportunity where you will manage a small team, own the recruiting budget, and serve as the architect for our end-to-end hiring process. Reporting to the VP of Finance and People Operations, you will be crucial to scaling our winning culture. You'll have a unique opportunity to learn fast, grow your knowledge and skills, and lead company initiatives. We're on a mission to change how organizations perceive and use people's data. Our mission is to change how organizations perceive and use people data. We hold true to our core values of: (1) Be an excellent communicator; (2) Operate with transparency; (3) Provide leverage, not optimization; (4) Make a difference every day; and (5) Act with integrity and trust. Responsibilities * Team Leadership & Development: Directly manage, mentor, and develop recruiting team members, providing guidance on best practices, sourcing strategies, and full-cycle recruitment. * Strategic Recruiting & Sourcing: Maintain an active requisition load, with a focus on technical roles (Engineering, Data Science, and Product), while also supporting hiring across Sales, Marketing, G&A, and Customer Success. * Process & Systems Ownership: Serve as the subject matter expert and administrator for the Applicant Tracking System (ATS) (e.g., Lever), ensuring data integrity, optimized workflows, and compliance. * Reporting & Analytics: Develop and present clear, insightful reports and dashboards on key recruitment metrics (e.g., time-to-hire, source of hire, candidate pipeline) to the C-Suite executives to inform business decisions. * Stakeholder Partnership: Develop a strategic recruiting plan in partnership with hiring managers, including Vice Presidents and C-Suite executives, to define roles, develop talent pipelines, and ensure an exceptional candidate experience. * Budget & Vendor Management: Own and manage the Talent Acquisition department budget, including contract negotiation and relationship management for all recruiting tools, platforms, and external agencies. * Driving Culture: Partner with our CEO on a number of culture-driving events in our SF office and influence the new-hire onboarding process. Requirements * 7+ years of total experience supporting the recruiting function for a Software-as-a-Service (SaaS) startup organization or a recruiting agency that supports SaaS organizations. * Minimum of 2 years of experience managing direct reports within a Talent Acquisition or HR function. * A proven background as a full-cycle technical recruiter, with a track record of success sourcing and placing candidates for Engineering and Product roles. * Demonstrated experience managing a department budget, including negotiating and managing contracts for recruiting tools and vendors. * Expert-level knowledge and hands-on administrative experience with an Applicant Tracking System (ATS), including workflow design, reporting, and maintenance. * Ability to partner and influence stakeholders at all levels, including executives, to drive hiring goals and outcomes. * Strong project management skills and comfort with providing timely and clear reports of progress and roadblocks. * High standards, with the flexibility to improvise and move fast in a changing, high-growth startup environment. Additional Information: The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across California. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. We also offer a comprehensive benefits package, which you can explore on our careers site. California: Base salary range is $155k - $175k + Equity Colorado: Base salary range is $120k - $150k + Equity About Windfall Windfall is a people intelligence and AI company that gives go-to-market teams actionable insights. By democratizing access to people data, organizations can intelligently prioritize go-to-market resources to drive greater business outcomes. Powered by best-in-class machine learning and artificial intelligence, Windfall activates insights into workflows that engage the right people for each respective organization. More than 1,500 data-driven organizations use Windfall to power their business. For more information, please visit ***************** We comply with CCPA. For more information on how we comply, review our privacy notice.

