Human resources business partner jobs in Loveland, CO

Who We Are Stored Energy Systems (SENS) is an award-winning manufacturer of premium quality power conversion products located in Longmont, CO. In business for over 50 years, SENS is the market leader with a proven track record of providing highly reliable battery chargers, DC power systems, and related products to industrial markets. For more information on our company please see our web site at ***************** Summary The Senior Human Resource Business Partner will understand the workforce needs of Stored Energy Systems, work with the recruiting function to make sure the hiring needs are met, handle employee relations issues, terminations and offboarding, support the performance management process, work with HR administration to assure that pay, benefits and leave administration is handled, and assist with training assessment needs. In addition, the Human Resource Business Partner will be the lead on informing and enforcing company policies and practices. Responsibilities Develops a workforce plan to identify talent needs. Works with hiring managers to fully define and document s, including accurate job classification. Partners with the compensation function to assure jobs are priced accurately. Partners with the recruiting function on the job fulfillment process. Reviews, tracks, and documents compliance with mandatory and non-mandatory training, continuing education, and work assessments. This may include safety training, anti-harassment training, professional licensure, and aptitude exams and certifications. Implements and maintains employee recognition programs. Performs routine tasks in partnership with HR administration and business leaders required to execute human resource programs including but not limited to leaves; disciplinary matters; disputes and investigations; performance and talent management; productivity, recognition, morale; occupational health and safety; and training and development. Attends and participates in employee disciplinary meetings, terminations, and investigations. Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Performs other duties as assigned. Required Qualifications Excellent verbal and written communication skills. Excellent interpersonal, negotiation, and conflict resolution skills. Excellent organizational skills and attention to detail. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Ability to prioritize tasks and to delegate them when appropriate. Ability to act with integrity, professionalism, and confidentiality. Thorough knowledge of employment-related laws and regulations. Strong skills in Microsoft Office Suite and related systems. Proficiency with or the ability to quickly learn the organization's HRIS and talent management systems. Education/Experience Bachelor's degree in Human Resources, Business Administration, or related field preferred. At least five years of human resource management experience, with at least one year of experience in a Human Resource specialization (recruiting, compensation, benefits, HRIS) Experience supporting sales and global operations is a plus. SHRM-CP a plus. WORK ENVIRONMENT/PHYSICAL REQUIREMENTS: Prolonged periods of sitting at a desk and working on a computer. Must be able to lift 15 pounds at times. This role will be required to be on-site at our Longmont, CO location most days. Location: This position is located on-site in Longmont, CO. Base Compensation: $110,000 to $130,000 is the projected compensation range for this role depending on the candidate's overall qualifications and experience. Closing Date: December 31st, 2025. While we expect to keep the position open through this date, the posting may be extended or closed early based on applicant volume and hiring needs. We offer an exciting and competitive total compensation package designed to inspire! This includes generous paid time off, holidays, as well as comprehensive benefits including medical, dental, vision, short-term disability, life insurance, and an outstanding 401k matching program where employees are instantly vested. At SENS, our culture is rooted in a set of core values that reflect who we are and how we work. In a recent 2025 poll, our employees identified the values that best define us: “Innovative”, “Respectful”, “Inviting”, “Flexible”, “Collaborative”, and “Growth Driven”. Our team describes us as a dynamic, forward-thinking company where everyone has the opportunity to thrive. At SENS, we pride ourselves on being an equal opportunity employer, fully dedicated to fostering inclusion and diversity. We welcome all applicants, regardless of race, color, religion, sex, sexual orientation, gender identity, genetic information, national origin, age, disability, veteran status, or any other legally protected characteristic. We hope you're interested in making a difference with us. Even if you don't feel that you meet every requirement listed in this job description, we still encourage you to apply.

