Human resources manager jobs in Fort Collins, CO

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

Woodward is committed to creating a great workplace for all team members. Our company and its members are committed to acting with integrity, being respectful and accountable to one another, and staying humble and driven, while maintaining the highest professional and ethical standards. We are steadfastly committed to attracting the best talent across our communities creating a rewarding workplace. Together we are fulfilling our purpose to design and deliver energy control solutions our partners count on to power a clean future. Woodward supports our members' wellbeing and regularly benchmarks with other companies in our industry to offer an extensive Total Reward package for this position. Salary will be determined by the applicant's education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data. HR Business Partner I Base Salary Range: Min: 61,500 Mid: 76,900 Max: $92,280 Senior HR Business Partner Base Salary Range: Min: 77,200 Mid: 96,500 Max: $115,200 All members included in annual cash bonus opportunity. 401(k) match (4.5%) Annual Woodward stock contribution (5%) Tuition reimbursement and Training/Professional Development opportunities for all members 12 paid holidays, including floating holidays. Industry leading medical, dental, and vision Insurance upon date of hire Vacation / Sick Time / Vacation Buy-up / Short Term Disability / Bereavement leave. Paid parental leave. Adoption Assistance Employee Assistance Program, including mental health benefits. Member Life & AD&D / Long Term Disability / Member Optional Life Member referral bonus Spouse / Child Optional Life / Optional AD&D / Healthcare and Dependent Care Flexible Spending Voluntary benefits, including: Home / Auto Insurance discounts Whole Life Insurance / Critical Illness Insurance / Legal Assistance / Military Leave An HR Business Partner (HRBP) is a strategic role within the human resources function that works closely with business leaders to align HR initiatives with organizational goals. Their responsibilities typically include: Strategic Alignment: Partnering with senior leaders to understand business goals and develop HR strategies that support organizational objectives. Leadership Coaching: Acting as a trusted advisor to leaders, providing guidance on people management and leadership development. Workforce Planning: Collaborating with management to ensure the right talent is in place to meet future business needs, including succession planning and talent management. Data-Driven Decision-Making: Analyzing HR metrics and workforce data to provide insights and recommendations to business leaders. Change Management: Assisting in managing organizational changes, such as restructures or mergers, and ensuring employees adapt smoothly. Talent Development: Identifying training needs, designing development programs, and fostering career growth opportunities for employees. Performance Management: Supporting the design and implementation of performance appraisal systems, providing coaching to managers, and ensuring continuous employee development. Employee Relations: Acting as a consultant for managers and employees on HR policies, resolving workplace issues, and promoting a positive work environment. Compliance: Ensuring adherence to labor laws and HR policies while mitigating risks for the organization. The HRBP role requires strong interpersonal, analytical, and consulting skills to drive organizational success. How We Distinguish Between HR Business Partner 1 and Senior HR Business Partner Strategic Focus: HR Business Partner I focuses on supporting and updating strategic workforce plans, working with Talent Acquisition, and assisting in operational HR tasks. Sr HR Business Partner (HR Business Partner II) is responsible for developing and implementing HR strategies that align with organizational goals, with a greater emphasis on strategic planning and decision-making. Talent Management: HR Business Partner I supports Talent Acquisition by assisting with job descriptions, recruitment, and onboarding. Sr HR Business Partner leads talent management efforts, including identifying talent gaps, creating recruitment strategies, managing employee retention, and overseeing the performance management process. Employee Relations: Both roles address employee relations issues such as conflict resolution and disciplinary actions. However, HR Business Partner II is involved in more complex cases, including escalation procedures and ensuring a positive workplace environment. HR Analytics: HR Business Partner I supports administrative HR reporting and provides basic data analysis for decision-making. Sr HR Business Partner takes on a more advanced role in HR analytics, analyzing metrics, identifying trends, and providing actionable insights to senior management through dashboards and reports. Leadership and Influence: HR Business Partner I focuses on supporting HR initiatives and providing coaching to employees. Sr HR Business Partner demonstrates leadership by mentoring HR staff, influencing stakeholders, and negotiating with senior leaders to drive organizational change. Compliance and Legal Oversight: Both roles ensure compliance with labor laws, employment standards, and health and safety regulations. However, Sr HR Business Partner works closely with legal counsel to ensure policies are aligned with all applicable laws, indicating a deeper involvement in legal matters. Skill Set and Experience: HR Business Partner I requires foundational skills in HR operations, communication, and problem-solving, with an operational focus. Sr HR Business Partner requires advanced skills in strategic thinking, change management, data analysis, and leadership, reflecting a senior-level role with broader responsibilities. Application window is anticipated to close 30 days from original posting date. This information is provided in compliance with the Colorado Equal Pay for Equal Work Act and is the company's good faith and reasonable estimate of the compensation range and benefits offered for this position. The compensation offered to the successful applicant may vary based on factors including experience, skills, education, location, and other job-related reasons. This position requires use of information which is subject to the International Traffic in Arms Regulations (ITAR) and/or the Export Administration Regulations (EAR). All applicants must be U.S. Persons within the meaning of the ITAR and EAR, or eligible to obtain all required authorizations from the U.S. Department of State and/or the U.S. Department of Commerce. The ITAR defines a U.S. Person as a U.S. citizen or national, lawful permanent resident (i.e., 'Green Card holder'), or a protected person (e.g., asylee, or refugee). Woodward is an equal opportunity employer and does not discriminate in hiring or employment on the basis of race, color, religion, sex (including sexual orientation and gender identity), national origin, age, disability, protected veteran status, or any other category protected under federal, state, or local laws.

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 who is ready to take on a key role that blends people-first support with strategic HR partnership. This is a great opportunity for someone who thrives on building relationships, solving problems, and making a direct impact on employee engagement, growth, and culture. What You'll Do Partner with managers to support workforce planning, performance, and team development. Be a trusted advisor for employees - resolving issues, supporting career growth, and ensuring a positive experience. Drive engagement by leading initiatives, recognition programs, and culture-strengthening activities. Oversee onboarding, employee transitions, and offboarding with consistency and care. Ensure compliance with employment laws across multiple states while keeping HR processes efficient and accurate. Support training, succession planning, and leadership development efforts. Use HR data and insights to make recommendations that improve retention, productivity, and satisfaction. Travel occasionally (up to 10%) for meetings, training, and employee engagement events. What We're Looking For 4-6 years of progressive HR experience (employee relations, compliance, and advising experience required). Strong knowledge of employment law and HR best practices. Someone who thrives on collaboration and can influence leaders with confidence and empathy. Excellent communication, problem-solving, and coaching skills. Experience with HRIS systems and solid proficiency with Microsoft Office Suite. A Bachelor's degree in HR or Business Administration; HR certification (PHR/SPHR, SHRM-CP/SCP) preferred. Fluency in Spanish 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. Gain exposure to a wide range of HR areas while growing your career toward an HR Business Partner track. Enjoy a collaborative environment, opportunities to innovate, and the ability to shape the way HR supports the business. If you're passionate about people, culture, and growth - we'd love to meet you. Apply today and bring your energy to the Verde Vibes!