Human Resources Manager - People Reports To: VP of Central Services Employment Type: Full Time We're looking for an HR Manager - People to lead the full employee experience-recruiting, onboarding, development, engagement, and beyond. This role is key to building a high-performing and people-first culture through smart HR strategies, day-to-day coaching, and continuous improvement. You'll be a hands-on business partner to managers and employees, helping align our people practices with company goals. What You'll Do (Key Responsibilities) Recruit and onboard new team members through structured, consistent processes Run payroll for hourly employees (accurately and on time) Lead the performance management cycle-from goal-setting to reviews Coach managers on employee relations, engagement, and handling tough conversations Support employee discipline processes-investigations, corrective actions, and conflict resolution Manage employee engagement efforts, including surveys and follow-up action plans Create and run programs for training, development, and career growth Lead employee recognition efforts for milestones and achievements Own internal HR communications-newsletters, announcements, events, etc. Collaborate on cross-functional HR initiatives with deadlines and deliverables Support safety-related training and employee involvement Partner with Operations to build a strong, customer-serving team culture Lead or support change management efforts, including growth and M&A activity Help align our people strategy with business forecasts and succession planning Provide strategic HR insights to senior leadership What You Need (Requirements) 5-10 years of HR experience, with at least 2-3 years in a leadership role Bachelor's degree in HR, Business, or related field (Master's or SHRM-CP/SCP, PHR/SPHR preferred) Experience working in fast-paced, growing, or multi-site environments Background in training, leadership development, and employee engagement Ability to connect with employees across all levels-Millennials, Gen Z, and beyond Strong communication skills-clear, empathetic, and action-oriented Skilled at navigating sensitive issues with discretion, care, and fairness High emotional intelligence and judgment in complex interpersonal situations Spanish-speaking is preferred, but not required What Success Looks Like Engaged, productive teams with strong relationships between managers and employees Consistent people processes that are well-documented and clearly communicated High retention and internal promotion rates Employees understand their journey-what's next, and how to grow Collaborates With HR Manager - Compliance Division Managers Leadership Team Why Work at Rio? At Rio, we build more than structures-we build teams, careers, and futures. We're known for our craftsmanship, safety culture, and strong values. We take pride in delivering top-tier work for our clients, while making sure our people feel respected, supported, and valued. What sets us apart: Family-first culture Locally owned A company that gives back to the community Transparent leadership that actually listens A commitment to doing the right thing, even when it is the hard thing Rio Grande Co. offers a competitive benefits package, including: Profit-sharing and 401(k) plan with company match Paid Sick, Vacation, Jury Duty, and Bereavement Multiple medical plan options FREE virtual healthcare Dental and vision insurance Health Savings Accounts (HSA) and Flexible Spending Accounts (FSA) Company-paid and voluntary life insurance Short-term and long-term disability coverage Accident and supplemental insurance Paid training and career development Employee Assistance Program (EAP) Other value-added employee benefits Additional compensation may include performance-based bonuses or incentives, depending on role-specific goals and company performance. Application Notice Apply early. We review applications as they are received and may fill the position before the posting closes.

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

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

About Us We're Proof, a high growth company in the legal tech industry founded in 2017. We've built a best-in-class legal services platform used by thousands of law firms with a sustained average growth rate of over 10%. Our marketplace platform helps law firms and pro se parties access more efficient, transparent, and accessible legal services that are not traditionally available to everyone. Our primary services are Service of Process and E-Filing. We currently support over 3,000 law firms throughout the US and countless pro se parties. We welcome people from all backgrounds who seek the opportunity to help build a future where access to legal services is readily available, affordable, and efficient. Work with us if you have the curiosity, passion, and collaborative spirit to achieve the fundamental change in an outdated industry. Position Overview The Talent Acquisition Lead will be instrumental in establishing and scaling our internal recruiting function while strategically managing partnerships with external recruiting agencies to achieve aggressive organizational staffing objectives. Reporting directly to the Vice President of Human Resources, this is a hands-on "player/coach" role that requires expertise in both strategic program development and execution of full-cycle recruiting. The ideal candidate will be a high-energy, results-oriented leader capable of building efficient internal workflows, personally conducting critical external searches, and fostering strong collaborative relationships with both internal hiring managers and external agency partners. What You'll Do Strategy and Program Development Design, implement, and continuously improve internal talent acquisition processes, systems, and best practices to ensure efficiency, consistency, and compliance. Establish key performance indicators (KPIs) and metrics