Human resources manager jobs in Colorado

Human Resources (HR) Generalist (Onsite Required) 150 top places to work in healthcare|2025 Becker's Hospital Review Benefits: Here at Gunnison Valley Health, your good work will be rewarded. In addition to a competitive salary, a generous and affordable medical/dental/vision plan, and a dollar for dollar 401(a) match, up to 3%, there are other great perks including: Up to $250 in your first year toward your unique Lifestyle Spending Account, matched retirement starting on day 1, and a dependent care matching plan A culture that values continuing education, backed up by a robust tuition reimbursement plan, and an all-access subscription to LinkedIn Learning and Headspace. Paid time off benefits with an accrual rate of 10.77% in your first year of employment Access to mental health, financial health and wellness as well as life coaching with our Employee Assistance Program Free nutrition consultations, and discounted fitness membership at Western Colorado University Fieldhouse Deep discounts on food and drink in the cafeteria No traffic, and a scenic commute to the office Share your talents in providing compassionate and high quality patient care in a specialty clinic setting, ensuring the well-being and comfort of patients while supporting the clinic's mission and goals. We need your expertise to keep our community healthy and thriving! Where you'll live: Some define happiness by their job title and salary, while others pursue quality of life. Our community combines the best of both worlds by fostering a growing outdoor industry business hub in the heart of Colorado's Rocky Mountains. The Gunnison Valley, which includes the towns of Gunnison and Crested Butte, is a vibrant community of entrepreneurs and adventurers. We are deeply connected with our surrounding environment, neighbors and growing community. This is the kind of place where hard work is rewarded, whether that means a day on the mountain or at the office. Requirements: To be seriously considered for this role, you'll need to have: Education: High school diploma or equivalent required. Bachelor's Degree in Human Resources or a related field preferred. Experience: Three years HR experience required, preferably as a generalist. Healthcare experience preferred. Experience with employee relations preferred. Experience with HRIS, preferably UKG. Demonstrated knowledge and abilities in Microsoft Office suite, including Excel. Demonstrated ability to design and deliver HR content in a group setting. Ability to work effectively under stress of meeting deadlines and responding and adapting to change. Ability to relate well with health system employees, leaders, physicians, board members and visitors. Ability to work autonomously and collaborate with others. Demonstrated excellent customer service skills. Licenses/Certification: SHRM-CP or PHR preferred. Current, valid Colorado Drivers License. Use of personal vehicle to perform housing unit inspections, move ins, or repairs required. Responsibilities: We are committed to improving the health of our community by delivering exceptional service to both internal and external customers. As part of the team in the Human Resources Department, you will: Communicate and resolve problems in a calm, helpful manner. Show forward vision by offering ideas for more efficient processes. Partner with all members of the Human Resources department to be a vibrant presence in the organization, embodying and championing GVH Mission, ICARE Values and GVH Performance Standards. Data analytics: leverage UKG modules to include People Analytics, Business Intelligence, and Geofencing Workers Compensation and Safety Program: manage current workers compensation program, create and oversee a robust safety program, conduct workplace investigations and support FISHE rounds. Recruitment and retention initiatives: helping Talent Acquisition Partner with retention and engagement initiatives, to include People First membership, Belonging Committee membership and external recruitment efforts. Partner with Housing Committee and Human Resources Director for strategic planning for long term housing needs, including the preparation of annual capital budget and per Unit P&L for long term housing projects and needs. Prepare all lease agreements, correspondence and general documentation for the Housing Program. Streamline processes as needed and appropriate for increased efficiency and key stakeholder satisfaction, in conjunction with Housing Committee. Enforce rules and regulations for employee housing units, including addressing tenant concerns. Ensure specific agreements with tenants are met, including receipt of all signed housing policies and fully completed application, rent, and deposits before move in. Work Schedule: Monday - Friday Shift: Day Physical Requirements: Frequently (34-66%) - Standing, walking, sitting, change position, reach, reach across midline, handling, pinching, crouching/squatting, stooping, stairs, lifting (0-20 lbs), carrying (0-20 lbs), pushing/pulling (20-50 lbs) Continuously (37-100%) - Must be able to see with corrective eyewear, must be able to hear clearly with assistance Compensation: $28.64 - $35.80/hr, depending on experience. Your total compensation goes beyond the number on your paycheck. Gunnison Valley Health provides generous leave, health plans and retirement contributions that add to your bottom line. There is no deadline to apply for this position; we are accepting applications on an ongoing basis until a finalist is selected. Benefits Eligibility Medical, dental, vision, health care FSA, dependent care FSA, and Lifestyle Spending Account: All active employees working 40 or more hours per pay period in a Full Time or Part Time position are eligible for benefits on the first of the month after hire. Full Time staff are automatically enrolled in 401A plan as of date of hire. Life and AD&D insurance: All active employees working 40 or more hours per pay period are eligible for benefits on the first of the month after hire date. Short-term and long-term disability: All active employees working 60 or more hours per pay period are eligible for benefits on the first of the month after hire date.

