Human resources manager jobs in Denver, CO

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

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

** Applications will be received until January 6, 2026. If the position is not filled by then, we may consider applications submitted after the deadline. Interested applicants must apply online by visiting the Denver Public Schools job board at careers.dpsk12.org. ** About this job: Responsible for identifying and supporting the use of high quality instructional resources, enhancing teaching and learning, and scaling effective programs to meet the student achievement literacy goals of the Strategic Roadmap and to prepare all students for success in college, career, and life. What DPS Offers You: A Culture that values Equity, Accountability, Integrity, Collaboration and Fun with a shared vision that Every Learner Thrives. Salary Range: $87,203 - $106,806 annually. Click here for more information on compensation for these roles. In addition to competitive compensation, DPS has other Total Reward offerings such as; time off, health and wellness benefits, and PERA Retirement. What You'll Do: Lead K-12 Social Studies curriculum and instructional strategy in alignment with the district's Strategic Roadmap. Supervise personnel providing K-12 Social Studies curriculum and instructional support to schools. Develop and disseminate high quality, research based resources, protocols, and professional learning opportunities for teachers and instructional leaders. Analyze student achievement data to inform material development and the provision of targeted, high quality school supports. Assess and monitor program implementation in schools, sharing best practices to elevate the quality of instruction district wide. Collaboratively create and implement the comprehensive strategic plan for Humanities in partnership with academic departments and the Schools Team. Manage team performance by ensuring personnel set and achieve ambitious, district wide goals. Develop and review formal procurement documents (RFIs/RFPs) for new curricular materials and programs as required. Support the process for embedding culturally and linguistically sustaining practices to ensure effective implementation of state and national academic standards. Track and manage short and long term work plans, schedules, and milestones, and report progress and issues to the K-12 Humanities Director. Other duties as assigned. What You'll Need: Bachelor's degree in Education or a related field, or a valid teaching certificate. Master's degree preferred, with a focus on literacy or social studies teaching and learning. Five (5) years of highly successful experience in teaching and/or leadership. Lead for racial and educational excellence and work to dismantle systems of oppression and inequity in our community, along with believing in and supporting all students so they feel seen and heard with access to high quality education. Live and work with a permanent home address in Colorado while working with us. Have the ability with or without accommodations to meet the physical demands of the position. Denver Public Schools is an Equal Opportunity Employer and does not discriminate on the basis of race, color, religion, sex (including pregnancy, gender expression, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, or any other status protected by law or regulations. It is our intention that all qualified applicants be given equal opportunity and that selection decisions be based on job-related factors. Students First. Integrity. Equity. Collaboration. Accountability. Fun