Responsibilities Work with sales and marketing leadership to determine monthly pipeline of project work Proactively identifies and implements operational improvements, enhancements, and system customizations that meet business requirements / supports a rapidly scaling organization Work with end users to identify, document, and communicate business processes Manage our Go to Market infrastructure, including: Salesforce, Marketo connected tools, such as Docusign, Outreach, Leandata, etc., ensuring everything is mapped and syncs correctly Perform SFDC Administrator tasks including Manage users, groups and privileges Customize existing objects with fields, workflows, triggers and validations Own all data accuracy and augmentation Create views, reports and dashboards that allow BDRs, sales reps and managers to track their progress and compare their performance to the rest of the team Manage and customize the forecasting module Manage Quoting module, including Price Books Desired Skills and Experiences Bachelor's degree, 3-6+ years experience. 3+ years implementing and configuring Salesforce.com. SFDC Administrator Certification or can demonstrate the equivalent skillset/experience as defined here: *************************************************** Solid understanding of and detailed experience with Salesforce.com architecture Good understanding of business processes (sales, marketing, etc) and know your sales and marketing tools (SFDC through Marketo or Pardot). Understanding and experience in managing, tracking and reporting on the Demand Waterfall Technical project management experience including requirements gathering, creating/deploying solutions to end users. Project Management certification is a plus You have worked for a fast growing company where scaling the business is of primary importance Strong attention to detail and excellent problem solving skills: No data issue is too big or too small for you to address. You stay on top of all the housekeeping reports to make sure everyone is following defined processes Certified Salesforce.com Administrator (ADM-201), Advanced Administrator (ADM-211 or ADM-301) Certified Salesforce.com Sales Cloud Consultant or equivalent experience Advanced Excel skills (VLookups, Pivot Tables, Macros) Experience using Salesforce data tools

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

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

_This position is remote and can be based anywhere within the US. Candidates must be able to work EST or CST business hours._ **_What Product Pricing contributes to Cardinal Health_** Revenue Management is responsible for developing, communicating, and leading the execution of market strategy and profitability optimization through pricing and value-capture activities at both the strategic and tactical levels. The group uses modeling, analytics, and econometrics to create pricing strategies for our products and services. Product Pricing is responsible for managing price for all dynamically-priced products or services, including setting pricing structure by contract or customer segment and establishing catalog pricings for complex or new-to-Cardinal products and services. This job family also engages in key acquisitions to assess pricing approach and build enhancements which can be delivered post-close. **_Responsibilities_** + Demonstrates knowledge and experience with pricing processes, systems, and controls and implements as necessary. + Prepares, manipulates and extracts data and information from multiple internal and external sources and leverages to develop and execute pricing strategies + Communicates effectively regarding profit opportunities and key pricing insights. + Develops, communicates and monitors price recommendations and guardrails for Presource products by performing pricing analysis or leveraging and synthesizing analytics of internal and external intelligence. + Manages a team of 2 pricing professionals and ensures annual objectives are achieved via a variety of pricing initiatives + Support the Presource RFP and contract negotiation processes for GPO and IDN customers through development of kit pricing models, component pricing and contractual T&Cs **_Qualifications_** + 4-8 years of experience, preferred + Bachelor's degree in related field, or equivalent work experience, preferred + SAP experience preferred + SQL experience preferred + Advanced Excel modeling experience preferred **_What is expected of you and others at this level_** + Coordinates and supervises the daily activities of operations or business staff + Administers and exercises policies and procedures + Ensures employees operate within guidelines + Decisions have a direct impact to work unit operations and customers + Frequently interacts with subordinates, customers, and peer groups at various management levels + Interactions normally involve information exchange and basic problem resolution **Anticipated salary range:** $80,900 - $125,000 **Bonus eligible:** No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close:** **11/28/2025** *if interested in opportunity, please submit application as soon as possible. _** The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************

Sierra Space Careers: At Sierra Space, we build the missions and systems that keep our world secure in the domain above Earth. Sierra Space team members share a spirit of innovation and collaboration and a belief that we can deliver on the boldest missions in space today. Together with our customers, we aim to safeguard our nation, sustain human presence in space, and secure the freedom of operations in low Earth orbit and beyond. Our success is measured by the trust of those who rely on what we build and deliver, and our technologies keep the United States and its allies mission-ready throughout space. We are mission-driven, and together, we are an extraordinary team. About the RoleSierra Space is looking for an HR Business Partner to provide leadership in the execution of initiatives that support talent management, performance management, change management, coaching, and organizational design. As an HR Business Partner, you'll be at the heart of our people strategy-driving transformation, empowering leaders, and shaping a high-performance culture. This role will be focused on working with team members across multiple business sectors ranging from technical teams, corporate functions, and business units, reporting to the Director, HRBP. This position will be based in Louisville, Colorado, requiring regular travel between our Louisville and Centennial locations. A successful candidate will have the ability to translate business objectives into human resource capabilities needed to achieve results, as well as have a “can do” mindset, self-motivated to roll-up their sleeves to execute. They will have the ability to navigate high ambiguity, thrive in a fast-paced evolving landscape and excel at pivoting when necessary.About You Our mission is driven by an unyielding commitment to advancing space-based technology in service of our customers and safeguarding national security. We seek individuals who are passionate about innovating beyond boundaries and relentlessly pursuing solutions that protect, preserve and empower - to join us in this critical mission. We're looking for team members who align with our values, mission and goals - while also meeting the minimum qualifications below. The preferred qualifications are a bonus, not a requirement. Key Responsibilities: Partner with business leaders to understand their goals and provide HR support to achieve organizational objectives. Develop and implement HR programs and initiatives that align with business strategies. Support high-priority projects with a blend of tactical and strategic thinking Manage talent management processes, including performance management, succession planning, and employee development. Provide guidance and support to managers on complex employee relations issues, conflict resolution, and disciplinary actions. Ensure compliance with labor laws and regulations, and collaborate as needed to update HR policies and procedures. Develop and facilitate training and development programs to enhance employee skills and knowledge. Analyze HR metrics and data to identify trends and make recommendations for improvement. Support organizational change initiatives and provide guidance on change management strategies. Collaborate with the talent acquisition team to attract and retain top talent. Foster a positive and inclusive work environment through employee engagement initiatives and activities. Maintain accurate and up-to-date employee records in the HRIS system Minimum Qualifications: Requires Bachelor's degree in a related field (or equivalent work experience in lieu of degree or Masters +3 yrs experience). Typically 5+ years of related experience. In-depth knowledge of HR best practices and industry trends. Ability to develop and implement HR programs and initiatives. Experience in talent management, including performance management and succession planning. Strong conflict resolution skills. Ability to handle complex employee relations issues and provide guidance to managers. Familiarly with labor laws and regulations. Experience developing and implementing training and development programs, including facilitation. Excellent communication and interpersonal skills. Demonstrated ability to handle confidential information with discretion. Strong analytical and problem-solving skills. Proven ability to influence and build strong relationships with stakeholders at all levels of the organization. Ability to manage multiple priorities and adapt to changing business needs. Preferred Qualifications: Professional HR certification (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP). Experience with HRIS software, such as Workday, ADP, or similar systems. Strong project management skills and ability to lead HR initiatives. Advanced knowledge of talent management practices and strategies. Experience in organizational development and change management. Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint). Ability to work independently and as part of a team. Experience in developing and delivering training programs tailored to various audiences. Strong organizational and time management skills. Experience in workforce planning and aligning HR strategies with business goals. Ability to analyze complex HR issues and provide strategic solutions. Knowledge of diversity, equity, and inclusion (DEI) initiatives and best practices. Experience in coaching and mentoring managers to enhance their leadership capabilities. Compensation: Pay Range: $79,264.96 - $108,989.33 Your actual base compensation will be determined on a case-by-case basis and may vary based on job-related knowledge and skills, education, experience, internal equity and market competitiveness. IMPORTANT NOTICE: To conform to U.S. Government international trade regulations, applicant must be a U.S. Citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State or U.S. Department of Commerce. Elevate Your Career At Sierra Space, we are committed to your personal and professional development. We empower you to make profound and meaningful contributions and foster a vibrant culture of collaboration, where teamwork ignites breakthrough innovations. We also offer a generous benefit package, including medical, dental, and vision plans, 401(k) with 150% match up to 6%, life insurance, 3 weeks paid time off, and more. Sierra Space is an industry-leading space and defense technology company providing satellites, spacecraft, and enabling mission systems and components. We deliver mission-proven technologies to our customers that safeguard our nation, protect space-based assets and enable space exploration. Application Deadline: This role will remain posted until a qualified pool of candidates is identified. Please note: Sierra Space does not accept unsolicited resumes from contract agencies or search firms. Any unsolicited resumes submitted to our website or to Sierra Space team members not through our approved vendor list or Talent Acquisition will be considered property of Sierra Space, and we will not be obligated to pay any referral fees. Sierra Space Corporation is an equal opportunity employer and is committed to working with and providing reasonable accommodations to applicants with disabilities. If you need special assistance or a reasonable accommodation related to applying for employment with Sierra Space or at any stage of the recruitment process, please contact us.