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

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

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

Position Type: Full-Time Exempt Compensation: $127,920 - $159,900 (DOE) About the Role: At Breckenridge Grand Vacations, our mission of Sharing Smiles begins with our people. As the Human Resources Director, you will be the strategic architect of our workplace culture, designing the programs and environment where our team thrives. You will be a pivotal leader and trusted advisor, partnering with senior leadership to shape our HR vision and ensure it directly fuels our business objectives and legendary guest experiences. You will be the guardian of our employee journey, overseeing all aspects of HR from talent acquisition and development to performance, compensation, and relations. Embodying our 'End of the Line' philosophy, you will take personal ownership to guide, resolve, and elevate every people-related situation, striving to close the loop on any challenge. This role is perfect for a visionary HR leader who blends deep expertise with genuine care, who sees data as a story about people, and who is passionate about building systems that empower both employees and the business. If you are driven to foster an exceptional, compliant, and joyful work environment in the heart of the Rockies, we'd love to meet you. Responsibilities: Design and execute comprehensive HR strategies that align with BGV's business objectives and actively cultivate our unique company culture. Partner with senior leadership as a strategic advisor on organizational growth, change management, and key business initiatives. Analyze HR metrics and organizational trends to provide data-driven insights for decision-making and continuous improvement. Lead, coach, and develop the HR team (approx. 10 staff), fostering a high-performance culture and strengthening team skills. Oversee all aspects of team management, including recruiting, training, scheduling, performance evaluations, and professional development. Delegate tasks, ensure quality control, and maintain productivity standards within the HR department. Direct the recruitment and talent acquisition strategy to attract and retain top talent for the organization. Oversee the performance management process, including goal setting, frameworks, progressive discipline, and annual reviews. Strategize and identify organization-wide training and development initiatives to bridge skill gaps and support career growth. Serve as the primary point of escalation for complex employee relations matters, providing counsel and resolution. Ensure compliance with all federal, state, and local employment laws and regulations. Manage investigations, represent the company in employment matters, and collaborate with external legal counsel as needed. Review, update, and communicate company policies, handbooks, and procedures. Shape the company's compensation philosophy and strategy, directing market research and benchmarking. Oversee benefits strategy design, vendor negotiations, and the management of employee housing programs. Direct the payroll function to ensure accurate, timely, and compliant processing. Manage the HR and Employee Housing budgets, prepare financial reports, and approve related invoices. Consistently model and uphold BGV's “Sharing Smiles” ethos, Hospitality Standards, and Company Culture in all interactions. Act as a leader in customer service for all employees and leaders, resolving inquiries and situations promptly and thoroughly. Stay informed of HR trends, best practices, and new technologies to drive innovation within the function. Requirements Minimum 6+ years of progressive, hands-on experience in a Human Resources role. Minimum 4+ years of demonstrated leadership or management experience, with a proven ability to lead and develop a team. In-depth, practical knowledge of core HR functions: recruitment, employee relations, performance management, compensation, benefits, and compliance. A verifiable track record of successfully implementing HR strategies and driving organizational change. Exceptional interpersonal and communication skills, with the professionalism to handle sensitive situations, provide effective coaching, and build trust with leadership. Strong analytical and problem-solving abilities, with experience using HR data to inform decisions. Proven experience in managing budgets, reconciling accounts, and understanding HR financials. Advanced proficiency in Microsoft Office Suite (Outlook, Word, Excel, PowerPoint). Valid driver's license and reliable transportation for travel between properties. Preferred Qualifications: Bachelor's or Master's degree in Human Resources, Business Administration, or a related field. Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR). Experience within the hospitality, tourism, or property management industry. Bilingual proficiency in Spanish and English. Advanced experience with specific Human Capital Management (HCM) systems or platforms. Experience overseeing a department of comparable size and complexity. Compensation & Benefits: Health, vision, and dental insurance plans Company-paid life insurance coverage Voluntary Life and Accidental Death/Dismemberment Insurance HSA and FSA-Dependent Care Accounts Retirement plan Generous paid time off (PTO) and sick leave to support work-life balance Volunteer Time Off - Paid opportunities to give back to Summit County Bereavement leave Biannual bonuses Tuition Reimbursement Program Employee Wellness programs to support physical and mental health Lifestyle perks: Ski/Rec center pass loan programs, lodging and gear discounts, sporting/concert event tickets, pet insurance partner discounts and access to Summit Medallions: Occasional-use transferable passes for access to 6 premier resorts (A-Basin to Vail) via owners' program About Our Company: Breckenridge Grand Vacations is a locally owned resort developer with a 40-year history in Summit County. We've been recognized as a Top Workplace for our employee-focused culture and commitment to responsible growth and giving back to the place we call home. Applications will be accepted until January 5, 2026. We value diversity and welcome applicants from all backgrounds. Equal Opportunity Employer.