Details** **University of Colorado | Denver** **Official Title: Human Resources Program Manager** **Working Title: Employee Relations & HR Manager** **FTE: Full-time** **Salary Range: $83,979 - $90,000** # 00350432 - Requisition #38215** **About the University of Colorado - Denver** Millions of moments start at CU Denver, a place where innovation, research, and learning meet in the heart of a global city. We're the state's premier public urban research university with more than 100 in-demand, top ranked bachelors, master's, and doctoral degree programs. We partner with diverse learners-at any stage of their life and career-for transformative educational experiences. Across seven schools and colleges, our leading faculty inspires and works alongside students to solve complex challenges and produce impactful creative work. As part of the state's largest university system, CU Denver is a major contributor to the Colorado economy, with 2,000 employees and an annual economic impact of $800 million. To learn more about how CU Denver helps learners meet their moment, visit ucdenver.edu. **** * Applications are accepted electronically ONLY at ********************* * The Employee Relations & HR Manager provides ongoing policy guidance and interpretation to the deans, supervisors, faculty and staff on a wide range of HR related functions. This position serves as the primary HR liaison for the School of Public Affairs and works directly with the University of Colorado Denver Human Resources office and CU Employee Services to ensure that all SPA payroll and personnel matters are managed appropriately and comply with University, State, and Federal policies. **Employee Relations and HR Manager:** **What you will do:** This position will be required to utilize expertise in a wide range of areas to guide and provide consultation to the Dean, Associate/Assistant Dean's, Directors, and all other personnel to ensure compliance with university rules and regulations. The Employee Relations & HR Manager will actively engage with SPA stakeholders to fully understand their needs, elevate performance, improve team dynamics, and transform organizational culture. The role will also build a culture of inclusion and cultural competence by partnering closely with the School's committees, leadership, faculty and staff to ensure impactful and measurable progress towards our vision that will reflect and elevate the voices of the students and communities we serve. The Employee Relations & HR Manager is responsible for all aspects of staff personnel and payroll administration including; recruitment, hiring, onboarding, employee training & development, visa acquisition, relocation, termination, employee relations, leave, annual performance evaluation and planning, advising on and ensuring compliance with university rules and regulations, additional pay, awards, and other appointment details. Examples include, but are not limited to: + Advise supervisors and SPA leadership on policies and procedures governing employee groups. This includes making operational and strategic decisions to implement the intent of School Leadership, making recommendations on process improvements, and furthering the goals of the School. + Serve as the primary HR/personnel liaison/contact for SPA to:oCU Employee Services;othe CU Denver Human Resources department;oall staff, students and faculty in SPA and Institute staff on all matters related to HR including pay, benefits, performance management, disciplinary procedures, hiring and contracts. + Remain apprised of new and changing legislation and /or policies regarding personnel (e.g. FML, FAMLI, FLSA, ACA, etc.) + Manage all of the School's personnel and position information, examples include:oUpdate employee statuses to ensure accuracy of the CU HR system, Human Capital Management (HCM) - terminations, short work breaks, leave of absence, job code changes, promotions, FML, sabbaticals, etc.oEnsure timely and accurate amounts for compensation, awards, leave payouts, and reimbursements requiring payment through the CU payroll systemo Develop and periodically update the School's HR and payroll procedures to ensure efficiency and compliance with University, State and Federal policies.oManage the transition of My.Leave to CU Time & Labor, working with the HR Specialist to update SPA time reporting procedures and guidelines. + Manage SPA's annual evaluation process (plans, reviews, ratings) to ensure all employees are reviewed and evaluated and necessary paperwork is forwarded to HR by the deadlines (University Staff, Classified and Faculty); coordinate and serve as reviewer on staff evaluation processes; provide consultation on performance management of all staff, manage evaluation and merit processes for all classified and university staff. Advise all employees of new compensation amounts, if applicable, arising from this process. + Manage and serve as the expert for SPA processes such as:oDetermine appropriate Job Code considering type of work performed, benefit and leave accrual eligibility - make recommendations to the Dean and Assistant Dean.oOversee recruitment and hiring including job description development, search committee development and processes; provide committee guidance on interviews, and reference checks. Serve on and advise search committees as needed; ensure the university's commitment to diversity and equity in employment is present in SPA policies and processes.oOversee and coordinate all job postings, recruitment and hiring functions through CU Careers and HCM.oDraft, revise and finalize all letters of offer based on Federal, State, CU and SPA requirementso Ensure proper training and onboarding for new hires.oInitiate and develop the School's succession planning objectives to foster successful transitions. + Serve as one of the points of contact for employees to voice grievances/complaints + Identify training and professional development opportunities for staff. + Foster an environment that recognizes and rewards employees and enhances employee morale. Manage employee SPA recognition programs. + Responsible for evaluating promotional opportunities within the school and developing professional development programs to improve retention, enhance skills, advance individual careers and generally foster an atmosphere that promotes positive employee morale. + Provide guidance on HR situations and research HR issues for the Dean, Associate Deans, Assistant Dean, and Director of Faculty Affairs. **Qualifications you already possess (Minimum Qualifications)** Applicants must meet minimum qualifications at the time of hire. + A bachelor's degree from an accredited college or university in a relevant field. + Three (3) years of experience in human resources in a higher education setting; + Substitution: A combination of education and related technical/paraprofessional experience may be substituted for the bachelor's degree on a year for year basis. **Preferred Qualification to possess (Preferred Qualifications)** + Advanced degree in management, human resources, public administration or a relevant field + Five (5) years of experience in human resources in a higher education setting. + Previous experience and knowledge of CU HR systems and personnel procedures for faculty and staff, supported by hands-on experience and institutional training in policy interpretation and compliance. + Previous experience working with faculty (IRC, tenure track and tenured); and managing complex and diverse personnel issues. + Experience using PeopleSoft HCM and Taleo/CU Careers. + Previous experience and training with CU employment relations processes **Knowledge, Skills, and Abilities** + Strong interpersonal and human relations skills. + Ability to analyze, interpret, and evaluate a broad range of laws, rules and policies in order to exercise good judgement in applying them to HR functions. + Ability to plan, organize, and meet deadlines, work under pressure, and organize multiple projects or tasks. Must be a self-starter that requires little hands on management. + Ability to manage human resources and personnel from start to finish and refine program processes for maximum efficiencies. + Comprehensive personal computing skills including Word, Excel and Outlook. + Analytical skills and attention to detail. + Knowledge of higher education human resources, personnel, funding, and administration. + Ability to communicate effectively both orally and in writing. + Demonstrate an exceptional understanding of access and engagement with a commitment to developing equitable practices. **Conditions of Employment** + This position allows for a hybrid work schedule. The employee may work remotely for portions of the workweek, based on demands of specific tasks or personal work preferences. Working in the office is expected when working on tasks that require collaboration. The remote versus in-office schedule shall be determined in consultation with the Dean. **Mental, Physical, and/or Environmental Requirements** CU is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws governing nondiscrimination in employment. We are committed to creating a workplace where all individuals are treated with respect and dignity, and we encourage individuals from all backgrounds to apply, including protected veterans and individuals with disabilities.The University will provide reasonable accommodations to applicants with disabilities throughout the employment application process. To request an accommodation pursuant to the Americans with Disabilities Act, please contact the Human Resources ADA Coordinator at ******************************** (******************************************************* URL=********************************) . **Please be advised that this position is not eligible now or in the future for visa sponsorship.** **Compensation and Benefits** The salary range (or hiring range) for this position has been established at $83,979 - $90,000The salary of the finalist(s) selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty and training.The above salary range (or hiring range) represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting.This position is not eligible for overtime compensation.Your total compensation goes beyond the number on your paycheck. The University of Colorado Denver provides generous leave, health plans and retirement contributions that add to your bottom line.Benefits: ********************************************* (******************************************************* URL=*********************************************) Total Compensation Calculator: ***************************** (******************************************************* URL=*****************************) **Application Deadline** Applications will be accepted until the position is filled. Preference will be given to complete applications received by November 21st, 2025. Those who do not apply by this date may or may not be considered. **Required Application Materials:** To apply, please visit: http://********************* (******************************************************* URL=http://*********************) and attach: + A cover letter which specifically addresses the job requirements and outlines qualifications + A current CV/resume + List of three references (we will notify you prior to contacting both on and off-list references) **Questions should be directed to Chris Smith, ************************ (******************************************************* URL=************************)** **Background Check Policy** The University of Colorado Denver strives to maintain a safe and productive educational, clinical, research and employment environment. All prospective employees and current employees must, therefore, consent to and pass background checks prior to any final appointment/employment. **Application Materials Required:** Cover Letter, Resume/CV, Additional Attachments - Refer to Application Materials Instructions Below **Job Category:** Human Resources **Primary Location:** Denver **Department:** U0001 -- Anschutz Med Campus or Denver - 30081 - SPA - OTHER **Schedule:** Full-time **Posting Date:** Nov 6, 2025 **Unposting Date:** Ongoing **Posting Contact Name:** Chris Smith **Posting Contact Email:** ************************ **Position Number:** 00350432 **To apply, please visit: ******************************************************************** (****************************** Copyright 2025 Jobelephant.com Inc. All rights reserved. Posted by the FREE value-added recruitment advertising agency (***************************** jeid-12f212d7f2485442bc**********eae9 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.