At Norstella, our mission is simple: to help our clients bring life-saving therapies to market quicker-and help patients in need.Founded in 2022, but with history going back to 1939, Norstella unites best-in-class brands to help clients navigate the complexities at each step of the drug development life cycle -and get the right treatments to the right patients at the right time. Each organization (Citeline, Evaluate, MMIT, Panalgo, The Dedham Group) delivers must-have answers for critical strategic and commercial decision-making. Together, via our market-leading brands, we help our clients: + Citeline - accelerate the drug development cycle + Evaluate - bring the right drugs to market + MMIT - identify barrier to patient access + Panalgo - turn data into insight faster + The Dedham Group - think strategically for specialty therapeutics By combining the efforts of each organization under Norstella, we can offer an even wider breadth of expertise, cutting-edge data solutions and expert advisory services alongside advanced technologies such as real-world data, machine learning and predictive analytics. As one of the largest global pharma intelligence solution providers, Norstella has a footprint across the globe with teams of experts delivering world class solutions in the USA, UK, The Netherlands, Japan, China and India. **** We are looking for a talented and passionate Senior HR Business Partner to join the Norstella team and support our dynamic Commercial Global organization. This person will be a strategic partner to the business, working with them to develop and implement plans that align with organizational goals to increase effectiveness and efficiency for the Commercial organization. They will work closely with Commercial leadership to advise on all aspects of HR, including talent management, employee development, and other talent initiatives. **Key duties and responsibilities** + Provide global strategic support and expertise to the whole Commercial Business Unit on organizational design, talent management, change management, and workforce planning. + Collaborate with business unit leaders to provide guidance on organizational and people related strategies. + Partner with Commercial Leaders to build and engage high performing teams. + Engage with finance to ensure close alignment on headcount and compensation. + Support growth and organizational changes by partnering with leadership and talent acquisition on hiring needs and strategies. + Collaborate with the talent acquisition team to ensure effective hiring processes. + Identify training and coaching needs for employees and managers within the business unit. + Advise leadership on succession planning across the organization. + Review the sales policies, processes, rewards and recognition schemes to benchmark and implement the best practices. + Manage change initiatives ensuring appropriate communication and support is provided to managers and employees. + Participate and drive the talent review process in collaboration with managers and leadership. + Support and coach managers on performance management techniques including goal setting, performance appraisals and giving feedback. + Align with Talent Management team to roll out people processes around performance management, compensation, development, etc. + Active involvement in supporting and implementing global HR initiatives. + Utilize data and analytics to develop and implement solutions. + Present reports on metrics, trends and other data relevant to HR. + Perform ad-hoc work and special projects as necessary, to support the growth and retention of talent. + Other duties as assigned. **Key requirements** + Bachelor's degree in HR Management, Business Administration or related degree + At least 8 years of HR experience with at least 5 years' experience performing HR Business Partner responsibilities + Prior experience providing HR support to a commercial/sales organization, at a high-growth company + Ability to analyze data, generate insights and provide recommendations + Excellent verbal and written communications skills + Strong working knowledge of local labor laws and HR practices + Strong leadership skills with the ability to influence and engage stakeholders at all levels of the organization + Strong communication and interpersonal skills, with the ability to build relationships at all levels + Dependable, flexible, and adaptable to new Norstella initiatives and needs + Ability to work independently and collaboratively in a fast-paced, multicultural environment + Dedicated to upholding Norstella's high-quality standards and customer service focus + Strong organizational and problem-solving skills with attention to detail **Our guiding principles for success at Norstella** 01: Bold, Passionate, Mission-First 02: Integrity, Truth, Reality 03:Kindness, Empathy, Grace 04:Resilience, Mettle, Perseverance 05: Humility, Gratitude, Learning **Benefits** + Medical and Prescription Drug Benefits + Health Savings Accounts (HSA) or Flexible Spending Accounts (FSA) + Dental & Vision Benefits + Basic Life and AD&D Benefits + 401k Retirement Plan with Company Match + Company Paid Short & Long-Term Disability + Paid Parental Leave + Open Vacation Policy & Company Holidays _The expected base salary for this position ranges from $135,000to$155,000.It is not typical for offers to be made at or near the top of the range. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered. In addition to base salary and a competitive benefits package, successful candidates are eligible to receive a discretionary bonus._ _Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law._ _Sometimes the best opportunities are hidden by self-doubt. We disqualify ourselves before we have the opportunity to be considered. Regardless of where you came from, how you identify, or the path that led you here- you are welcome. If you read this job description and feel passion and excitement, we're just as excited about you._ _All legitimate roles with Norstella will be posted on Norstella's job board which is located at norstella.com/careers. If a role is not posted on this job board, a candidate should assume the role is not a legitimate role with Norstella. Norstella is not responsible for an application that may be submitted by or through a third-party and candidates should proceed with extreme caution if a third-party approaches them about an open role with Norstella. Norstella will never ask for anything of value or any type of payment during or as part of any recruitment, interview, or pre-hire onboarding process. If you are aware of or have reason to believe a job posting purportedly for a role with Norstella is fraudulent or otherwise not authorized by Norstella, please contact the Company using the following email address:_ _[email protected]_ _._ Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law.