**Requisition Number:** 68970 **Employment Type:** University Staff **Schedule:** Full Time The Human Resources Senior Professional independently manages and advises on a variety of complex HR and payroll processes for faculty, staff, researchers, and temporary employees, serving as a primary resource for the department on HR policy, compliance, and operations. This position will provide operational support, guidance, and training to the department regarding recruitment, hiring, onboarding, and leave management. This position is also responsible for supporting payroll, managing faculty affairs and employee relations, coordinating the visa processes for international scholars, and maintaining personnel records for the various employee groups, including faculty, research faculty, staff, students, and temporary staff. The role will work closely with the Operations Manager, and Director of Finance, Business, and Building Operations on various tasks, including annual merit, faculty affairs, and performance management, and coordinates closely with the finance team on budget planning, salary projections, and research funding appointments, often navigating multi-faceted employment scenarios. As a trusted advisor, this position provides guidance to department leadership, staff, and less-experienced HR team members, offering solutions to complex employment situations and ensuring consistency with institutional policies and standard methodologies. 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. **Who We Are** The Department of Chemistry at the University of Colorado Boulder is internationally recognized for its specialized research and education into the study of matter, energy, and the interaction between them. Significant areas of research involve environmental and atmospheric chemistry with a considerable focus on renewable energy. Topics range from biological routes to solar energy harvesting to novel materials for direct conversion of sunlight into electricity and fuel. At the heart of these significant initiatives, is our administrative team where their innovations, collaborations, and contributions directly impact the success of our faculty, staff, and students. To learn more about our department and our team, please visit our website (************************************ . **What Your Key Responsibilities Will Be** **HR Operations and Administration** + Serve as the department's primary HR advisor, interpreting and applying university, state, and federal policies to guide managers, faculty, and staff through complex hiring, onboarding, compensation, reappointment, separation, and personnel processes. + Independently manage and assess all HR-related actions and workflows, ensuring timely, accurate, and compliant processing across multiple employment categories and funding sources. + Act as the department's key liaison to campus HR offices, including the HR Service Center and Arts & Sciences HR, collaborating regularly to resolve complex or non-standard personnel situations. + Provide high-level guidance to managers and supervisors on performance management, goal setting, annual merit processes, and corrective action procedures; ensure proper documentation is maintained for compliance and institutional reporting. + Analyze and audit personnel data on an ongoing basis to verify the accuracy of employment records, position details, supervisor assignments, appointment dates, and funding allocations. + Oversee compliance tracking and reporting related to required trainings, federal and university regulations, and college mandates; independently develop reporting tools to assess department-wide compliance. + Develop and refine internal HR business processes, standard operating procedures, and training resources to promote consistent application of policies and improve overall operational efficiency. + Manage and maintain personnel records and electronic filing systems to ensure timely record retention and audit-readiness in accordance with university, state, and federal guidelines. + Lead departmental HR communications, delivering timely policy updates, process changes, and compliance guidance to faculty, leadership, and administrative staff. + Supervise, train, and serve as a resource for other administrative staff who support HR functions, ensuring consistent knowledge transfer and cross-training across the department. + Collaborate with department leadership to anticipate staffing needs, advise on employment classifications, and develop staffing strategies aligned with department goals and budget constraints. + Provide advanced support for travel arrangements, Concur processing, and other special projects that require integration of HR, financial, and administrative expertise. + Represent the department in HR Liaison meetings, HRSC meetings, and divisional HR forums, communicating critical updates to leadership and ensuring departmental alignment with evolving policies. **Employee Relations and Support** + Serves as the department's lead advisor and subject matter expert for all faculty, staff, research, student, and temporary hiring processes, interpreting complex HR policies and employment regulations to guide hiring managers through each stage. + Independently manages all employment transactions, collaborating with the College of Arts & Sciences HR, the Human Resources Service Center, Research Faculty HR, International Student and Scholar Services (ISSS), and other campus partners to resolve unique and non-standard hiring situations. + Coordinates and troubleshoots onboarding processes for employees, proactively identifying and addressing issues related to system access, background checks, benefits eligibility, immigration status, and compliance with university policies. + Manages faculty affairs processes for comprehensive review, reappointment, promotion, tenure, and post-tenure review. + Analyzes and advises on employment eligibility for international hires, providing specialized guidance to faculty and hiring managers on work authorization, visa sponsorship, and labor certification processes in coordination with ISSS. + Reviews and resolves complex employment scenarios related to funding sources, position types, and appointment structures, maintaining compliance with institutional and regulatory requirements. + Delivers training for new employees and supervisors on HR systems (e.g., MyLeave, HCM), payroll processes, time tracking, leave reporting, and university due dates, adapting guidance to the unique needs of each position type. + Provides guidance and support to supervisors regarding personnel-related issues and concerns with discretion and confidentiality. + Acts as a primary liaison to the College of Arts & Sciences HR Office, Employee Services, Campus HR, and divisional leadership, representing the department in the resolution of complex onboarding, payroll, and employment compliance matters. + Ensures organizational compliance with federal, state, and local employment laws. + Directs more sensitive issues (e.g., ADA accommodations, Title VI, Title IX) to the appropriate University body and supports implementation of recommended actions. + Maintains onboarding tools, training materials, and process documentation to streamline department-wide hiring and onboarding activities. + Continuously evaluates, refines, and improves departmental onboarding and hiring processes to enhance efficiency, compliance, and candidate experience while minimizing processing delays. **Payroll Support** + Independently reviews and analyzes payroll registers, personnel rosters, and funding distributions to ensure payroll accuracy, proactively identifying and resolving complex discrepancies. + Serves as a key resource and advisor to departmental leadership, Finance, and Graduate Program staff on payroll processes, compliance requirements, and funding allocations, offering guidance on policy interpretation and non-standard payroll issues. + Manages leave tracking and compliance by monitoring accrual balances, identifying irregularities, and collaborating with employees, supervisors, and HR partners to ensure timely and accurate leave reporting. + Creates monthly audits of timesheets and payroll transactions, applying in-depth knowledge of campus payroll systems to troubleshoot and resolve sensitive or complex time reporting errors. + Evaluates existing payroll and time tracking procedures; develops, implements, and refines process improvements to strengthen internal controls, enhance accuracy, and guarantee adherence with university, state, and federal regulations. **Other/Projects** + Other duties as assigned that support the department's HR and payroll operations. + Contribute to other departmental projects and initiatives as assigned to advance departmental goals and student success. **What You Should Know** + Hybrid Schedule: At least 2-3 days a week on campus per campus and college policies and guidelines. + This can be subject to change based on the business needs of the department. + Standard Business Hours: 8:00 AM - 5:00 PM | Monday - Friday + Employee may be expected to be on campus Monday-Friday during onboarding, training, and/or professional development events/meetings. **What We Can Offer** The starting salary for this position is $67,600-$70,000. **Benefits** At the University of Colorado Boulder (************************** , we are committed to supporting the holistic health and well-being of our employees. Our comprehensive benefits package (*************************************** includes medical, dental, and retirement plans; generous paid time off; tuition assistance for you and your dependents; and an ECO Pass for local transit. As one of Boulder County's largest employers, CU Boulder offers an inspiring academic community and access to world-class outdoor recreation. Explore additional perks and programs through the CU Advantage (******************************************* program. **Be Statements** Be proactive. Be supportive. Be Boulder. **What We Require** + BA/BS degree in Human Resources, Business Administration, or related field. + Equivalent combination of education and experience may substitute. + 3+ year of experience in human resources, including talent management, employee relations, compensation and benefits, and compliance. **What You Will Need** + Demonstrated problem-solving and decision-making skills. + Strong Organizational skills and ability to manage multiple priorities and target dates. + Written and verbal communication skills with the ability to explain complex policies and procedures. + High degree of professionalism and ability to maintain confidentiality and work with sensitive information. + Demonstrated expertise in resolving complex employee relations issues and building engagement strategies. + Ability to establish and maintain positive and cooperative working relationships within the department and with outside units. + Proficiency with Microsoft Office applications (Word, Excel, PowerPoint, Teams, Outlook). **Special Instructions** To apply, please submit the following materials: 1. A current resume. 2. A cover letter that specifically tells us how your background and experience align with the requirements, qualifications, and responsibilities of the position. We may request references at a later time. Please apply by **December 14th, 2025** for consideration. Note: Application materials will not be accepted via email. For consideration, please apply through CU Boulder Jobs. (************************* In compliance with the Colorado Job Application Fairness Act, in any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information. **To apply, visit ********************************************************************************** (****************************** Copyright 2025 Jobelephant.com Inc. All rights reserved. Posted by the FREE value-added recruitment advertising agency (***************************** jeid-8b96350d8e74b546b500dd5e91c70dc0 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.