**Job Summary and Responsibilities** The System Manager, People Connections - Quality, HR Data and Policy Governance (HR Data and Policy Manager) is the operational lead for HR data integrity, access controls, regulatory reporting, and policy administration. This role owns the design, implementation, and continuous maturity of an enterprise HR data governance program and the end-to-end HR policy management lifecycle to ensure accurate, secure, auditable, and compliant people data that supports strategic decision making and ministry-wide operations. The role leads a team of senior analysts and analysts, partners with People Team leaders, Legal/Privacy, IT and Security, and directly supports the Director in enterprise quality initiatives. HR Data Governance + Drive the enterprise HR data governance roadmap: establish data ownership and stewardship models, define enterprise-wide HR data definitions and quality standards for key HR metrics, and operationalize data governance KPIs and SLAs. + Build and lead a cross-functional Data Governance Committee: recruit, onboard, and enable data stewards across all People COEs and key business stakeholders; establish clear roles, responsibilities, decision rights, and escalation paths. + Implement and monitor data quality controls, validation routines, and reconciliation processes; report on data health and lead remediation plans to address systemic quality gaps. + Oversee processes for approving and revoking access to HR data. Maintain and enforce least‑privilege access models, segregation-of-duties principles and manage controls for accessing sensitive HR data within Workday and other HR systems. + Coordinate internal and external audits (OFCCP, E&Y, Kodiak, etc.) including the development, delivery and tracking of action plans documenting findings and remediation plans. + Partner with Legal/Privacy to ensure HR data handling practices satisfy privacy laws and company policy requirements. HR Policy Administration + Own end-to-end HR policy administration: intake, drafting, cross-functional review, approval governance, publication, communication, operational impact assessment, and retirement. + Provide oversight to the HR Policy Review Committee: drive timely reviews and re-approvals per the policy review cadence. Ensure committee meetings are scheduled and run efficiently. Direct team to prepare agendas and materials, present proposed policy changes, capture decisions, and maintain meeting minutes and action plans. + Lead comprehensive impact analyses for proposed and revised policies-assessing operational processes, system configurations (including Workday and reporting), employment law and regulatory exposure, and change management requirements. + Conduct policy benchmarking and research: analyze market practices, regulatory trends, and legislative changes to recommend policy updates that reduce risk and align to best practice. + Maintain audit-ready documentation: retain approval records, committee materials, and impact assessments to support audits, compliance reviews, and governance reporting. Leadership and Continuous improvement + Manage, mentor, and develop a high-performing, highly engaged team; set priorities, conduct performance management, and foster professional growth. + Drive a culture of continuous improvement, service excellence, and accountability; establish metrics and reporting to demonstrate program value, risk reduction, and operational efficiency. + Identify and implement process, tool, and automation improvements to scale governance operations efficiently. _The job summary and responsibilities listed above are designed to indicate the general nature of the work performed within this job. They are not designed to contain or be interpreted as a comprehensive inventory of all job responsibilities required of employees assigned to this job. Employees may be required to perform other duties as assigned._ **Job Requirements** + Bachelor's Degree in related discipline or equivalent experience. Minimum of seven years progressive experience working in Human Resources. + 2+ years in people-leader or team lead capacity preferred. + Must have demonstrated knowledge and/or skills in the following areas: + Demonstrated ability to build programs, policies, and data quality frameworks + Solid analytical skills with the ability to analyze large datasets and perform root cause analysis + Strong written and verbal communication and effective presentation skills + Demonstrates good judgment in making decisions and solving problems + Ability to lead others through change + Proven ability to train and develop staff + Understanding of HR industry, processes, technology, vendors and tools; Workday experience preferred + Ability to organize information, people and messages to deliver strategic initiatives + Ability to work with geographically distributed teams and cross‑functional stakeholders + Ability to operate in a fast-paced, cross-functional environment **Where You'll Work** Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation's largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system. **Pay Range** $47.52 - $70.68 /hour We are an equal opportunity employer.

🐾 Human Resources Manager (Mid-Level) - Join a Mission-Driven Veterinary Practice Built on Compassion, Dignity & Respect Employment Type: Full-Time Experience Level: Mid-Level (3-7 years HR Management Experience) Industry: Veterinary, Healthcare, or Service-Based Business Reports To: CEO / Vice President of Operations ❤️ About Heartstrings Pet Hospice Heartstrings Pet Hospice is a privately owned, multi-state in-home end-of-life veterinary practice dedicated to providing pets and their families with care rooted in Compassion, Dignity, and Respect. We serve families across the U.S. through in-home euthanasia, hospice, and aftercare services - creating meaningful, peaceful experiences during life's most tender moments. As we continue expanding nationally, we're seeking a Human Resources Manager who shares our values and passion for people - both the families we serve and the incredible team that makes it possible. 🧭 About the Role The HR Manager will play a key role in shaping and supporting our people-first culture while implementing policies, systems, and processes that help our growing team thrive. You'll be responsible for the day-to-day management of HR operations, employee relations, compliance, and team engagement, while also partnering with leadership to build scalable HR infrastructure for a fast-growing organization. 💼 Key Responsibilities Serve as the primary HR contact for team members across multiple states. Manage the full employee lifecycle - from onboarding and training through offboarding - ensuring each experience reflects Heartstrings' values of compassion, dignity, and respect. Administer employee benefits, payroll coordination, and compliance with federal and state employment laws. Partner with leadership to improve performance management, recognition, and retention programs. Lead employee relations and workplace investigations with discretion and empathy. Support recruiting efforts, offer process, and new hire orientation. Develop and refine HR policies, handbooks, and internal communications. Help implement and optimize HR software and reporting tools (e.g., Connecteam, SimpleDVM, HRIS). Promote employee wellness, DEI, and engagement initiatives that strengthen team morale and company culture. 🐕 Join Our Heartstrings Family If you're an HR professional who believes people are the heartbeat of every organization - and you want to make a difference in the lives of both pets and people - we'd love to meet you. Apply today and help us build a workplace where compassion begins from within. 👉 [Apply Now] Requirements 🌟 Qualifications Bachelor's degree in Human Resources, Business Administration, or related field. 3-7 years of HR management or generalist experience (veterinary, medical, or service-based industry preferred). Knowledge of employment laws, compliance, and multi-state HR practices. Strong emotional intelligence, communication, and problem-solving skills. Experience using HRIS, payroll, and time-tracking systems. SHRM-CP or PHR certification preferred (not required). A genuine passion for helping others and working in a mission-driven environment. Benefits 💜 What We Offer Competitive salary and annual performance bonuses. Comprehensive health, dental, and vision coverage. Company-paid life insurance and disability coverage. Generous paid time off and flexible scheduling. Continuing education and professional development opportunities. A culture built on empathy, collaboration, and respect - where your voice truly matters. The opportunity to make an impact in a growing organization that values heart as much as results.