for the internal recruiting function and external agency performance, regularly reporting on progress and creating actionable insights. Develop a comprehensive sourcing strategy, leveraging technology, professional networks, and market data to build robust talent pipelines for current and future needs. Lead employer branding initiatives related to recruitment, ensuring a positive candidate experience and compelling representation of the company culture. Own the implementation of best practices within the HRIS tech stack to ensure ROI of available tools. Recommend investments in tools and programs to support recruiting goals and track ROI. Execution and Management Player/Coach Role: Personally manage and execute full-cycle recruitment for critical, senior-level, or niche roles, acting as a model for best-in-class recruiting practices. Manage the relationship and performance of external recruiting agencies, acting as the primary point of contact for contracts, fee negotiations, and search assignments. Ensure a seamless integration between internal sourcing efforts and external agency usage, optimizing resource allocation to minimize time-to-hire and cost-per-hire. Coach and mentor internal stakeholders (e.g., Hiring Managers) on effective interviewing techniques, candidate assessment, and talent selection best practices. Implement processes to operate in a highly organized, proactive, and fast-paced environment. Stakeholder Partnership Partner closely with the VP of HR and departmental leaders to forecast staffing needs and translate business goals into actionable recruiting plans. Create a vision for establishing an internal team of direct reports and provide coaching and mentoring across the HR function. Conduct regular meetings with external agencies to review performance, pipeline activity, and align on evolving staffing priorities. What You'll Need Bachelor's degree in Human Resources, Business Administration, or a related field. 5+ years of progressive experience in Talent Acquisition, including 2+ years leading an organization's recruiting strategy. Experience with high volume recruiting of exempt and non-exempt roles, nationwide. Proven experience in a "player/coach" recruiting role, balancing personal requisition load with strategic program development. Compensation & Benefit Details Salary range $90,000-$125,000 dependent on experience and location Full-time, salary position Medical, dental, vision, and 401k are available Flexible time off (paid planned and sick time, and paid holidays) Necessary equipment provided Remote or Hybrid, preference given to those in the Denver, CO area or Detroit, MI area E-Verify This company participates in E-Verify, for more information view the Participation and Right to Work Posters.

Are you a strategic HR leader passionate about driving organizational culture and employee development? Join our team as the Human Resources Director and play a key role in shaping our workplace and advancing our mission! About the Role: As the Human Resources Director, you'll oversee the daily operations of our HR and Learning & Development (L&D) teams, develop and implement innovative HR programs, and partner with leadership to align people strategies with organizational goals. This is an exciting opportunity to foster a positive, inclusive, and high-performing environment. Key Responsibilities: Lead and mentor HR and L&D teams Oversee talent acquisition, onboarding, employee relations, performance management, compensation, and compliance Design and implement comprehensive learning and development initiatives Advise executive leadership on workforce planning and organizational development Ensure compliance with employment laws and behavioral health standards Champion diversity, equity, and inclusion efforts Qualifications: Bachelor's degree in HR, Business Administration, or related field (Master's or HR certification preferred) Minimum 7 years of progressive HR experience (3+ years in leadership) Experience in behavioral health, healthcare, or related field preferred Proven ability to develop and implement HR and L&D programs Strong knowledge of employment laws and HR best practices Exceptional communication, leadership, and analytical skills Salary: $140k - $155k Why Join Us? You'll have the opportunity to make a real impact, support employee growth, and help shape a dynamic, inclusive workplace. We offer competitive compensation, professional development, and a collaborative team environment. Apply today and help us build a thriving organization for our employees and the communities we serve! Benefits & Perks: First, you would be joining one of Denver's Top Places to Work! We are honored to receive this amazing award, and we know it is recognition from our engaged staff who believe they are taken care of, listened to, and believe they are part of something bigger. Our facility is approved by the Colorado Health Service Corps (CHSC), and we offer our employees the opportunity to participate in our Loan Repayment Program. Additionally, we provide a comprehensive compensation and benefits package which includes: Positive, collaborative team culture Competitive compensation structure Medical Insurance, Dental Insurance, Basic Life and AD&D Insurance, Short- and Long-Term Disability Insurance, Flexible Spending Accounts Retirement Savings 401k, company match up to 50% of the first 6% contributed Relocation Assistance/Sign-On Bonus Please keep in mind that while sign-on bonuses may be advertised, AllHealth Network maintains a policy of not offering these bonuses to current internal employees. We appreciate your understanding and continued commitment to our team Excellent Paid Time Off & Paid Holidays Off Licensure Support: Free supervision for LCSWs, LPCs, and LMFTs. Additional Benefits Please apply and you will be joining the amazing mission to be the most impactful growth and recovery provider with communities that need us most.