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.

Title: Director of Finance & Human Resources Reports to: CEO Direct Reports: Finance Assistant Works closely with: Program Managers, Program Directors, CFO, Operations Director Salary Range: $80,000-$90,000 (Depending on Experience) Status: Full-time, year-round Position Summary The Director of Finance & Human Resources is a core member of the organization's leadership team, responsible for developing financial strategy, overseeing daily accounting operations, ensuring compliance, and managing all HR functions. This role blends hands-on fiscal work with high-level oversight of budgeting, forecasting, and risk evaluation. The position also leads payroll, benefits, onboarding, and initiatives that support employee engagement. The role includes financial and HR oversight for both the organization and its endowment fund. Key Responsibilities Direct all financial activities including budgeting, forecasting, and adherence to GAAP for the organization and its endowment. Produce accurate financial statements and reports for the CEO, leadership team, and Board. Manage the annual audit, IRS 990 filings, and cash flow planning. Monitor restricted funds and grant activity to ensure compliance and timely reporting. Oversee payroll, benefits, onboarding, and HR policy execution in coordination with the PEO partner. Maintain insurance policies, regulatory compliance at all levels, and ratings on nonprofit accountability sites. Provide in-person support at events as needed, especially for registration, point of sale, and billing functions. Promote a culture of transparency, teamwork, and strong fiscal stewardship. Collaborate with leadership to develop HR policies, performance review systems, and professional development processes. Complete other duties as assigned that support the organization's mission. Qualifications, Attributes & Success Factors Bachelor's degree in Accounting, Finance, HR, or a related field. Minimum of five years of finance and HR experience; nonprofit background preferred. Strong understanding of GAAP, HR regulations, and nonprofit reporting. Excellent communication, leadership, and organizational skills. Alignment with the organization's values, including equity and inclusion. Physical & Activity Requirements Daily: Remaining seated or standing for extended periods Repetitive motions involving hands, wrists, and fingers Communicating with staff and stakeholders Occasionally: Moving in various positions to complete tasks, including tight or constrained areas Traveling between work sites Operating organizational vehicles Lifting or moving items up to 20 pounds If this sounds interesting, apply now! We would love to have you a part of the team!

**_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 (***************************************************************************************************************************

*Purple Mountain Brands is currently looking for Full Time and Part Time Sales Associate's for Danish Cone Factory and Laura's Fine Candies. Applicants must be motivated, hard-working, and have a great attitude. Starting Pay Rate: $17.00/hr. + Gratuity/Tips ( Potential ability to earn $25.30/hr.**) - Danish Cone Factory - Customer Service Associate & Cashier **Based on previous employee data of $9.30 average in tips, combined with a base wage of $17.00/hr. Job Description Responsibilities: Create a welcoming and friendly environment for customers Utilize the cash register Serve customers our various flavors of taffy and other products Assist and/or answer any customer questions about our products Restock, organize and clean the store Assist teammates with additional tasks Understand the products and follow company's policies Have fun and keep a great attitude Knowledgeable of all operating procedures and products. Ability to mentor and train new and existing employees. Requirements: Excellent work-ethic and ability to follow instructions Demonstrate strong organization, attention to detail, and ability to multi-task Be professional in appearance and attitude, work well in a team atmosphere, and treat others with respect Be able to stand for extended periods of time. Able to move frequently, reach, balance, and walk Ability to work assigned schedule which may include varied hours, weekends, and some holidays Qualifications Education and Experience: Ideal candidate will have a minimum of a High School diploma, or General Education Degree (GED), one to three months of related experience or training; or equivalent combination of education and experience. Additional Information Benefits Exciting Work Environment Company Events Opportunities for Advancement Equal Opportunity Employer Purple Mountain Brands complies fully with all local, state and federal employment laws and shall provide equal employment and advancement opportunities for all persons regardless of race, color, creed, religion, national origin, sex, sexual orientation, age, the presence of any mental or physical disability, status with regard to public assistant or manage, or any other category protected by local, state and federal law. All your information will be kept confidential according to EOE guidelines.