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.

Job Description At Verde, we believe every role is rooted in teamwork and shared responsibility. That's why every employee is a Custodian first-reflecting our commitment to care, collaboration, and excellence. Our culture, the Verde Vibes, is the energy that drives our success and keeps us stronger together. We're looking for a Bilingual HR Generalist / HR Manager who is ready to take on a key role that blends people-first support with strategic HR leadership. This is a great opportunity for someone who thrives on building relationships, solving complex challenges, and making a direct impact on employee engagement, growth, and culture-while helping guide HR strategy and execution across the organization. What You'll Do People & Business Partnership Partner with managers and senior leaders to support workforce planning, performance management, and team development. Act as a trusted advisor to leaders and employees-resolving employee relations issues, coaching managers, and supporting career growth. Provide strategic HR guidance that aligns people practices with business goals. Culture, Engagement & Leadership Drive employee engagement by leading initiatives, recognition programs, and culture-strengthening activities that reinforce the Verde Vibes. Champion diversity, equity, inclusion, and belonging initiatives. Support leadership development, training programs, and succession planning to build strong internal talent pipelines. HR Operations & Compliance Oversee onboarding, employee transitions, and offboarding with consistency, care, and compliance. Ensure adherence to federal, state, and local employment laws across multiple states. Maintain and improve HR policies, procedures, and documentation to ensure clarity and consistency. Serve as the primary point of contact for audits, investigations, and compliance-related matters. HR Strategy & Systems Use HR data and insights to make recommendations that improve retention, productivity, and employee satisfaction. Oversee HRIS data integrity, reporting, and process improvements. Identify opportunities to streamline HR processes and enhance the employee experience. Leadership & Ownership Take ownership of day-to-day HR operations while contributing to long-term HR strategy. Mentor and support managers in effective people management practices. Travel occasionally (up to 10%) for meetings, training, and employee engagement events. What We're Looking For 4-6+ years of progressive HR experience, including employee relations, compliance, and advising leaders. Strong knowledge of employment law and HR best practices across multiple states. Proven ability to influence, coach, and partner with leaders using confidence and empathy. Excellent communication, problem-solving, and conflict-resolution skills. Experience with HRIS systems and solid proficiency with Microsoft Office Suite. Bachelor's degree in HR, Business Administration, or related field. HR certification (PHR/SPHR, SHRM-CP/SCP) preferred. Fluency in Spanish required. *Travel to states in your region will be Why Join Verde? Be part of a culture where everyone contributes, grows, and celebrates success together. Make a real impact-this isn't just about processes, it's about people and the employee experience. Play a hands-on role while helping shape HR strategy and leadership practices. Gain exposure to all areas of HR with growth potential toward a Senior HR Manager or HR Business Partner path. Enjoy a collaborative environment, opportunities to innovate, and the ability to shape how HR supports the business. PAY: $70,000-$80,000/yr Location: This will mainly be a remote position but may require some in office days at our office in Fort Collins. Additionally, there would be some travel If you're passionate about people, culture, and growth-and ready to step into a role with both impact and influence-we'd love to meet you. Apply today and bring your energy to the Verde Vibes! Job Posted by ApplicantPro