It's a great time to join the City of Boulder! Application Deadline: December 26, 2025 Compensation Details: Full Pay Range85,155.20 - 126,505.60Generally, the hiring range is from the minimum up to 80% of the range.This is a full-time salaried position. Scheduled Weekly Hours: 40 Benefit Eligibility Group: Non Union (30+ Hours) Locate the Benefit Eligibility Group value on the Employee Benefit Eligibility document to identify the benefits offered for this job. Summary: Under limited supervision, the Human Resources (HR) Generalist III supports the development, deployment, and maintenance of HR's core services and programs throughout the city organization. HR Generalists III work closely with all HR teams, as well as with the city's internal service teams, and have regular contact in city departments and directly with managers and employees. This position focuses on identifying, solutioning, and resolving both anticipated and unanticipated issues at all levels of the city-ensuring the continuity and consistent application of HR policies, procedures, and contractual obligations throughout the organization. 1. Assists the Employee & Labor Relations Senior Manager in providing interpretation and application of collective bargaining agreements and provide guidance to managers regarding labor relations according to each union's contractual requirements. 2. Supports departmental performance management needs, including disciplinary actions, demotions, and involuntary terminations; coordinate with the Employee & Labor Relations Senior Manager and Deputy Director when needs arise for legal interpretation or legal advice. 3. Performs inquiries related to complaints or investigations of significant employee relations issues, make recommendations on resolution, facilitate implementation of CHRO-determined outcomes, and coordinate all supporting documentation and communication-including due process and hearing requirements, if necessary. 4. Acts as the “front line” in helping to deliver HR Department programs, especially those identified as high priorities in the HR Workplan, to departments. Assist in the administration and implementation of programs, including those related to benefits, compensation, learning, systems, and talent. Assistance may include research, gathering input for program development, targeting distribution of resources, evaluating consistency of program application, reporting, or training. : ESSENTIAL DUTIES AND RESPONSIBILITIES Lead employees and managers throughout the employee life cycle, by resolving manager and employee inquiries and issues, as well as transaction needs, with other HR teams. Support self-service for the HR Team by collaborating on tools and resources for the organization. Provide consultative guidance and coaching for managers to ensure compliance with established policy and procedure. Work collaboratively with all HR teams and key cross-functional groups to share knowledge of emerging issues and proactively deliver service to improve the employee or candidate experience. Manage claim investigations, due process hearings, employee disciplinary actions, performance management needs, and involuntary terminations. Coordinate the administration and implementation of all HR Department programs, as needed. May include research, gathering input for program development, targeting distribution of resources, evaluating consistency of program application, participating in HR or hiring events, reporting, or training. Facilitate the review and design of business processes that support HR Department programs. Collaborate with HR Teams and department stakeholders to identify training and resource support needs that reflect the city's priorities and business. Participate in leading practice and comparable research to build resources and align people with tools. Brainstorm, prepare, and review draft learning content. Provides input on policy, procedure, programs, and training to strengthen and accomplish the goals of the department and the organization. Evaluate, develop, document, and maintain thorough and complaint candidate selection and verification processes; establish relationships and processes for related third-party vendors. Assist in providing interpretation and application of collective bargaining agreements as well as citywide policies, practices, and procedures. Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. Provide training, guidance, support, and thought partnership to emerging HR professionals in the department. Collect data, maintain databases and tracking systems, and prepare reports to identify trends. Perform miscellaneous job duties as assigned. MINIMUM QUALIFICATIONS Ability to look for detail and navigate application in compliance-focused situations. Ability to manage competing priorities in a fast-paced environment and to drive achievement of team objectives. Ability to analyze data and synthesize routine or complex information into report or narrative format. Ability to convey strong messages and stories on behalf of HR, focused on employee growth and leader effectiveness. Ability to develop positive, productive relationships-cultivating mutual respect and trust. Ability to communicate effectively with a variety of types of stakeholders, both in writing and verbally. Ability to interpret requests from employees and managers and apply policy and procedure. Knowledge of Human Resources practices, procedures, policies, employment laws, and regulations. Knowledge of core HR service areas, including benefits, compensation, employee relations, labor relations, learning, and talent. Skill in critical thinking and creative approaches to problem-solving. Have and maintain acceptable background information, including criminal conviction history. PREFERRED QUALIFICATIONS Ability to speak, read, and write Spanish or a second language. Knowledge of Workday HCM module. Knowledge of and practical experience with labor unions. SHRM-CP or PHR certification. At least two (2) years of experience supporting HR functions in the public sector. REQUIRED EDUCATION AND EXPERIENCE Bachelor's degree in Human Resources, Business Administration, Public Administration, or a related field from an accredited institution; or equivalent of eight (8) years related experience may substitute for the educational requirement only. At least five (5) years of professional HR experience. SUPERVISION Supervision Received: Human Resources Senior Manager Supervision Exercised: None WORKING CONDITIONS AND REQUIREMENTS Sufficient clarity of speech and hearing or other communication capabilities that permits the employee to communicate effectively on the telephone and in person. Sufficient vision or other powers of observation that permits the employee to review, evaluate and prepare a variety of written documents and materials. Sufficient manual dexterity that permits the employee to operate computer equipment and other office equipment. Sufficient personal mobility and physical reflexes, which permits the employee to work in an office setting. Work may include extended periods of time viewing a computer video monitor and/ or operating a keyboard. Ability to work under stress from demanding deadlines, leadership contact, and changing priorities and conditions. Additional Job Description: Last updated: June 2025 The City of Boulder is committed to a diverse and inclusive workplace. We are an equal opportunity employer and do not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected statute. For individuals with disabilities who would like to request an accommodation, please send a request to **********************************.