Human Resources Director Reports to: Chief Executive Officer (CEO) is 100% on-site in Meeker, CO Rental car and corporate apartment will be provided. Flights and expenses are covered. Our client is a community-based healthcare facility focused on building life-long partnerships with their patients to empower them to achieve optimal health. In addition to their hospital and emergency facilities, they collaborate with leading physicians to provide local care for the community's cardiac, orthopedic, oncology, urology and internal medicine needs. They treat their patients like a valued family member. Whether for an emergency, serious illness, surgical procedure, lab test, radiology scan, chronic disease management, preventative care, home health service or long-term care and from infants to adults to seniors, they provide The Care You Count On. We are looking for a compassionate and motivated individual to head the Human Resources department. The Human Resources Director is a member of the facility executive team. This position is responsible for coordinating with hospital administrators and benefits coordinators at managed practices, as well as maintaining the day-to-day administrative operations of the department. The best Human Resources Directors have a strong commitment to learning and value teamwork. Essential Functions * Manage all employee benefit plans including health and welfare plans, 401(a) plans, and third party benefit vendors. * Develop and implement benefit policies and procedures. * Provide representation for unemployment claims. * Provide employee relations support to employees and managers on an as-needed basis with regard to issues of legal compliance (i.e. hiring, terminations, discipline, etc.) * Ensure compliance with all company policies, procedures, contracts, and plan documents as written or executed, and communicate such things to staff as necessary. * Provide assistance in recruiting staff for all departments of the facility, including assessing recruiting approach (i.e. national versus local advertising, use of employment agencies, etc.) and salary assessing. * Oversee management of compensation plans including providing advice and counsel with regards to starting salaries for new positions and maintaining wage structure to ensure competitiveness in the market. Create and maintain a compensation strategy for all employees, based on market research and pay surveys. * Assist managers with telephone, zoom, and personal interviews. * Ensure compliance with Equal Employment Opportunity and Drug and Alcohol policy in all employment related areas (i.e. hiring, termination, promotion, training, etc.). * Administer annual performance reviews, salary reviews, bonus plans, and incentive plans, and ensure that performance evaluations are completed in a timely manner. * Ensure job descriptions are up to date and compliant with all local, state, and federal regulations. * Ensure compliance with federal and state laws pertaining to human resources issues, including filing all required legal documentation, ensuring compliance with contracts and service agreements, and overseeing the maintenance of confidential personal files. * Assist in developing facility goals and objectives, annual management, and long term plans. * Administer new employee paperwork and coordinate new employee training as part of the onboarding process. * Provide benefits administration to include initial enrollment, termination, and change of status reporting. * Participate in recruitment effort for personnel to include advertisement of positions, job postings, coordination of interviews, and sending follow-up letters to potential applicants. * Responsible for maintenance of personnel files to include continuous auditing of files. * Ensure that managers track licenses and certifications for their departments, ensuring licenses and certifications are current and valid, and update records as necessary. * Facilitate annual in-services/competencies and ensure employee compliance. * Facilitate the HR committee. Create, assemble, and distribute meeting packets. * Oversee Employee of the Month program. Education and Experience * BS in Human Resource Management or related field. * Minimum of three years of previous Human Resources Director experience. * PHR or SPHR designation desirable. Skills and Expectations * Kind and professional demeanor. * Professional and well-groomed appearance, at all times. * Communicate positively and effectively, both written and verbally, with patients, family, and staff. * Demonstrate effective organizational skills in an evolving environment. * Work with honesty, compassion and integrity at all times. * Adhere to ALL PMC confidentiality procedures and policies. * Demonstrate a commitment to building and sustaining a diverse, inclusive, and equitable working environment. * Strong emotional intelligence skills * Strong problem-solving skills. * Must be proficient in various computer applications, such as Microsoft Office, Excel, Adobe, and HRIS. * Adherence to the standards and policies of the corporate compliance program, including the duty to comply with applicable laws and regulation, and report to a designated manager (or employer hotline) any suspected unethical, fraudulent, or unlawful acts or practices. * Demonstrate proactivity, responsibility, and flexibility when working with staff and coworkers. * Improve employee retention and motivate staff through the creation of wellness initiatives. Since 1994, Collective has been providing Recruiting and IT Services to the Health Care Industry. Formed originally from the largest privately held recruiting firm in the US and with over 40 years of industry experience, recruitment is in our DNA. We offer industry leading recruiting services to our clients and an exceptional candidate experience for our applicants.