In order to be considered for this role, after clicking "Apply Now" above and being redirected, you must fully complete the application process on the follow-up screen. LEGENDS GLOBAL Legends Global is the premier partner to the world's greatest live events, venues, and brands. We deliver a fully integrated solution of premium services that keeps our partners front and center through our white-label approach. Our network of 450 venues worldwide, hosting 20,000 events and entertaining 165 million guests each year, is powered by our depth of expertise and level of execution across every component feasibility & consulting, owner's representation, sales, partnerships, hospitality, merchandise, venue management, and content & booking of world-class live events and venues. The Legends Global culture is one of respect, ambitious thinking, collaboration, and bold action. We are committed to building an inclusive workplace where everyone can be authentic, make an impact, and grow their career. Winning is an everyday thing at Legends Global. We have the best team members who understand every win is earned when we come together as one unified team. Sounds like a winning formula for you. Join us! THE ROLE The HR Manager is a 100% onsite, 2nd shift role and is an integral part of delivering our promise to our employees. This role requires 3-5 years minimum experience in HR. The HR Manager will be responsible for executing day-to-day HR administration and assisting with full employee lifecycle processes. They will partner with the Senior Human Resources Manager on key initiatives that drive employee engagement and business performance while cultivating Legends organizational culture. This position carries out responsibilities in the following functional areas but is not limited to onsite 1:1 contact with employees, investigations and taking statements, high volume recruitment, training, onboarding, issuing and tracking discipline, responsibility for the HRIS folders and compliance and employee relations. ESSENTIAL FUNCTIONS- Please do not apply unless you have 3-5 years Human Resource Experience including investigations, recruiting and hiring, onboarding, and HRIS file management. This is an onsite role during 2nd shift hours and includes weekends, evenings and holidays. Develop and maintain strong partnerships with hourly employees and management ensure HR strategies, processes and practices are implemented and followed. Ability to maintain strict confidentiality and not discuss investigations, concerns, or happenings outside of the teams involved. A majority of the information you will receive needs to be kept confidential. Ensures optimum staffing levels always exist throughout the unit for operations. Works with the staffing team to post, screen and fill positions and can provide backup for either staffing role within 90 days. Supports daily check in and making sure staff members are compliant with uniform and health code regulations and clocked in in a timely fashion. Provide purposeful coaching and feedback to all levels of employees, addressing various employee related issues and business needs Partners with employees and management to communicate various human resource policies, procedures, laws, standards and other government Provide HR support during all events during the event hours which are nonstandard hours at night, (ending as late as 11pm depending on event). Works nonevent days for events like hiring days, orientation days, rehire events (15-20 over the summer), employee events or functions, meetings. Ensures company compliance with all existing governmental and labor reporting, all laws and all Legends policies. Partners in the preparation of required documentation for compliance with all state and federal laws & create and be responsible for maintaining employee files and the union and other discipline logs. Lead employee relations functions include execution of investigations into policy and law violations in addition to handling general employee concerns. This will include getting employee and manager statements, reviewing videos and composing the final report. Partnership in the processing of worker's compensation claims with safety, and helping employees fill out leaves of absence, union approved leaves and benefits enrollment. Develops and facilitates talent development materials and runs onboarding and orientations. Must exhibit an active interest in company and venue specific operational knowledge as it relates to providing value added HR business knowledge and input. Demonstrate thought leadership and suitable judgment, and utmost confidentiality in making HR related business Will be responsible for maintaining HRIS documentation and all employee files in all 3 software's. Attend all required training sessions, meetings, departmental pre-shifts. Becomes A TEAMS ALCHOL Certified Trainer within 90 days and monitors alcohol compliance (carding, overservice, etc.) Aides' employees with software resets, acquiring their w-2 paperwork, setting up direct deposits, address changes, and new hire and onboarding issues. Is responsible for recruiting, interviewing, hiring days, new hire paperwork and onboarding. A large portion of our BOH employees speak a different language, you must be comfortable working with them via translation applications and using subtitles during training and other resources provided to meet their needs. Monitor and update discipline and seniority logs on a weekly basis for all areas. QUALIFICATIONS The successful candidate will have excellent communication skills; extremely detail oriented, effectively influence others, the ability to make decisions quickly, and a high-level of maturity. Other critical qualifications include: Bachelor's degree in human resources management or other business related preferred, or equivalent experience. Must have 3-5 years of progressive human resources experience Must have 2 years supervisory experience. Must be comfortable presenting to small and large audiences. Demonstrated ability to forge meaningful interpersonal relationships across functions, departments and in local communities. Outstanding leadership skills with high capacity for managing multiple projects simultaneously, and flexible to move between them based on business need. Proven ability to influence and gain credibility with all levels of employees and customers both internal and external with consistency, empathy and professionalism. Must possess excellent oral, written and listening communication skills and the ability to prioritize and execute in a deadline oriented environment A strong commitment to delivering a high level of employee service at all levels with demonstrated initiative, leadership, and time management skills. You must be flexible to work mostly extended hours due to business requirements including late nights, weekends and holidays. We have about 250 events a year including mandatory dates of things like Christmas, New Years Eve and day, Saint Patrick's Day, Easter, Labor Day. We also have other mandatory dates like opening day for each team and the 2 months of playoffs if either team qualifies. You must be comfortable working in extremely crowded, high decibel environments with occasional pyrotechnics with explosions, flashing lights and lasers and loud music. It involves being on your feet standing, walking the concourses, going up and down stairs, etc. for 70% of the shift and the ability to occasionally lift up to 45 pounds. The work area temperatures can fluctuate from chilly on hockey games, to speaking with staff in hot kitchens. Experience with HRIS software's of ABI, UltiPro, Workday preferred. Proficient with Microsoft Office especially Outlook, Word, Excel, Power Point. Bilingual in Spanish helpful and preferred but not required Union experience is helpful but not required. Applications accepted until December 24, 2025. COMPENSATION Competitive salary range of $75,000 - $80,000 commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: On Site Ball Arena Denver, CO PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described below the above headings. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