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

Norstella is a premier and critical global life sciences data and AI solutions provider dedicated to improving patient access to life-saving therapies. Norstella supports pharmaceutical and biotech companies across the full drug development lifecycle - from pipeline to patient. Our mission is simple: to help our clients bring therapies to market faster and more efficiently, ultimately impacting patient lives. Norstella unites market-leading brands - Citeline, Evaluate, MMIT, Panalgo, Skipta and The Dedham Group and delivers must-have answers and insights, leveraging AI, for critical strategic, clinical, and commercial decision-making. We help our clients: + Accelerate the drug development cycle + Assess competition and bring the right drugs to market + Make data driven commercial and financial decisions + Match and recruit patients for clinical trials + Identify and address barriers to therapies Norstella serves most pharmaceutical and biotech companies around the world, along with regulators like the FDA, and payers. By providing critical proprietary data supporting AI-driven workflows, Norstella helps clients make decisions faster and with greater confidence. Norstella's investments in AI are transforming how data is consumed and decisions are made, disrupting inefficient legacy workflows and helping the industry become more efficient, innovative, and responsive to patient needs. In this role as the HR Specialist, you will be part of our Global HR Delivery function. As a team we support to attract, retain, support and develop our talent globally. Each member of our team plays a key part in making the employee experience positive throughout their journey. In this role, you will be an integral part in driving the day-to-day HR function forward, contributing to the implementation of key HR strategies and acting as an employee champion and change agent across Norstella. The HR Specialist is primarily responsible for the day-to-day HR function that supports and provides services to employees, including but not limited to onboarding, offboarding, leave administration, reporting needs, learning and development and general employee questions. This role requires an understanding of local labor laws, cultural nuances, and business practices to effectively support our employees and the organization's goals. **Key Duties and Responsibilities:** + You will be responsible for assisting in the administration of various HR efforts includingonboarding, offboarding, leave administration, reporting needs, learning and developmentand general employee questions. + You will support the HR team with day-to-day HR tasks. + You will have the opportunity to support various initiatives across the HR Centers of Excellence. + You will maintain employee files and ensure all changes are entered appropriately. + You will serve as primary contact for HR related questions and tasks. + You will assist with implementation, communication and maintenance of all HR programs and policies. + You will manage non-complex employee relation cases that arise, including researching and understanding relevant employment law and understanding when to escalate. + You will coordinate the onboarding process for new hires, ensuring a smooth transition into the company and alignment with company culture and values. + You will perform ad-hoc work/special projects as necessary to support Norstella on various internal HR initiatives. **Key Qualifications and Experience:** + Bachelor's degree in Human Resources, Business Administration, or related field. + Minimum of 4 years of relevant experience, HR experience preferred. + Knowledge of local labor laws and HR practices. + Strong communication and interpersonal skills, with the ability to build relationships acrossdifferent cultures. + Dependable, flexible, and adaptable to new Norstella initiatives and needs + Ability to work independently and collaboratively in a fast-paced, multiculturalenvironment. + Dedicated to upholding Norstella's high-quality standards and customer service focus. + Strong organizational and problem-solving skills with attention to detail. **Benefits:** + Medical and Prescription Drug Benefits + Health Savings Accounts (HSA) or Flexible Spending Accounts (FSA) + Dental & Vision Benefits + Basic Life and AD&D Benefits + 401k Retirement Plan with Company Match + Company Paid Short & Long-Term Disability + Paid Parental Leave + Paid Time Off & Company Holidays _The expected base salary for this position ranges from $75,000 to $80,000. It is not typical for offers to be made at or near the top of the range. Salary offers are based on a wide range of factors including relevant skills, training, experience, education, and, where applicable, licensure or certifications obtained. Market and organizational factors are also considered. In addition to base salary and a competitive benefits package, successful candidates are eligible to receive a discretionary bonus._ _Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law._ _Sometimes the best opportunities are hidden by self-doubt. We disqualify ourselves before we have the opportunity to be considered. Regardless of where you came from, how you identify, or the path that led you here- you are welcome. If you read this job description and feel passion and excitement, we're just as excited about you._ _All legitimate roles with Norstella will be posted on Norstella's job board which is located at norstella.com/careers. If a role is not posted on this job board, a candidate should assume the role is not a legitimate role with Norstella. Norstella is not responsible for an application that may be submitted by or through a third-party and candidates should proceed with extreme caution if a third-party approaches them about an open role with Norstella. Norstella will never ask for anything of value or any type of payment during or as part of any recruitment, interview, or pre-hire onboarding process. If you are aware of or have reason to believe a job posting purportedly for a role with Norstella is fraudulent or otherwise not authorized by Norstella, please contact the Company using the following email address:_ _[email protected]_ _._ Norstella is an equal opportunity employer. All job applicants will receive equal treatment regardless of race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, physical or mental disability or handicap, medical condition, sex (including pregnancy and pregnancy-related conditions), marital or domestic partner status, military or veteran status, gender, gender identity or expression, sexual orientation, genetic information, reproductive health decision making, or any other protected characteristic as established by federal, state, or local law.

Job Description About Company: "A World of Opportunities" Committed to an industry that combines innovation and responsibility, we embody our slogan on a daily basis: "A World of Opportunities". Trust, Reputation, Integrity and Rise are strong values that make up Clayens' DNA! Job Summary: Provides day-to-day support to the Management Team and performs various HR administrative duties. Duties may include the following: employee relations, training, performance management, attendance tracking, staffing, payroll and benefit enrollments. Responsible for various administrative and customer service duties. Adheres to all plant and OSHA safety policies and regulations. Supervisory Responsibilities: None. Duties/Responsibilities: Provides advice and counsel to leaders, supervisors and employees on key human resources matters, issues and opportunities Leads EHS initiatives in plant (Safety Committee, incident investigations, safety training, etc). Provides HR support for all departments on recruiting, interviewing, benefits, compensation and employee relations issues and decisions. Schedules appointments, coordinates on-site interviews, prepares presentations, and manages confidential staffing reports. Conducts Investigations and works with Human Resources Manager and Director of Human Resources to ensure timely resolution on employee adherence of company policies. Supports management in the execution of organization improvement initiatives. Facilitates annual employee survey process and create gap closure plans. Provides support and coaching on various HR issues. Facilitates succession and workforce planning initiatives with business areas. Ensures Fair, Safe and Equitable Work Environments. Identifies and proposes solutions for work environment & improvement initiatives. Facilitates employee recruitment by posting jobs internally. Composes new hire packages; track, follow-up, and document. Works with Recruiting Team on the background screening process; track, follow-up and document. Delivers New Hire Orientation (including communication of benefits with all employees and coordinate enrollments. Supports the administration of the company's 401k plan and associated documentation including enrollments, eligibility and supports processes for hard ship loans and annual audits. Sets up and trains employees on payroll/ timekeeping system and enrollment process through system. Processes, tracks and sends notifications on FMLA and Workers Compensation leaves, issues and claims. Updates and communicates various HR practices, policies, procedures, laws and regulations to employees and management. Tracks incidents and accidents and maintain OSHA 300 log as required by law. Other duties as assigned. Required Skills/Abilities: Excellent Written and Verbal Communication Microsoft Office Software (Word, Excel, Access and PowerPoint) Must be task oriented, with the ability to adjust multiple priorities in a short period of time. Ability to interact with employees at all levels of the organization Ability to quickly build strong working relationships with business partners and colleagues Ability to communicate with other team members, visitors and employees in an effective, pleasant, courteous and tactful manner. Strong computer skills and strong experience with Windows, Excel, Word, and Microsoft Outlook. Working knowledge of Employment Law. A focus on continuous improvement and being committed to learning new HR practices Must be extremely organized, accurate and detail oriented English language proficiency to include verbal and written communication. Ability to work overtime as required. Must be able to pass all pre-employment screenings. Education and Experience: High School Diploma or GED. Minimum 4+ years experience in Human Resources role. Experience with ADP products or similar payroll processing software. PHR/SPHR Certification preferred.