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

Driven by Possibility Gates Corporation is a leading manufacturer of application-specific fluid power and power transmission solutions. At Gates, we are driven to push the boundaries of materials science to engineer products that continually exceed expectations. We don't rest on our rich heritage of innovation. We leverage it to inspire solutions that will power the next hundred years. We invest continually in R&D and technology, so our products not only outperform industry standards; they exceed our customers' demanding expectations. We invest in our people, bringing real-world experience that enables us to solve our customers' diverse challenges of today and anticipate those of tomorrow. And we are constantly expanding our product catalog and value-added service offerings to support every facet of our customers' operations. In the most extreme environments and those more familiar, Gates is there with the right product, in the right place at the right time. Whether building original equipment or maintaining products in the aftermarket, we enable companies in every industry to be more efficient, productive, and profitable. We are Gates. OVERVIEW: At Gates you're going to learn fast. You're going to be challenged. And you're going to get the hands-on experience you need for a long, successful career. The Human Resources Rotational Associate Program will take you down a path of limitless opportunity. The Americas Human Resources Associate Program is a multi-year program rotational within the HR department which will provide the foundation for a successful career in HR at Gates. This program will offer you the unique opportunity to learn HR from the ground up by playing an important part in hiring, developing and retaining our employees as well as assist with the data, strategy, systems and tools that are the heart of every organization. From the start of the program in July 2020, you will be placed directly in role and will have immediate responsibility, empowering you to have an impact on the people at Gates at the onset. You will have the opportunity to learn from a team built of successful professionals in a company excited about creating a new HR environment. WHAT YOU WILL DO: Your growth as a HR professional will include several foundational experiences. Typical rotations could include: HR Generalist; HRIS; Compensation and Benefits; Talent Acquisition; Learning and Development or Organizational Development and Planning. Rotations may be in any Gates locations throughout the continental US, but will start in our Corporate Headquarters in Denver, CO. Applications are accepted on a rolling basis with a deadline of Sunday, January 5, 2020. Education: Undergraduate or Master's degree with a graduation date December 2019 - June 2020 Human Resources Concentration preferred, but not required QUALIFICATIONS: Strong desire to develop a professional career within Human Resources Well-developed written and verbal communication skills Demonstrated technical ability with systems, excel and other related software Ability to simplify and communicate complex data Positive attitude and strong desire to learn Geographically mobile (rotational program, locations vary) Must be legally authorized to work in the United States on a permanent basis without sponsorship PHYSICAL DEMANDS: While performing the duties of this job, the employee is frequently required to sit; use hands to finger, handle, or feel objects, tools, or controls; and talk or hear. The employee is occasionally required to stand, walk, and reach with hands and arms. The employee must frequently lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision. WORK ENVIRONMENT: The noise level in the work environment is usually moderate. Gates Corporation is an Equal Opportunity and Affirmative Action Employer and is committed to ensuring equal employment opportunities for all job applicants and employees. Employment decisions are based upon job-related reasons regardless of race, sex, color, religion, age, disability, pregnancy, citizenship, sexual orientation, gender identity, national origin, protected veteran status, genetic information, marital status, or any other consideration defined by law.

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\: ***************.