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

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

**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.

at LeoVegas Group ABOUT THE ROLE We are seeking an experienced HR Business Partner to be a part of our global HR team to be located in our office in Denver. This role establishes a strategic partnership with business leaders, driving people initiatives and ensuring alignment with our global processes and procedures. Acting as a trusted advisor, the HRBP manages complex HR challenges independently, and takes part in operational and strategic HR initiatives both locally and globally. YOU WILL BE RESPONSIBLE FOR: Building strategic partnerships with our leaders to drive the HR agenda. Acting as a key influencer in important people-related decisions, providing trusted advice on labour law and HR best practices. Providing guidance and advice on core HR areas to our leaders and employees. Participating in both global and local HR projects. Supporting leaders in workshops, career development programmes, and engagement initiatives. Identifying gaps in HR processes and proposing innovative solutions to improve effectiveness. Advise on HR compliance requirements for your location OUR SUCCESSFUL CANDIDATE WILL HAVE THE FOLLOWING: ESSENTIAL SKILLS 5+ years of progressive HR experience, with at least 3 years in a Business Partner or Senior HR role. Strong knowledge of U.S. labour law and compliance requirements. Experience advising senior leaders and influencing strategic decisions. Proven ability to lead and deliver change initiatives. Previous experience mentoring or coaching HR professionals. Excellent communication and relationship-building skills, with the ability to influence at all levels. NICE TO HAVES Experience working in a global or multi-site environment is a plus. WHO WE ARE At the core of LeoVegas Group is Team Leo. Our culture is our foundation and is what enables us to innovate, build, and lead as we trailblaze our way through the igaming industry. We're a team of over 2000 innovators, initiators, and groundbreakers working in a fast-paced and agile environment across 19 offices worldwide. BENEFITS Hybrid Work Environment - Flexibility to balance time between the office and remote work. Comprehensive Health Coverage - Medical, dental, and vision insurance options for you and your family. Paid Time Off - Generous vacation, personal leave, and company-recognised holidays. 401(k) Retirement Plan - With company matching contributions. Parental Leave - Paid parental leave to support you and your family. Wellbeing Support - Employee Assistance Programme (EAP) and wellness initiatives. Professional Development - Access to training, learning resources, and career growth opportunities. Team Spirit - A collaborative culture with regular company events, social activities, and celebrations. JOIN US!In our pride, we empower our teammates to find their roar and run with their wildest ideas. We don't wait for things to happen; we pounce and make it happen! Would you be a good fit for the Leo Pride - give us a roar! **As our company working language is English, we'd like to see your CV in English, please** Salary: 91,000 - 113,000 USD

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

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.

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

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.