The US Talent Acquisition Manager is a hands\-on role focused on developing and executing recruiting plans for US\-based positions, managing US Talent Acquisition team members, and acting as a hands\-on recruiter for key roles or based on the overall hiring needs. This position is responsible for identifying and partnering with key stakeholders to create and implement talent acquisition and sourcing strategies, lead university relations and talent pipeline programs, as well as managing and optimizing recruiting tools and processes for US\-based positions. RESPONSIBILITIES: • Manages and oversees full life\-cycle talent acquisition process for US\-based positions. • Directly manages the US Talent Acquisition team, which includes training the team, managing their ongoing performance, and allocating workload based on the current requisition volume. • Acts as a hands\-on recruiter, directly owning and recruiting for open positions, based on hiring needs (including key roles reporting to higher level leaders, and\/or when requisition volumes are high). • Owns and executes the rollout of global Talent Acquisition initiatives for US markets and locations. • Builds and executes plans that support effective and efficient recruiting processes and employment branding (e.g. leverages social media) to attract the best talent. • “Owns” relationships with key external vendors used for sourcing executive or hard to find roles and is responsible for negotiating contract terms aligned to business requirements. • Consults with HR Business Partners, Generalists and business leaders to initiate and develop in\-depth and innovative recruiting strategies and plans to fill position vacancies or to provide guidance and subject matter expertise for future talent acquisition planning. • Analyzes KPIs against metrics to create and execute plans to achieve ongoing improvement in the talent acquisition experience and outcomes in the US. • Designs and implements external candidate marketing and proactive recruiting programs and processes that attract, assess, select, and retain a qualified, diverse workforce. • Build and implement operational efficiencies and practices that drive strong performance across all recruitment\-related metrics including time to fill, quality of hire, cost per hire, and sourcing effectiveness. • Oversees and leads US college recruiting initiatives aligned with the Company’s university relations and broader talent pipeline programs. • Recommends and operates within the associated US Talent Acquisition budget. • Performs and supports broader people and culture initiatives and activities as requested or appropriate. QUALIFICATIONS: • 10+ years of progressive HR experience in talent acquisition, with 5 years minimum experience managing a team of professional recruiters. • Demonstrated track record of developing and executing strong playbooks for talent acquisition. • Ability to act in a “hands on” recruiting capacity to fill roles for key positions, as needed. • Strong business acumen, and ability to influence across all levels of an organization. • Advanced verbal and written communication skills. • Demonstrated ability to influence, share, and impart knowledge. • Excellent knowledge of current US talent acquisition trends and practices. • Experience using and optimizing applicant tracking systems to support recruiting operations. • Must possess excellent project management and organization skills in order to balance the overall work of the team and lead several initiatives simultaneously, effectively, and efficiently. • Well\-developed experience using multiple recruiting strategies and sources, including advanced use of social networking sites, for passive and active candidate recruitment. • Comfortable working in a global and multi\-cultural environment where collaboration, cooperation, consensus building, persuasion, and a team approach to management are the norm. • Ability to build and develop a high performing team of talent acquisition professionals through mentorship, coaching and effective performance management. EDUCATION: • Bachelor’s degree in business, management, human resources, or related field required. • Master’s degree in human resources or related field preferred. • Relevant HR certification (such as PHR\/SPHR or SHRM\-CP\/SHRM\-SCP) preferred. "}}],"is Mobile":false,"iframe":"true","job Type":"Full time","apply Name":"Apply Now","zsoid":"690522456","FontFamily":"Arial, Helvetica, sans\-serif","job OtherDetails":[{"field Label":"Industry","uitype":2,"value":"Electronics"},{"field Label":"City","uitype":1,"value":"Denver"},{"field Label":"State\/Province","uitype":1,"value":"colorado"},{"field Label":"Zip\/Postal Code","uitype":1,"value":"80202"}],"header Name":"Talent Acquisition Manager","widget Id":"5**********0072311","awli IntegId":"urn:li:organization:2839979","is JobBoard":"false","user Id":"5**********0695023","attach Arr":[],"awli ApiKey":"86ibfgemoic5ms","custom Template":"3","awli HashKey":"d1f8e66719c7f3969ed5eed359b2adeb63d39a2aa72f587396e8650f1242b75c3516bcaf0e8cc77d0250a10f49cc64209e1736f872f69fe75ca6aec004465124","is CandidateLoginEnabled":true,"job Id":"5**********5211001","FontSize":"14","location":"Denver","embedsource":"CareerSite","indeed CallBackUrl":"https:\/\/recruit.zoho.com\/recruit\/JBApplyAuth.do","logo Id":"i3b8056a60f7f3b14439d996799fb8efd267f"}