About Company: "A World of Opportunities" Committed to an industry that combines innovation and responsibility, we embody our slogan on a daily basis: "A World of Opportunities". Trust, Reputation, Integrity and Rise are strong values that make up Clayens' DNA! Job Summary: Provides day-to-day support to the Management Team and performs various HR administrative duties. Duties may include the following: employee relations, training, performance management, attendance tracking, staffing, payroll and benefit enrollments. Responsible for various administrative and customer service duties. Adheres to all plant and OSHA safety policies and regulations. Supervisory Responsibilities: None. Duties/Responsibilities: Provides advice and counsel to leaders, supervisors and employees on key human resources matters, issues and opportunities Leads EHS initiatives in plant (Safety Committee, incident investigations, safety training, etc). Provides HR support for all departments on recruiting, interviewing, benefits, compensation and employee relations issues and decisions. Schedules appointments, coordinates on-site interviews, prepares presentations, and manages confidential staffing reports. Conducts Investigations and works with Human Resources Manager and Director of Human Resources to ensure timely resolution on employee adherence of company policies. Supports management in the execution of organization improvement initiatives. Facilitates annual employee survey process and create gap closure plans. Provides support and coaching on various HR issues. Facilitates succession and workforce planning initiatives with business areas. Ensures Fair, Safe and Equitable Work Environments. Identifies and proposes solutions for work environment & improvement initiatives. Facilitates employee recruitment by posting jobs internally. Composes new hire packages; track, follow-up, and document. Works with Recruiting Team on the background screening process; track, follow-up and document. Delivers New Hire Orientation (including communication of benefits with all employees and coordinate enrollments. Supports the administration of the company's 401k plan and associated documentation including enrollments, eligibility and supports processes for hard ship loans and annual audits. Sets up and trains employees on payroll/ timekeeping system and enrollment process through system. Processes, tracks and sends notifications on FMLA and Workers Compensation leaves, issues and claims. Updates and communicates various HR practices, policies, procedures, laws and regulations to employees and management. Tracks incidents and accidents and maintain OSHA 300 log as required by law. Other duties as assigned. Required Skills/Abilities: Excellent Written and Verbal Communication Microsoft Office Software (Word, Excel, Access and PowerPoint) Must be task oriented, with the ability to adjust multiple priorities in a short period of time. Ability to interact with employees at all levels of the organization Ability to quickly build strong working relationships with business partners and colleagues Ability to communicate with other team members, visitors and employees in an effective, pleasant, courteous and tactful manner. Strong computer skills and strong experience with Windows, Excel, Word, and Microsoft Outlook. Working knowledge of Employment Law. A focus on continuous improvement and being committed to learning new HR practices Must be extremely organized, accurate and detail oriented English language proficiency to include verbal and written communication. Ability to work overtime as required. Must be able to pass all pre-employment screenings. Education and Experience: High School Diploma or GED. Minimum 4+ years experience in Human Resources role. Experience with ADP products or similar payroll processing software. PHR/SPHR Certification preferred.

The Human Resources Administrator is responsible for administering payroll and timekeeping functions with accuracy and confidentiality, while also coordinating recruitment and staffing activities to support the organization's workforce needs. This position requires strong attention to detail, compliance with applicable regulations, and the ability to interact professionally with employees, applicants, and management. About Us Wickham Tractor Co. is a fourth-generation, family-owned dealership with over 65 years of experience serving Northeast Colorado. Specializing in agricultural, powersports, light industrial, and lifestyle equipment, we operate five full-service locations built on a foundation of trust, innovation, and community. Our legacy is rooted in hard work and forward-thinking values, making us a company of choice for both customers and employees. We are dedicated to delivering unparalleled customer service and fostering a workplace culture grounded in integrity, teamwork, and growth. Essential Duties and Responsibilities: Payroll and Timekeeping Administration * Review, audit, and process employee timecards to ensure compliance with federal, state, and company policies. * Calculate monthly commission and bonus payments. * Prepare payroll for processing, ensuring accurate calculation of wages, overtime, deductions, and paid time off. * Maintain payroll records in accordance with company policies and legal requirements. * Monitor and reconcile attendance, leave, and timekeeping discrepancies, communicating with supervisors as necessary to ensure resolution. * Respond to employee inquiries regarding payroll, timekeeping, and related policies in a timely and professional manner. Recruitment and Staffing * Administer recruitment activities including posting job requisitions, reviewing applications, scheduling and coordinating interviews, and conducting reference checks. * Collaborate with hiring managers to define staffing requirements and develop sourcing strategies. * Support onboarding and orientation activities for new employees to ensure compliance with hiring policies. * Maintain applicant and recruitment records in compliance with company policies and employment laws. General Human Resources Support * Maintain and update employee records in compliance with company recordkeeping requirements. * Process employee transfers, changes in job classification, salary increases, and other related employment matters * Completes HRIS entries and maintains employee files electronically within the HRIS system * Assist with HR initiatives, audits, and compliance reporting as directed. * Provide administrative support for the Human Resources Department as required. * Performs other related duties as assigned Qualifications: * High School diploma required; Associate's or bachelor's degree in human resources, Business Administration, or related discipline preferred. * Minimum of two (2) years of experience in payroll administration. * Prior experience in recruitment and talent acquisition required, preferably in dealership operations or agricultural industry. * Knowledge of payroll systems, timekeeping applications, and HRIS platforms. ADP Workforce now is a plus. * Familiarity with applicable federal and state wage and hour laws and payroll compliance requirements. * Strong organizational skills with attention to detail, accuracy, and deadlines. * Ability to maintain strict confidentiality and exercise discretion in handling sensitive information. * Excellent interpersonal and communication skills. * Proficiency with Microsoft Office Suite (Excel, Word, Outlook). Why Join Us? * Be part of a team that supports the backbone of rural America * Competitive compensation and benefits * Opportunities for growth within a respected dealership network * A culture that values integrity, teamwork, and service Employee Benefits: Benefit conditions apply; waiting period may be required. Wickham Tractor Co. offers a competitive and comprehensive benefits package, including: * Competitive base compensation based on experience and qualifications * Medical, dental, and vision insurance * Health Savings Account (HSA) with company contribution * Flexible Savings Account (FSA) * Company-paid life insurance and long-term disability insurance * Employee Assistance Program (includes paid counseling, legal advice, and more) * 401(k) Retirement Savings Plan with company match * Christmas Club with company match and monthly compound interest * Paid Holidays and Paid Time Off * Employee Discount on tractors, UTVs, retail store items, and rentals * Uniform Benefit Compensation: $24.00 to $30.00 per hour, based on experience and qualifications Schedule: * 8-hour shift, Monday through Friday * May need to perform duties outside of regular business hours Physical Requirements: * Prolonged periods sitting at a desk and working on a computer. * Must be able to lift to 15 pounds at times. Work Location: * This is not a remote position. Requires to be in person at the dealership location Position Reports To: * HR Manager Wickham Tractor Co. is an Equal Opportunity Employer offering exciting and challenging opportunities for dynamic individuals who want to be part of the Ag industry. We appreciate and honor those who have served and encourage Veterans to apply. To be considered for this excellent opportunity and complete the application process, we ask that you copy and paste the following link to your web browser to complete a very short questionnaire. ********************************************** Job Type: Full-time