LEGENDS GLOBAL Legends Global is the premier partner to the world's greatest live events, venues, and brands. We deliver a fully integrated solution of premium services that keeps our partners front and center through our white-label approach. Our network of 450 venues worldwide, hosting 20,000 events and entertaining 165 million guests each year, is powered by our depth of expertise and level of execution across every component feasibility & consulting, owner's representation, sales, partnerships, hospitality, merchandise, venue management, and content & booking of world-class live events and venues. The Legends Global culture is one of respect, ambitious thinking, collaboration, and bold action. We are committed to building an inclusive workplace where everyone can be authentic, make an impact, and grow their career. Winning is an everyday thing at Legends Global. We have the best team members who understand every win is earned when we come together as one unified team. Sounds like a winning formula for you. Join us! THE ROLE The HR Manager is a 100% onsite, 2nd shift role and is an integral part of delivering our promise to our employees. This role requires 3-5 years minimum experience in HR. The HR Manager will be responsible for executing day-to-day HR administration and assisting with full employee lifecycle processes. They will partner with the Senior Human Resources Manager on key initiatives that drive employee engagement and business performance while cultivating Legends organizational culture. This position carries out responsibilities in the following functional areas but is not limited to onsite 1:1 contact with employees, investigations and taking statements, high volume recruitment, training, onboarding, issuing and tracking discipline, responsibility for the HRIS folders and compliance and employee relations. ESSENTIAL FUNCTIONS- Please do not apply unless you have 3-5 years Human Resource Experience including investigations, recruiting and hiring, onboarding, and HRIS file management. This is an onsite role during 2nd shift hours and includes weekends, evenings and holidays. Develop and maintain strong partnerships with hourly employees and management ensure HR strategies, processes and practices are implemented and followed. Ability to maintain strict confidentiality and not discuss investigations, concerns, or happenings outside of the teams involved. A majority of the information you will receive needs to be kept confidential. Ensures optimum staffing levels always exist throughout the unit for operations. Works with the staffing team to post, screen and fill positions and can provide backup for either staffing role within 90 days. Supports daily check in and making sure staff members are compliant with uniform and health code regulations and clocked in in a timely fashion. Provide purposeful coaching and feedback to all levels of employees, addressing various employee related issues and business needs Partners with employees and management to communicate various human resource policies, procedures, laws, standards and other government Provide HR support during all events during the event hours which are nonstandard hours at night, (ending as late as 11pm depending on event). Works nonevent days for events like hiring days, orientation days, rehire events (15-20 over the summer), employee events or functions, meetings. Ensures company compliance with all existing governmental and labor reporting, all laws and all Legends policies. Partners in the preparation of required documentation for compliance with all state and federal laws & create and be responsible for maintaining employee files and the union and other discipline logs. Lead employee relations functions include execution of investigations into policy and law violations in addition to handling general employee concerns. This will include getting employee and manager statements, reviewing videos and composing the final report. Partnership in the processing of worker's compensation claims with safety, and helping employees fill out leaves of absence, union approved leaves and benefits enrollment. Develops and facilitates talent development materials and runs onboarding and orientations. Must exhibit an active interest in company and venue specific operational knowledge as it relates to providing value added HR business knowledge and input. Demonstrate thought leadership and suitable judgment, and utmost confidentiality in making HR related business Will be responsible for maintaining HRIS documentation and all employee files in all 3 software's. Attend all required training sessions, meetings, departmental pre-shifts. Becomes A TEAMS ALCHOL Certified Trainer within 90 days and monitors alcohol compliance (carding, overservice, etc.) Aides' employees with software resets, acquiring their w-2 paperwork, setting up direct deposits, address changes, and new hire and onboarding issues. Is responsible for recruiting, interviewing, hiring days, new hire paperwork and onboarding. A large portion of our BOH employees speak a different language, you must be comfortable working with them via translation applications and using subtitles during training and other resources provided to meet their needs. Monitor and update discipline and seniority logs on a weekly basis for all areas. QUALIFICATIONS The successful candidate will have excellent communication skills; extremely detail oriented, effectively influence others, the ability to make decisions quickly, and a high-level of maturity. Other critical qualifications include: Bachelor's degree in human resources management or other business related preferred, or equivalent experience. Must have 3-5 years of progressive human resources experience Must have 2 years supervisory experience. Must be comfortable presenting to small and large audiences. Demonstrated ability to forge meaningful interpersonal relationships across functions, departments and in local communities. Outstanding leadership skills with high capacity for managing multiple projects simultaneously, and flexible to move between them based on business need. Proven ability to influence and gain credibility with all levels of employees and customers both internal and external with consistency, empathy and professionalism. Must possess excellent oral, written and listening communication skills and the ability to prioritize and execute in a deadline oriented environment A strong commitment to delivering a high level of employee service at all levels with demonstrated initiative, leadership, and time management skills. You must be flexible to work mostly extended hours due to business requirements including late nights, weekends and holidays. We have about 250 events a year including mandatory dates of things like Christmas, New Years Eve and day, Saint Patrick's Day, Easter, Labor Day. We also have other mandatory dates like opening day for each team and the 2 months of playoffs if either team qualifies. You must be comfortable working in extremely crowded, high decibel environments with occasional pyrotechnics with explosions, flashing lights and lasers and loud music. It involves being on your feet standing, walking the concourses, going up and down stairs, etc. for 70% of the shift and the ability to occasionally lift up to 45 pounds. The work area temperatures can fluctuate from chilly on hockey games, to speaking with staff in hot kitchens. Experience with HRIS software's of ABI, UltiPro, Workday preferred. Proficient with Microsoft Office especially Outlook, Word, Excel, Power Point. Bilingual in Spanish helpful and preferred but not required Union experience is helpful but not required. Applications accepted until December 24, 2025. COMPENSATION Competitive salary range of $75,000 - $80,000 commensurate with experience, and a generous benefits package that includes medical, dental, vision, life and disability insurance, paid vacation, and 401k plan. WORKING CONDITIONS Location: On Site Ball Arena Denver, CO PHYSICAL DEMANDS The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions. NOTE: The essential responsibilities of this position are described below the above headings. They may be subject to change at any time due to reasonable accommodation or other reasons. Also, this document in no way states or implies that these are the only duties to be performed by the employee occupying this position. Legends Global is an Equal Opportunity/Affirmative Action employer, and encourages Women, Minorities, Individuals with Disabilities, and protected Veterans to apply. VEVRAA Federal Contractor.