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

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

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

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. 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This HR Business Partner role is a true seat at the table opportunity for an HR leader who thrives on influence, partnership, and impact. You'll work closely with senior leaders to shape people strategies that drive business performance-serving as a trusted advisor, employee champion, and change agent across the organization. From complex employee relations and workforce planning to culture, engagement, and data-driven decision-making, this role blends strategy with hands-on execution to build strong teams, healthy leadership practices, and a workplace where both people and the business can grow. RK Overview RK Industries (RK) is a second-generation family-owned business built on hard work and strong values. Led by brothers Rick and Jon Kinning, we take pride in delivering a wide range of hands-on services including construction, manufacturing, custom fabrication, and building services. With seven specialized business units working in close coordination, we ensure every job is done right from start to finish. Our proven methods, focus on safety, and commitment to quality help bring our customers' biggest ideas to life. Position Summary The HR business partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The HRBP serves as a strategic consultant to management and employees on human resources-related issues. The successful HRBP will act as an employee champion and change agent. The HRBP assesses and anticipates HR-related needs, communicating proactively with our HR department and business management. Role Responsibilities Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of the business. Deliver consultation, facilitation and resolution strategies for workplace issues raised by employees or people managers. Conduct, or participate in, frequent and regular meetings with respective business units, providing HR guidance when appropriate. Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations. Identify and analyze employee relations matters, and recommend appropriate employment action to maintain continuity of approach, achieve optimal performance, and minimize risk. Facilitate new hire orientation. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed/required. Provide day-to-day performance management guidance to line management (coaching, counseling, career development, compensation and disciplinary actions). Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Assist in communications between employees and people managers, providing guidance and clarification of company policies and procedures. Provide guidance and input on business unit restructures, workforce planning and succession planning. Identify training needs for business units and individual needs. Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met. Drive retention through engagement with a continuous focus on culture of teams and management capability. Formulate partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. Utilize a data-driven approach to deliver a strategy that drives improvements to the employee experience, builds healthy, long -term relationships between the company and employees, and reduces people-related risk. Maintain an effective level of business literacy about the business unit's financial position, its future plans, its culture and its competition. Qualifications Bachelor's degree required. Master's degree a plus. 5+ years HR experience with at least 3 years' experience partnering with leaders. Thorough knowledge of human resources practices including employee relations, federal and state respective employment laws, organizational design, talent management, and culture/change management. Demonstrated ability to use sound judgment in decision-making. Excellent communication skills. Ability to analyze and synthesize key insights gleaned from ER data and analytics. Strong ability to build relationships across stakeholders to drive and deliver human resources strategy. Proven ability to balance multiple priorities, partners, and work streams. Strong internal customer service skills demonstrated by responsiveness, empathy and solution orientation. Collaborative mindset with a strong drive to create a positive work environment. Ability to comprehend, interpret, and apply applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem-solving skills. Periodic travel to various facilities as needed. SHRM-CP, SHRM-SCP, PHR or SPHR certification preferred, not required What Sets RK Industries Apart Safety: Our unmatched culture of safety is our foremost core value, guiding everything we do each day: Health, Safety, & Environmental Awards: Whether in Construction, Manufacturing, Fabrication, or Service, RK Industries is highly recognized and accredited throughout the industry: Accreditations & Recognition Benefits: RK Industries offers competitive benefits to support your growth and well-being: Benefits & Rewards Philanthropy: RK Industries not only builds our community through our projects, but also invests in it by supporting local services for over a decade through the RK Foundation: RK Foundation Development: Through RK University, we provide hands-on training and development opportunities that empower employees to advance their careers and grow within the company, to include leadership and technical learning opportunities, we well as our accredited apprentice program: RK University & RK Apprenticeship Program Applications are accepted on an ongoing basis. RK Industries, LLC is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status or any other status protected by applicable law

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.