Job DescriptionWindfall is growing, and we are looking for a strategic and hands-on Talent Acquisition Manager to lead and execute our internal talent strategy. This is a high-impact leadership opportunity where you will manage a small team, own the recruiting budget, and serve as the architect for our end-to-end hiring process. Reporting to the VP of Finance and People Operations, you will be crucial to scaling our winning culture. You'll have a unique opportunity to learn fast, grow your knowledge and skills, and lead company initiatives. We're on a mission to change how organizations perceive and use people's data. Our mission is to change how organizations perceive and use people data. We hold true to our core values of: (1) Be an excellent communicator; (2) Operate with transparency; (3) Provide leverage, not optimization; (4) Make a difference every day; and (5) Act with integrity and trust.Responsibilities Team Leadership & Development: Directly manage, mentor, and develop recruiting team members, providing guidance on best practices, sourcing strategies, and full-cycle recruitment. Strategic Recruiting & Sourcing: Maintain an active requisition load, with a focus on technical roles (Engineering, Data Science, and Product), while also supporting hiring across Sales, Marketing, G&A, and Customer Success. Process & Systems Ownership: Serve as the subject matter expert and administrator for the Applicant Tracking System (ATS) (e.g., Lever), ensuring data integrity, optimized workflows, and compliance. Reporting & Analytics: Develop and present clear, insightful reports and dashboards on key recruitment metrics (e.g., time-to-hire, source of hire, candidate pipeline) to the C-Suite executives to inform business decisions. Stakeholder Partnership: Develop a strategic recruiting plan in partnership with hiring managers, including Vice Presidents and C-Suite executives, to define roles, develop talent pipelines, and ensure an exceptional candidate experience. Budget & Vendor Management: Own and manage the Talent Acquisition department budget, including contract negotiation and relationship management for all recruiting tools, platforms, and external agencies. Driving Culture: Partner with our CEO on a number of culture-driving events in our SF office and influence the new-hire onboarding process. Requirements 7+ years of total experience supporting the recruiting function for a Software-as-a-Service (SaaS) startup organization or a recruiting agency that supports SaaS organizations. Minimum of 2 years of experience managing direct reports within a Talent Acquisition or HR function. A proven background as a full-cycle technical recruiter, with a track record of success sourcing and placing candidates for Engineering and Product roles. Demonstrated experience managing a department budget, including negotiating and managing contracts for recruiting tools and vendors. Expert-level knowledge and hands-on administrative experience with an Applicant Tracking System (ATS), including workflow design, reporting, and maintenance. Ability to partner and influence stakeholders at all levels, including executives, to drive hiring goals and outcomes. Strong project management skills and comfort with providing timely and clear reports of progress and roadblocks. High standards, with the flexibility to improvise and move fast in a changing, high-growth startup environment. Additional Information:The range displayed on each job posting reflects the minimum and maximum target for new hire salaries for the position across California. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. We also offer a comprehensive benefits package, which you can explore on our careers site. California: Base salary range is $155k - $175k + EquityColorado: Base salary range is $120k - $150k + Equity About WindfallWindfall is a people intelligence and AI company that gives go-to-market teams actionable insights. By democratizing access to people data, organizations can intelligently prioritize go-to-market resources to drive greater business outcomes. Powered by best-in-class machine learning and artificial intelligence, Windfall activates insights into workflows that engage the right people for each respective organization. More than 1,500 data-driven organizations use Windfall to power their business. For more information, please visit ***************** We comply with CCPA. For more information on how we comply, review our privacy notice.