As a member of the property Human Resources support staff, he/she works with Human Resources employees to carry out the daily activities of the Human Resource Office including oversight of recruitment, total compensation, and training and development. Additionally, he/she focuses on delivering HR services that meet or exceed the needs of employees and enable business success; as well as ensures compliance with all applicable laws, regulations and operating procedures. CANDIDATE PROFILE Education and Experience • High school diploma or GED; 3 years experience in the human resources, management operations, or related professional area. OR • 2-year degree from an accredited university in Human Resources, Business Administration, or related major; 1 year experience in the human resources, management operations, or related professional area. CORE WORK ACTIVITIES Managing Recruitment and Hiring Process • Assists in the interviewing and hiring of Human Resource employee team members with the appropriate skills, as needed. • Establishes and maintains contact with external recruitment sources. • Attends job fairs and ensures documentation of outreach efforts in accordance with Human Resource Standard Operating Procedures. • Networks with local organizations (e.g., Hotel Association and peers) to source candidates for current or future openings. • Oversees/monitors candidate identification and selection process. • Provides subject matter expertise to property managers regarding selection procedures. • Partners with vendor partners to ensure effective advertisement efforts are being utilized for open positions in appropriate venues to attract a diverse candidate pool. • Performs quality control on candidate identification/selection. Administering and Educating Employee Benefits • Works with the unemployment services provider to respond to unemployment claims; reviews provider reports for accuracy and corrects errors. • Prepares, audits and distributes unemployment claim activity reports to property management. • Attends unemployment hearings and ensures property is properly represented. • Ensures that department has the available resources on hand to administer employee. Managing Employee Development • Supports a departmental orientation program for employees to receive the appropriate new hire training to successfully perform their job. • Ensures employees are cross-trained to support successful daily operations. • Uses all available on the job training tools for employees; supervise on-going training initiatives and conducts training, when appropriate. • Ensures coordination and facilitation of new hire orientation program to generate a positive first impression for employees and emphasize the importance of guest service in company culture. • Ensures attendance by all new hires and participation of the leadership team in training programs • Collaborates with management team to ensure departmental orientation processes are in place and employees receive the appropriate new hire training to successfully perform their job. Maintaining Employee Relations • Assists in maintaining effective employee communication channels in the property (e.g., develops daily communications and assists with regularly scheduled property-wide meetings). • Reviews progressive discipline documentation for accuracy and consistency, and checks for supportive documentation and is accountable for determining appropriate action. • Utilizes an “open door” policy to acknowledge employee problems or concerns in a timely manner • Ensures employee issues are referred to the Department Manager for resolution or escalated to the Director of Human Resources/Multi-Property Director of Human Resources. • Partners with Loss Prevention to conduct employee accident investigations, as necessary. • Communicates performance expectations in accordance with job descriptions for each position. Managing Legal and Compliance Practices • Ensures employee files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time. • Ensures compliance with procedure for accessing, reviewing, and auditing employee files and ensure compliance with the Privacy Act. • Ensures medical records are maintained in a separate, secure and confidential medical file. • Facilitates random, reasonable belief and post accident drug testing process (in properties where applicable). • Communicates property rules and regulations via the employee handbook. • Ensures all safety and security policies (e.g., property removal, lost and found items, blood borne pathogens, accident reporting, and hygiene) are communicated to employees on a regular basis through orientation, property meetings, bulletin boards, etc. • Conducts periodic claims reviews with Regional Claims office to ensure claims are closed in a timely manner and reserve levels are appropriate for open claims. • Represents Human Resources at the property Safety Committee; helps to identify ways to create awareness of the importance of safety in the workplace and decrease accident frequency and severity. • Manages Workers Compensation claims to ensure appropriate employee care and manage costs. • Oversees the selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications). At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates. We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

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

Full-time Description Department: Administration Reports to: Chief Financial Officer 7711 E Academy Blvd, Denver CO, 80230 Status & Classification: Regular | Full-Time | Exempt Salary Range: $70,000-$80,000/year Work Schedule: Monday - Friday | 5 days/week In-Office Position Summary The HR Manager at Wings Over the Rockies oversees people functions for the ~75 person staff of our nonprofit museum. In this role, you'll lead and support core HR functions - including recruitment, employee relations, onboarding, performance management, and compliance - while helping cultivate an inclusive, engaged, and mission-aligned workplace. The ideal candidate is an experienced HR professional, adept at managing people and strategy, with confidence being hands-on in a dynamic, community-focused environment. Organization Founded in 1994 on the former Lowry Air Force Base in east Denver's historic Lowry Field neighborhood, Wings Over the Rockies is a non-profit community organization dedicated to unlocking dreams of flight through exhibits, local events, and educational programming. We are Colorado's official Air & Space Museum having been recognized by CNN Travel as one of their 20 Best aviation museums in the world. Each year we welcome roughly 160,000 visitors representing all 50 states and dozens of countries internationally. Wings is committed to diversity, inclusion, and accessibility. The Museum boasts more than 100,000 sq. ft. of open hangar space full of iconic aircraft, space vehicles, historical artifacts, and more. Visitors can experience thrilling flight simulators, discover educational programs, and participate in one of our many exciting Museum-sponsored events. Exploration of Flight (EoF) is our flight-focused educational extension. This 15-acre campus is located at the Centennial Airport where we offer showcase events with a variety of aircraft, aviation immersion programs, pilot ground training, and flight experiences. Exploration of Flight is home to our Blue Sky Gallery exhibit and interactive aviation center featuring an airworthy fleet of civilian and military aircraft. Benefits Employer-paid Medical, Dental, Vision, Basic Life/AD&D coverage $600 annual Health Savings Account (HSA) employer contribution for eligible medical plans Voluntary LTD, STD, Life/AD&D, Accident, Critical Illness, and Legal/ID protection plans available Optional Flexible Spending (FSA), Health Savings Account (HSA), and Dependent Care (DCA) accounts 2 weeks of paid vacation per year 60 hours sick leave per year Paid personal time (1 week/year) 10 Paid Holidays 403(b) group retirement plan participation with employer match Potential for annual bonuses, merit pay increases, professional development, and career advancement Wings Museum membership, 25% gift shop discount, and other employee perks Requirements Please Note - this list is not all inclusive but intended to be a general outline of the essential duties for this position. Employee Relations & Leave/Benefits Management Serve as main point of contact for Wings ~75 person team, including leaves of absence, benefits questions, and employee relations issues. Manage employee relations issues, coordinating response with supervisors and decision makers when necessary. Ensure all HR policies and procedures are compliant, well-communicated, and supportive of an optimal employee experience at Wings. Periodically review, update, re-communicate policies as needed with an emphasis on effective change management. Coach leadership on all manner of employee relations issues, with an eye to creating resilient and effective people leaders. Performance Management Audit and optimize existing performance management program to best serve the museum's needs. Manage yearly performance management cycle and processes, including all employee communication. Administer and track new hire and annual training for completion by employee. Look for and implement newer more relevant trainings Hiring & Onboarding Triage job posting requests from various departments, including obtaining necessary budgetary approvals. Manage the full-cycle hiring process from job posting through interviewing, offer negotiation, and hire. Lead onboarding process for new hires, including first day orientation and benefits enrollment. Compensation & Benefits Periodically review employee compensation utilizing non-profit benchmarking data. Examine employee pay for equity, disparate impact, and pay compression issues. Advise leadership on fair and equitable compensation practices throughout the employee life cycle. Work collaboratively with leadership and benefits brokers through benefit renewals and to advise on updates and changes to the benefits plan. Administers benefits throughout yearly cycles and reports changes to payroll as needed. Stay attuned any changes to state and federal statute that impacts wage increases, merit and/or COLA increases, and law/policy changes Qualifications: 6+ years in human resources focused roles with demonstrated breadth of scope with at least 2 years in an HR leadership position. Confidence handling employee leaves of absence, benefits, and employee relations. Advanced experience with HRIS, especially Paylocity. Fluency in Microsoft Office suite, including Outlook, Excel, and Sharepoint. Preferred Skills: Experience managing benefits renewals and benefits broker relationships. Certification in SHRM, PHR, or other professional Human Resources designation (not required). Experience in non-profit environments. Reporting/KPI management Working Conditions Wings Over the Rockies is an air and space museum and operates in a 70-year-old aircraft hangar which provides the excitement and heraldry of being around aerospace. Full time hours are expected to be 40 hours per week. Normal work hours are Monday through Friday, 8:00 AM to 5:00 PM. On occasion, work flexibility may be required to support activities occurring in the evening or on weekends and/or holidays. Out-of-town travel may be required on occasion as well. Please note: If you are an individual with a disability, you may request a reasonable accommodation if you are unable or limited in your ability to access job openings or apply for a job on this site. You can request reasonable accommodations by contacting the HR Department at ************ ext. 127 for assistance.