Vice President and Chief Human Resources Officer - 38466 University Staff Description The University of Colorado (CU) invites applications and nominations for the position of Vice President/Chief Human Resource Officer (CHRO). CU, a premier public research university with four campuses in Boulder, Colorado Springs, Denver, and Aurora, seeks a mission-centric, skilled, and collaborative human resources executive to help shape and execute an integrated people and culture strategy. Reporting to the Senior Vice President of Internal Operations and Chief of Staff, the CHRO serves as a member of the President's executive team, and partners with senior leaders at System Administration and across the CU System. The next VP/CHRO is responsible for developing System Administration's compensation strategy for advancement and growth opportunities, workplace culture initiatives, training strategies, employee surveys, and other HR initiatives to create a culture where employees feel included, empowered, and valued. This position oversees approximately 130 employees and collaborates with campus and system leaders to ensure the alignment of HR strategies while respecting the unique needs of each entity. The successful candidate will preferably hold an advanced degree from an accredited institution of higher education or equivalent experience in business administration, human resources, law, public administration, or related field. They will also have a minimum of 10 years' experience in a leadership role, which includes directing a major business function, developing and implementing strategies and initiatives, and managing personnel and finances. The University of Colorado system office, located in Denver, brings together administrative departments and services centers that provide guidance and services to all CU's campuses. Denver is one of the fastest-growing metropolitan areas in the country, recognized for its diverse workforce, strong economic outlook, and vibrant civic culture. The city serves as a regional hub for innovation, government, healthcare, and technology, creating dynamic opportunities for talent development and organizational professionals. A complete Leadership Profile with additional information may be found here. Please direct nominations and expressions of interest or any questions regarding the application process to: CUSystemVPCHRO25@agbsearch. com Margaret F. Plympton, Ed. D. Principal 484. 554. 4542margaret. plympton@agbsearch. com Roderick J. McDavis, Ph. D. Managing Principal & CEO804. 514. 1982rod. mcdavis@agbsearch. com Duties & Responsibilities:Supervision/ManagementThis position oversees approximately 130 employees under the following positions and functions: Associate Vice President and CU Health Plan Chief AdministratorAssociate Vice President for Employee ServicesAssistant Vice President for HR, Learning and DevelopmentInternal communications focusing on systemwide programs, including benefits and internal communications for system administration employees. Strategic Talent LeadershipServe as a trusted advisor to the President, Senior Vice President for Internal Operations and Chief of Staff, executive leadership team, and campus CHROs on all talent, organizational, and workforce matters. Ensure the System Administration talent strategy supports consistent, practical application of hiring, development, and retention practices, and fosters shared expectations for how work gets done across System Administration. Work to ensure that System Administration provides an outstanding employment opportunity for individuals from all Colorado communities. Collaborate with campus and system leaders to ensure alignment of HR strategies while respecting the unique needs of each entity. Support key campus executive leaders across the CU system in:Coaching and consulting on talent and interpersonal matters Mediation of conflicts and contrasting priorities Employee relations Assist when requested with the Board of Regents on policy, employment practices, planning and management of staff, and other matters. Provide guidance on executive level searches from position creation/update to hire including managing external search firms and internal search committees. Collaborate with leadership to identify barriers, design and deliver training, and promote inclusive practices that support a productive and engaged workforce for all staff. Functional HR LeadershipProvide strategic oversight for all enterprise HR operations, ensuring efficient, compliant, and service-oriented delivery across all centralized shared services, including payroll, benefits, retirement programs, leave management, HR technology, labor relations (in conjunction with legal counsel), HR-related policy development, and other centralized functions. Provide strategic direction and oversee the Assistant Vice President that delivers the following capabilities within the System office while aligning practices and strategy with similar campus functions for compensation strategy, talent acquisition, organizational effectiveness, employee relations, culture, inclusion and belonging, and leadership development within System Administration. Provide strategic directions on inclusive strategies to improve recruitment, hiring, retention, and workplace culture for all System Administration staff, including continuing and evolving our System Administration Employee Resource Groups (ERGs) and workshops focusing on developing a sense of belonging for all System Administration staff. For certain functions managed operationally on the campuses (including compensation, leadership development, & talent acquisition), lead enterprise-wide alignment efforts and development of select shared strategies and tools while providing support and visibility to key leaders. University of Colorado Health and Welfare TrustServe as trustee for the University of Colorado Health and Welfare Trust, a multi-employer voluntary employees' beneficiary association, a 501(c)(9) entity, established to provide medical, dental, and wellness benefits to eligible employees and their families. Work with Chief Plan Administrator to ensure health benefits strategy aligns with broader university goals while maintaining regulatory and fiduciary boundaries defined by the Trust and Plan documents. Governance and Fiduciary ResponsibilitiesServe as fiduciary leader for CU retirement plans. Serve as liaison to System Administration Staff Council and the system-wide Staff Council. Stay informed on and develop strategy with Legal Counsel for labor relations. As requested by the government relations team, assist with preparation of and provide feedback or testimony regarding employee-related state or federal legislation. Work with members of the President's executive team and others in developing and updating Administrative Policy Statements and Regent Laws and Policies. What We Offer:Salary: The anticipated hiring range has been established at $320,000 - $347,000. CU System Administration takes into consideration a combination of the selected candidate's education, training and experience as it relates to the position, as well as the position's scope and complexity, internal pay equity and external market value when determining a salary level for potential new employees. Benefits: With our unparalleled range of benefits, including top-notch healthcare, comprehensive wellness programs, enriching professional development, and a dynamic work-life balance, we ensure your holistic growth and happiness. Disability, Life, Vision Insurance options. Multiple retirement planning options including a mandatory 401(a) plan where CU contributes 10% of your gross pay, a 401k or 403b plan and a 457 deferred compensation plan. Pre-tax savings plans, such as Health care and Dependent care flexible spending accounts. Embrace a healthy work-life balance with ample sick and vacation leave, along with at least 12 paid holidays. This includes a dedicated week off for winter break. 