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 DescriptionAbout Canopy TechnologiesCanopy Technologies' mission is to manufacture humanity's ascent. Our team advances materials and manufacturing processes to support the most challenging missions in the galaxy: re-entry from space, interplanetary travel, hypersonic weapons, and more. Canopy's product lines are centered around technical ceramic components needed to withstand heat, corrosive environments, and the harshness of space. Role Overview:We are seeking a highly motivated HR Associate to join our growing team in a part-time, onsite role. This position will play a key role in supporting day-to-day HR operations within a dynamic product development environment while partnering closely with the President and cross-functional leaders across the company. The ideal candidate is an excellent communicator and natural people leader who can build trust, navigate sensitive issues with clarity, and collaborate effectively across teams. Aerospace industry experience is a plus but not required. Strong proficiency with HRIS systems, Microsoft Office - especially Excel -and 2 to 3 years of HR experience are ideal for success in this role.Key Responsibilities: Administer day-to-day human resources functions including employee relations, recruitment support, onboarding, compensation & benefits administration, timecard aggregation & management, and compliance. Serve as a point of contact for employee questions and concerns, ensuring positive employee relations. Maintain and update employee records in the HRIS system (UKG) and benefits programs, ensuring data accuracy and confidentiality. Lead performance review cycles, training and development initiatives, formal and informal review/feedback, birthdays, work anniversaries, and other employee appreciation and engagement programs. Prepare HR reports and dashboards using Microsoft Excel, including turnover data, headcount reports, and other key HR metrics. Work with operational leadership to ensure compliance with all federal, state, and local employment laws and company policies. Participate in audits and help implement best practices to streamline HR operations. Oversee and execute onboarding and offboarding workflows on-site for new hires. Plan and execute on-site and off-site events. Support team organization, strategy, and planning efforts with Canopy Technologies President to include general administrative functions such as supplies, office inventory, visitors, and shipping & receiving. Requirement Qualifications: 2-3 years of experience in human resources, HR operations, or a similar administrative support role Proficiency with Microsoft Office, including strong Excel skills (VLOOKUP, pivot tables, reporting), modern prompt-based AI tools Experience using an HRIS system for employee recordkeeping and workflow management Strong understanding of HR fundamentals including onboarding, benefits basics, and personnel file compliance Excellent communication and interpersonal skills with the ability to handle sensitive information discreetly and conversations with professionalism and tact Strong attention to detail, organizational skills, and the ability to manage multiple priorities in a fast-paced environment Ability to work onsite in Littleton, Colorado for 24 hours per week Preferred Qualifications: Experience with UKG or another enterprise HRIS platforms Prior HR experience in a manufacturing, aerospace, or defense-industrial environment Knowledge of federal and Colorado state employment laws and compliance requirements Experience supporting performance review cycles, training programs, or employee engagement initiatives Familiarity with generating HR dashboards or reporting metrics (turnover, headcount, time-to-fill, etc.) Demonstrated ability to improve processes or support HR audits and best-practice initiatives Physical Requirements / Work Environments: Ability to sit or stand for extended periods of time Ability to use a computer to complete assignments Ability to communicate with individuals and groups in person, by phone and online While performing the duties of this job, the employee will typically work in an office environment Job Details:FLSA Classification: Non-exempt Type: Part-time Reporting: President, Canopy Technologies and VP of Human Resources, Canopy A&DSalary Range: $25-28 hourly, 24 hours a week Base Location: Littleton, COTravel: Local with potential travel to other company locations for project support ITAR REQUIREMENTS:To conform to US Government space technology export regulations, including the International Traffic in Arms Regulations (ITAR) you must be a US Citizen, lawful permanent resident of the U.S., protected individual as defined by U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State. Canopy Technologies is an Equal Opportunity Employer, employment with Canopy Technologies is governed on the basis of merit, competence and qualifications and will not be influenced in any manner by race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability or any other legally protected status. Join UsIf you feel you're qualified for the role, but don't exactly meet the criteria - please apply! We value diversity and prioritize passion. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us. We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.