AWP is North America's leading traffic control specialist. Our team of 6,500 professionals helps secure 2,000 work zones every day - ensuring customer crews, drivers, and our teams get home safely. We protect those who operate, maintain, and upgrade infrastructure in the energy, broadband, and transportation sectors and provide traffic control for major events like the Boston Marathon. Since our founding in 1981, we have served customers through the talent of extraordinary team members committed to customer focus, growth, valuing each other, safety and quality, and a sense of urgency. Job Description The HR Coordinator plays a key role in supporting the day-to-day operations of the HR department at the home office. This position is responsible for assisting with HR administrative tasks, team member life cycle activities and HR programs. The ideal candidate is highly organized, detail-oriented, and possesses a strong sense of confidentiality and professionalism while going above and beyond to provide the highest quality customer service to both our internal and external customers. Support the onboarding and offboarding process for team members including new hire orientation, building tour, processing of new hires or separations within HRIS system Assist with maintaining accurate and up-to-date team member records in HRIS Ensure compliance with federal, state and local posting and minimum wage requirements for all 160+ locations Work closely with the total rewards and HRIS team on various projects as needed Serve as a first point of contact for team member questions regarding HR policies, procedures, and programs Assist in gathering HR related documents to subpoenas, audits, etc. Coordinate team member engagement initiatives, recognition programs and home office events Prepare HR reports, metrics, and documentation as needed, including but not limited to new hire, EEO or OES reporting Other duties as assigned Qualifications High school diploma or equivalent required; college degree preferred 1-3 years Human Resources experience preferred Ability to handle sensitive and confidential information with a high level of integrity Demonstrate a high degree of accuracy, attention to detail and excellent organizational skills Self-starter with the ability to prioritize and manage multiple tasks in a fast-paced environment Proficiency in Microsoft Office Suite (Word, Excel, Outlook); experience with HRIS systems preferred Strong communication and interpersonal skills and the ability to interact effectively with all levels of team members and management Additional Information Benefits-eligible 1st of the month following hire. All traditional benefits are offered, including 3 medical plan options and 2 dental plan options, as well as additional benefits such as Legal and Identity Shield, Accident, and Critical Illness Company paid 50k in basic life insurance. Company paid LTD. Health Savings and Flex Spending Accounts Available 401(k) Paid Time Off & Paid Holidays AWP named one of America's Greatest Workplaces 2023 for Diversity $55k to $60k based on experience, full time, exempt role AWP Safety is an Equal Opportunity Employer (EOE). Women, minorities, veterans, and individuals with disabilities are encouraged to apply. Qualified applicants will receive consideration for employment without regard to their race, color, age, religion, national origin, sex, sexual orientation, gender identity, protected veteran status or disability.

It's a great time to join the City of Boulder! Application Deadline: December 21, 2025 Compensation Details: Full Pay Range 85,155.20 - 126,505.60 Generally, the hiring range is from the minimum up to 80% of the range.This is a full-time salaried position. Scheduled Weekly Hours: 40 Benefit Eligibility Group: Non Union (30+ Hours) Locate the Benefit Eligibility Group value on the Employee Benefit Eligibility document to identify the benefits offered for this job. Summary: Under limited supervision, the Human Resources (HR) Generalist III supports the development, deployment, and maintenance of HR's core services and programs throughout the city organization. HR Generalists III work closely with all HR teams, as well as with the city's internal service teams, and have regular contact in city departments and directly with managers and employees. This position focuses on identifying, solutioning, and resolving both anticipated and unanticipated issues at all levels of the city-ensuring the continuity and consistent application of HR policies, procedures, and contractual obligations throughout the organization. Primary areas of focus include: 1. Develops, maintains, and evaluates tools for hiring managers that support hiring managers in reviewing and screening resumes for required competencies, skills, and experience, and full recruiting cycle. 2. Develops, documents, evaluates, and maintains thorough and compliant processes that support the advertising and job posting process, various pre-hire background check processes, and proper recordkeeping. 3. Ensures the recruiting processes are clearly communicated in tools, resources, and trainings and updated as necessary. 4. Partners with Department Leadership and Hiring Managers to establish their marketing statements. 5. Develops and maintains a framework to track department-related professional associations/organizations for additional posting locations of specific positions. 6. Develops a comprehensive "standard" package of places to post jobs to include reaching underrepresented populations. : ESSENTIAL DUTIES AND RESPONSIBILITIES * Lead employees and managers throughout the employee life cycle, by resolving manager and employee inquiries and issues, as well as transaction needs, with other HR teams. Support self-service for the HR Team by collaborating on tools and resources for the organization. * Provide consultative guidance and coaching for managers to ensure compliance with established policy and procedure. * Work collaboratively with all HR teams and key cross-functional groups to share knowledge of emerging issues and proactively deliver service to improve the employee or candidate experience. * Manage claim investigations, due process hearings, employee disciplinary actions, performance management needs, and involuntary terminations. * Coordinate the administration and implementation of all HR Department programs, as needed. May include research, gathering input for program development, targeting distribution of resources, evaluating consistency of program application, participating in HR or hiring events, reporting, or training. * Facilitate the review and design of business processes that support HR Department programs. * Collaborate with HR Teams and department stakeholders to identify training and resource support needs that reflect the city's priorities and business. Participate in leading practice and comparable research to build resources and align people with tools. Brainstorm, prepare, and review draft learning content. * Provides input on policy, procedure, programs, and training to strengthen and accomplish the goals of the department and the organization. * Evaluate, develop, document, and maintain thorough and complaint candidate selection and verification processes; establish relationships and processes for related third-party vendors. * Assist in providing interpretation and application of collective bargaining agreements as well as citywide policies, practices, and procedures. * Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. * Provide training, guidance, support, and thought partnership to emerging HR professionals in the department. * Collect data, maintain databases and tracking systems, and prepare reports to identify trends. * Perform miscellaneous job duties as assigned. MINIMUM QUALIFICATIONS * Ability to look for detail and navigate application in compliance-focused situations. * Ability to manage competing priorities in a fast-paced environment and to drive achievement of team objectives. * Ability to analyze data and synthesize routine or complex information into report or narrative format. * Ability to convey strong messages and stories on behalf of HR, focused on employee growth and leader effectiveness. * Ability to develop positive, productive relationships-cultivating mutual respect and trust. * Ability to communicate effectively with a variety of types of stakeholders, both in writing and verbally. * Ability to interpret requests from employees and managers and apply policy and procedure. * Knowledge of Human Resources practices, procedures, policies, employment laws, and regulations. * Knowledge of core HR service areas, including benefits, compensation, employee relations, labor relations, learning, and talent. * Skill in critical thinking and creative approaches to problem-solving. * Have and maintain acceptable background information, including criminal conviction history. PREFERRED QUALIFICATIONS * Ability to speak, read, and write Spanish or a second language. * Knowledge of Workday HCM module. * Knowledge of and practical experience with labor unions. * SHRM-CP or PHR certification. * At least two (2) years of experience supporting HR functions in the public sector. REQUIRED EDUCATION AND EXPERIENCE * Bachelor's degree in Human Resources, Business Administration, Public Administration, or a related field from an accredited institution; or equivalent of eight (8) years related experience may substitute for the educational requirement only. * At least five (5) years of professional HR experience. SUPERVISION Supervision Received: Human Resources Senior Manager Supervision Exercised: None WORKING CONDITIONS AND REQUIREMENTS Sufficient clarity of speech and hearing or other communication capabilities that permits the employee to communicate effectively on the telephone and in person. Sufficient vision or other powers of observation that permits the employee to review, evaluate and prepare a variety of written documents and materials. Sufficient manual dexterity that permits the employee to operate computer equipment and other office equipment. Sufficient personal mobility and physical reflexes, which permits the employee to work in an office setting. Work may include extended periods of time viewing a computer video monitor and/ or operating a keyboard. Ability to work under stress from demanding deadlines, leadership contact, and changing priorities and conditions. Additional Job Description: Last updated: June 2025 The City of Boulder is committed to a diverse and inclusive workplace. We are an equal opportunity employer and do not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected statute. For individuals with disabilities who would like to request an accommodation, please send a request to **********************************.