Department: Human Resources (HR) Reports to: Human Resources Director As the Human Resources Manager, you will play a critical role in executing HR strategies that support and develop our most valuable asset-our employees. You will work closely with the HR Director, as well as retail and warehouse leadership, to ensure the HR function aligns with and advances the goals of American Furniture Warehouse. In this capacity, you will provide leadership, guidance, and training to the Colorado HR team, covering areas such as employee relations, recruitment, employment law, compensation, and benefits. The ideal candidate will promote a culture of inclusion, demonstrate a strong work ethic, prioritize teamwork, uphold professional integrity, and take personal accountability in a dynamic and challenging environment. Duties/Responsibilities: Typical duties include but are not limited to: Supervises assigned Human Resources staff including processing and approving payroll, hiring, training, and evaluating performance. Oversee the daily Human Resources operations supporting 11 retail and warehouse locations. Travel to other stores in Colorado may be required. Provides support and guidance to HR staff (Generalists, Analyst, File Clerk), store/warehouse management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as investigating allegations of wrongdoing, and terminations in accordance with company policy and federal/state laws. Partners with local leadership teams to understand and execute the organization's human resources and recruiting strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning. Manages the talent acquisition process, which may include full cycle recruitment, job posting, interviewing, and hiring of qualified job applicants; collaborates with departmental managers to understand skills and competencies required for openings. Facilitates and supervises local drug screening, pre-employment physicals, and criminal background checks to comply with federal and state law. Analyzes trends in compensation; researches and proposes competitive base and incentive pay programs to ensure American Furniture Warehouse attracts and retains top talent. Maintains compliance with federal, state, and local employment laws and regulations. Maintains knowledge of trends, best practices, regulatory changes, and innovative technologies in human resources, talent management, and employment law. Facilitates new hire orientations for assigned region. Spearheads and maintains projects assigned by HR Director. Assist with developing and updating policies as assigned by the HR Director Conducts in-person and online training on various Human Resources topics. Performs other duties as assigned by HR Director. Compensation Package: Pay rate: Salary grade G: G Salary $80,000+ per year DOE. Supervision Given and Received: This position supervises a staff of 4+ employees at any given time. This position is supervised directly by the HR Director. Required Skills/Abilities: Strong supervisory and leadership skills with previous e xperience as a Human Resources Manager, Human Resources Generalist, Human Resources Business Partner or similar role. Experience in a Retail or Warehouse setting is a plus. Advanced knowledge of employment-related laws and regulations in Colorado. Other states a plus. Advanced knowledge of Human Resources including but not limited to employee relations, benefits, leave of absences, policies, programs, investigations, disciplinary action, etc. Hands on experience with HRIS/HCM and Recruiting software. Oracle HCM a plus. Knowledge of Human Resources analytics including turnover and compensation Must be able to work in a team environment setting an example for employees and encourage a strong team culture. Strong attention to detail, prioritization, and organization. Tolerance for variability and high work volume. Ability to thrive under pressure and handle multiple projects, with varying deadlines at once. Aptitude to learn new processes and procedures. Excellent verbal and written communication skills. Sense of ownership and pride in your performance and its impact on AFW's success Strategic planning, critical thinking, and problem-solving skills Excellent interpersonal and customer service skills. Ability to prioritize tasks and to delegate them when appropriate. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to function well in a high-paced and at times stressful environment. Computer Skills: Ability to navigate multiple computer systems, advanced familiarity with Microsoft Office Suite (Outlook, Word, PowerPoint, Excel, etc.), advanced internet research skills, and experience with HRIS/HCM, ATS, and payroll systems (Oracle HCM preferred.) Certificates and Licenses: Certifications related to Human Resources, investigations, business and safety such as SHRM-CP, PHR, AIRS, etc. are preferred. Education and Experience: Four-year college or university program degree; or equivalent combination of education and experience is required. Experience in leading and managing staff is preferred. Physical Demands: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 to 50 pounds at times. Must be able to access and navigate each department at various facilities. Ability to operate a motor vehicle. Requires the ability to maneuver in confined and at times congested areas. Requires the ability to sit, stand, walk, stoop, & bend for 8 a day. Requires constant use of arms, hands, fingers, eyes, legs, and back. American Furniture Warehouse is an Equal Opportunity Employer M/F/D/V. Working Safely is a Condition of Employment at American Furniture Warehouse - an Affirmative Action Employer M/F/D/V. A pre-employment drug screen, background and fit for duty exam check must be passed upon job offer. Since 1975, our motto has been Under Promise and Over Deliver and this is exactly what we do on a daily basis! At AFW, we strongly believe in recognizing those who exemplify excellence, and reward them for contributing to our collective success. We strive to provide a great work environment for our employees and give them the knowledge and tools needed to provide our customers with an even greater buying experience. At American Furniture Warehouse We Do It Right the First Time!Department: Human Resources (HR)

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.