Job Description ESSENTIAL DUTIES AND RESPONSIBILITIES · Manage day-to-day administrative operations of HR and the farm office. · Provide clerical support when needed such as answering phones, sorting and distributing mail, and preparing documents. · Maintain office files; implement an efficient system in SharePoint to access files and records. · Maintain employee records and assist with onboarding/offboarding of full time and seasonal employees. · Respond to employee questions and requests such as time-off, leave of absence, workers' compensation, and safety-related inquiries. · Provide payroll support by preparing and verifying accounting data for submission to an outsourced payroll provider. · Coordinate and maintain staff scheduling to ensure adequate coverage for all positions. · Coordinate communication between management, employees, contracted staff, suppliers, and clients. · Performs or facilitates maintenance of office equipment including cleaning, maintenance, and repairs. · Maintain inventory of office supplies; orders new supplies as needed. · Monitor and enforce compliance with company policies, state regulations, and federal laws. · Occasionally maintain accurate financial records; accounts payable/receivable, invoicing, budgeting, and reporting. · Provide calendar management support for leadership. · Serve as the point of contact for the internal team. · Perform any duties assigned. Requirements MINIMUM QUALIFICATIONS (KNOWLEDGE, SKILLS, AND ABILITIES) · High school diploma or equivalent required; Associate degree in office administration or related field preferred. · At least three years of administrative and clerical experience are preferred. · Proficiency in office software, including Microsoft Office Suite (especially Excel and SharePoint), and comfort with digital filing systems. · Excellent organizational, attention to detail, and time management skills with the ability to prioritize tasks and manage multiple responsibilities. · Strong communication skills, both written and verbal, for interacting with employees, management, vendors, and clients. · Knowledge of basic financial administration, including budgeting, invoicing, accounts payable/receivable, and payroll processing is preferred. · Knowledge of HR practices, including onboarding, employee recordkeeping, and compliance with labor laws is preferred. · Problem-solving skills and the ability to work independently with minimal supervision. · Ability to handle confidential information with discretion and professionalism. · Customer service mindset with a collaborative and approachable attitude. · Adaptability and flexibility to support a dynamic, seasonal work environment. PHYSICAL DEMANDS AND WORK ENVIRONMENT · Prolonged periods of sitting at a desk and working on a computer. · Ability to lift up to 25 pounds occasionally (e.g., office supplies, small equipment, or documents). · Frequent walking or standing during office organization, meetings, or coordination with farm staff. · Manual dexterity for operating office equipment such as computers, printers, and phones. · Occasional bending, stooping, or reaching to access files, supplies, or storage areas. · Ability to work in a shared office environment that may be located near or within an active farm setting. · Comfort with occasional exposure to outdoor conditions when coordinating with field staff or inspecting supplies. BenefitsMedical, dental, vision

For description, visit PDF: ************ cncc. edu/documents/hr/Chief_HR_Officer_A. 2025. pdf

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

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

DO NOT **Duties & Responsibilities:** **Supervision/Management** + 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:** **$320,000 - $347,000** **Benefits:** + 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 (******************************************************* URL=************************** . **Qualifications:** **PROFESSIONAL EXPERIENCE AND ATTRIBUTES** + 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** **January 9** + 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. **Equal Opportunity Statement:** **Sponsorship Statement:** **Background Check Statement:** **ADA Statement:** **Job Category** **Primary Location** **Schedule** **Posting Date** **Unposting Date** **To apply, visit ******************************************************************** (****************************** Copyright 2025 Jobelephant.com Inc. All rights reserved. Posted by the FREE value-added recruitment advertising agency (***************************** Vice President and Chief Human Resources Officer - 38466 University Staff The recruitment for this position is being handled by AGB Search. Please direct all inquiries and applications to ****************************** (******************************************************* URL=******************************) . Please 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 (******************************************************* URL=************************************************************************************************************************ .Please direct nominations and expressions of interest or any questions regarding the application process to: ****************************** (******************************************************* URL=******************************) Margaret F. Plympton, Ed.D. Principal ******************************************* (******************************************************* URL=*******************************) Roderick J. McDavis, Ph.D.Managing Principal & CEO************************************* (******************************************************* URL=*************************) This position oversees approximately 130 employees under the following positions and functions: The anticipated hiring range has been established at .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. 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.Additional taxable fringe benefits may be available. For more information on benefits programs, please review our Comprehensive Benefits Guide (******************************************************* URL=******************************* . Access our Total Compensation Calculator (******************************************************* URL=******************************* to see what your total rewards could be at CU. (This position is a University Staff position) Successful candidates in this role will bring many of the following experiences and characteristics: 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, and must include: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 (******************************************************* URL=********************** Please direct nominations and expressions of interest or any questions regarding the application process to: ****************************** (******************************************************* URL=******************************) .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.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. We are unable to sponsor applicants for work visas for this position. 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. 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: *************** (******************************************************* URL=***************) . Application Materials Instructions: The recruitment for this position is being handled by AGB Search. Please direct all inquiries and applications to ****************************** (******************************************************* URL=******************************) . Please DO NOT apply on the CU Careers site. This posting is for advertising only. : Executive : Denver Department: S0001 -- System Administration - 51000 - Employee Services : Full-time : Dec 10, 2025 : Jan 10, 2026, 6:59:00 AM Posting Contact Name: Margaret Plympton Posting Contact Email: ****************************** (******************************************************* URL=******************************) Position Number: 00634914jeid-d5a415635331c947bbc2798172b0a3c2 The University of Colorado does not discriminate on the basis of race, color, national origin, sex, age, pregnancy, disability, creed, religion, sexual orientation, gender identity, gender expression, veteran status, political affiliation, or political philosophy. All qualified individuals are encouraged to apply.