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

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

Job Summary and Responsibilities The System Manager, People Connections - Quality, HR Data and Policy Governance (HR Data and Policy Manager) is the operational lead for HR data integrity, access controls, regulatory reporting, and policy administration. This role owns the design, implementation, and continuous maturity of an enterprise HR data governance program and the end-to-end HR policy management lifecycle to ensure accurate, secure, auditable, and compliant people data that supports strategic decision making and ministry-wide operations. The role leads a team of senior analysts and analysts, partners with People Team leaders, Legal/Privacy, IT and Security, and directly supports the Director in enterprise quality initiatives. HR Data Governance * Drive the enterprise HR data governance roadmap: establish data ownership and stewardship models, define enterprise-wide HR data definitions and quality standards for key HR metrics, and operationalize data governance KPIs and SLAs. * Build and lead a cross-functional Data Governance Committee: recruit, onboard, and enable data stewards across all People COEs and key business stakeholders; establish clear roles, responsibilities, decision rights, and escalation paths. * Implement and monitor data quality controls, validation routines, and reconciliation processes; report on data health and lead remediation plans to address systemic quality gaps. * Oversee processes for approving and revoking access to HR data. Maintain and enforce least‑privilege access models, segregation-of-duties principles and manage controls for accessing sensitive HR data within Workday and other HR systems. * Coordinate internal and external audits (OFCCP, E&Y, Kodiak, etc.) including the development, delivery and tracking of action plans documenting findings and remediation plans. * Partner with Legal/Privacy to ensure HR data handling practices satisfy privacy laws and company policy requirements. HR Policy Administration * Own end-to-end HR policy administration: intake, drafting, cross-functional review, approval governance, publication, communication, operational impact assessment, and retirement. * Provide oversight to the HR Policy Review Committee: drive timely reviews and re-approvals per the policy review cadence. Ensure committee meetings are scheduled and run efficiently. Direct team to prepare agendas and materials, present proposed policy changes, capture decisions, and maintain meeting minutes and action plans. * Lead comprehensive impact analyses for proposed and revised policies-assessing operational processes, system configurations (including Workday and reporting), employment law and regulatory exposure, and change management requirements. * Conduct policy benchmarking and research: analyze market practices, regulatory trends, and legislative changes to recommend policy updates that reduce risk and align to best practice. * Maintain audit-ready documentation: retain approval records, committee materials, and impact assessments to support audits, compliance reviews, and governance reporting. Leadership and Continuous improvement * Manage, mentor, and develop a high-performing, highly engaged team; set priorities, conduct performance management, and foster professional growth. * Drive a culture of continuous improvement, service excellence, and accountability; establish metrics and reporting to demonstrate program value, risk reduction, and operational efficiency. * Identify and implement process, tool, and automation improvements to scale governance operations efficiently. The job summary and responsibilities listed above are designed to indicate the general nature of the work performed within this job. They are not designed to contain or be interpreted as a comprehensive inventory of all job responsibilities required of employees assigned to this job. Employees may be required to perform other duties as assigned. Job Requirements * Bachelor's Degree in related discipline or equivalent experience. Minimum of seven years progressive experience working in Human Resources. * 2+ years in people-leader or team lead capacity preferred. * Must have demonstrated knowledge and/or skills in the following areas: * Demonstrated ability to build programs, policies, and data quality frameworks * Solid analytical skills with the ability to analyze large datasets and perform root cause analysis * Strong written and verbal communication and effective presentation skills * Demonstrates good judgment in making decisions and solving problems * Ability to lead others through change * Proven ability to train and develop staff * Understanding of HR industry, processes, technology, vendors and tools; Workday experience preferred * Ability to organize information, people and messages to deliver strategic initiatives * Ability to work with geographically distributed teams and cross‑functional stakeholders * Ability to operate in a fast-paced, cross-functional environment Where You'll Work Inspired by faith. Driven by innovation. Powered by humankindness. CommonSpirit Health is building a healthier future for all through its integrated health services. As one of the nation's largest nonprofit Catholic healthcare organizations, CommonSpirit Health delivers more than 20 million patient encounters annually through more than 2,300 clinics, care sites and 137 hospital-based locations, in addition to its home-based services and virtual care offerings. CommonSpirit has more than 157,000 employees, 45,000 nurses and 25,000 physicians and advanced practice providers across 24 states and contributes more than $4.2 billion annually in charity care, community benefits and unreimbursed government programs. Together with our patients, physicians, partners, and communities, we are creating a more just, equitable, and innovative healthcare delivery system.

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

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.