6 weeks of parental leave to adjust to the joys of parenthood. A tuition benefit program for you and/or your dependents. Free RTD EcoPass and Free Onsite Parking at our 1800 Grant Street Office. Many additional perks & programs with the CU Advantage. Additional taxable fringe benefits may be available. For more information on benefits programs, please review our Comprehensive Benefits Guide. Access our Total Compensation Calculator to see what your total rewards could be at CU. (This position is a University Staff position) Qualifications:PROFESSIONAL EXPERIENCE AND ATTRIBUTESSuccessful candidates in this role will bring many of the following experiences and characteristics:Demonstrated experience leading strategic HR transformation and culture change in large, complex organizations. Ability to develop senior leaders and foster a culture of accountability, collaboration, and performance. Expertise in workforce analytics, data-driven decision-making, and people metrics. Deep understanding of modern HR principles, organizational effectiveness, and leadership development. Collaborative and consultative leadership style with the ability to influence across multiple stakeholder groups. Strong communication and relationship-building skills with demonstrated ability to inspire trust and drive alignment, ensuring the continuing growth of effective relationships throughout all of CU Minimum Qualifications:A bachelor's degree from an accredited institution of higher education or equivalent experience in business administration, human resources, law, public administration or a related field;Ten (10) years of progressively responsible HR management experience in a large, complex organization with multiple personnel systems including the following:Communicating with and managing relationships with internal and external constituencies including executive leadership;Experience overseeing core HR functions such as payroll, benefits, retirement plans, HR technology systems, and leadership development;Managing a high-volume service center; such as payroll, benefits or leave management services for a high-volume employer;Managing or working with culture and inclusion in an organizational setting;Fiduciary responsibilities for benefit and retirement plans;Experience with labor relations policies and practices. Ten (10) years' experience in a leadership role, which includes directing a major business function, developing and implementing strategies and initiatives, and managing personnel and finances including one or more of the following:Developing and implementing strategy at a large department or organization;Implementation, management and review of human resource functions for a large organization;Demonstrated experience managing multi-million-dollar budgets and fiduciary responsibilities related to employee benefits and retirement plans. Demonstrated experience in strategic HR leadership within large, complex organizations. Proven track record of leading enterprise-wide HR initiatives, including talent strategy, workforce planning, employee relations, and organizational development. Commitment to an inclusive and supportive work environment for all employees. Preferred Qualifications:Advanced degree from an accredited institution of higher education or equivalent experience in business administration, human resources, law, public administration or related field. Experience leading culture transformation initiatives, including employee surveys - and developing survey results into an actionable plan and implementing that plan through training strategies and employee development programs. Experience implementing compensation strategy. Experience developing strategy for advancement and growth opportunities for organizational staff. Chief human resources officer assignment(s). Proven ability to influence change through a collaborative and inclusive leadership style. How to Apply:NOMINATIONS AND APPLICATIONSReview of applications for the Vice President & CHRO will begin immediately and continue until an appointment is made. To ensure full consideration, applications should be received by January 9, and must include:A letter of interest addressing the strategic objectives and qualifications identified in the profile; A current curriculum vitae; and Contact information (email and phone) for five professional references, including their relationship to the candidate. The University of Colorado is being assisted by AGB Search. Application materials should be submitted through the AGB Search portal system here: University of Colorado System VP for Employee Services and Chief Human Resources OfficerPlease direct nominations and expressions of interest or any questions regarding the application process to: CUSystemVPCHRO25@agbsearch. com. Per the Colorado Job Application Fairness Act, you are not required to provide your date of birth, dates of school attendance, or dates of graduation on your resume or cover letter. If an application requires additional materials, such as a transcript or certification, you may redact identifying information relating to your date or birth, dates of school attendance, or dates of graduation. Equal Opportunity Statement:CU is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws governing nondiscrimination in employment. We are committed to creating a workplace where all individuals are treated with respect and dignity, and we encourage individuals from all backgrounds to apply, including protected veterans and individuals with disabilities. Sponsorship Statement:We are unable to sponsor applicants for work visas for this position. Background Check Statement:The University of Colorado is committed to providing a safe and productive learning and living community. To achieve that goal, we conduct background investigations for all final applicants being considered for employment. Background investigations include a criminal history record check, and when appropriate, a financial history, motor vehicle history and/or fingerprinting background check. The Immigration Reform and Control Act requires that a verification of employment eligibility be documented for all new employees by the end of the third day of work. The University of Colorado is committed to diversity and equality in education and employment. ADA Statement:We are committed to an inclusive and barrier-free search process. We provide accommodations for applicants requesting accommodation through the search process such as alternative formats of this posting. Individuals with disabilities in need of accommodations throughout the search process should contact the ADA Coordinator at: systemhr@cu. edu. Application Materials Instructions: The recruitment for this position is being handled by AGB Search. Please direct all inquiries and applications to CUSystemVPCHRO25@agbsearch. com. Please DO NOT apply on the CU Careers site. This posting is for advertising only. Job Category: Executive Primary Location: Denver Department: S0001 -- System Administration - 51000 - Employee Services Schedule: Full-time Posting Date: Dec 10, 2025 Unposting Date: Jan 10, 2026, 12:59:00 AM Posting Contact Name: Margaret Plympton Posting Contact Email: CUSystemVPCHRO25@agbsearch. com Position Number: 00634914