About Company: "A World of Opportunities" Committed to an industry that combines innovation and responsibility, we embody our slogan on a daily basis: "A World of Opportunities". Trust, Reputation, Integrity and Rise are strong values that make up Clayens' DNA! Job Summary: Provides day-to-day support to the Management Team and performs various HR administrative duties. Duties may include the following: employee relations, training, performance management, attendance tracking, staffing, payroll and benefit enrollments. Responsible for various administrative and customer service duties. Adheres to all plant and OSHA safety policies and regulations. Supervisory Responsibilities: None. Duties/Responsibilities: Provides advice and counsel to leaders, supervisors and employees on key human resources matters, issues and opportunities Leads EHS initiatives in plant (Safety Committee, incident investigations, safety training, etc). Provides HR support for all departments on recruiting, interviewing, benefits, compensation and employee relations issues and decisions. Schedules appointments, coordinates on-site interviews, prepares presentations, and manages confidential staffing reports. Conducts Investigations and works with Human Resources Manager and Director of Human Resources to ensure timely resolution on employee adherence of company policies. Supports management in the execution of organization improvement initiatives. Facilitates annual employee survey process and create gap closure plans. Provides support and coaching on various HR issues. Facilitates succession and workforce planning initiatives with business areas. Ensures Fair, Safe and Equitable Work Environments. Identifies and proposes solutions for work environment & improvement initiatives. Facilitates employee recruitment by posting jobs internally. Composes new hire packages; track, follow-up, and document. Works with Recruiting Team on the background screening process; track, follow-up and document. Delivers New Hire Orientation (including communication of benefits with all employees and coordinate enrollments. Supports the administration of the company's 401k plan and associated documentation including enrollments, eligibility and supports processes for hard ship loans and annual audits. Sets up and trains employees on payroll/ timekeeping system and enrollment process through system. Processes, tracks and sends notifications on FMLA and Workers Compensation leaves, issues and claims. Updates and communicates various HR practices, policies, procedures, laws and regulations to employees and management. Tracks incidents and accidents and maintain OSHA 300 log as required by law. Other duties as assigned. Required Skills/Abilities: Excellent Written and Verbal Communication Microsoft Office Software (Word, Excel, Access and PowerPoint) Must be task oriented, with the ability to adjust multiple priorities in a short period of time. Ability to interact with employees at all levels of the organization Ability to quickly build strong working relationships with business partners and colleagues Ability to communicate with other team members, visitors and employees in an effective, pleasant, courteous and tactful manner. Strong computer skills and strong experience with Windows, Excel, Word, and Microsoft Outlook. Working knowledge of Employment Law. A focus on continuous improvement and being committed to learning new HR practices Must be extremely organized, accurate and detail oriented English language proficiency to include verbal and written communication. Ability to work overtime as required. Must be able to pass all pre-employment screenings. Education and Experience: High School Diploma or GED. Minimum 4+ years experience in Human Resources role. Experience with ADP products or similar payroll processing software. PHR/SPHR Certification preferred.

It's a great time to join the City of Boulder! Application Deadline: December 26, 2025 Compensation Details: Full Pay Range 85,155.20 - 126,505.60 Generally, the hiring range is from the minimum up to 80% of the range.This is a full-time salaried position. Scheduled Weekly Hours: 40 Benefit Eligibility Group: Non Union (30+ Hours) Locate the Benefit Eligibility Group value on the Employee Benefit Eligibility document to identify the benefits offered for this job. Summary: Under limited supervision, the Human Resources (HR) Generalist III supports the development, deployment, and maintenance of HR's core services and programs throughout the city organization. HR Generalists III work closely with all HR teams, as well as with the city's internal service teams, and have regular contact in city departments and directly with managers and employees. This position focuses on identifying, solutioning, and resolving both anticipated and unanticipated issues at all levels of the city-ensuring the continuity and consistent application of HR policies, procedures, and contractual obligations throughout the organization. 1. Assists the Employee & Labor Relations Senior Manager in providing interpretation and application of collective bargaining agreements and provide guidance to managers regarding labor relations according to each union's contractual requirements. 2. Supports departmental performance management needs, including disciplinary actions, demotions, and involuntary terminations; coordinate with the Employee & Labor Relations Senior Manager and Deputy Director when needs arise for legal interpretation or legal advice. 3. Performs inquiries related to complaints or investigations of significant employee relations issues, make recommendations on resolution, facilitate implementation of CHRO-determined outcomes, and coordinate all supporting documentation and communication-including due process and hearing requirements, if necessary. 4. Acts as the "front line" in helping to deliver HR Department programs, especially those identified as high priorities in the HR Workplan, to departments. Assist in the administration and implementation of programs, including those related to benefits, compensation, learning, systems, and talent. Assistance may include research, gathering input for program development, targeting distribution of resources, evaluating consistency of program application, reporting, or training. : ESSENTIAL DUTIES AND RESPONSIBILITIES * Lead employees and managers throughout the employee life cycle, by resolving manager and employee inquiries and issues, as well as transaction needs, with other HR teams. Support self-service for the HR Team by collaborating on tools and resources for the organization. * Provide consultative guidance and coaching for managers to ensure compliance with established policy and procedure. * Work collaboratively with all HR teams and key cross-functional groups to share knowledge of emerging issues and proactively deliver service to improve the employee or candidate experience. * Manage claim investigations, due process hearings, employee disciplinary actions, performance management needs, and involuntary terminations. * Coordinate the administration and implementation of all HR Department programs, as needed. May include research, gathering input for program development, targeting distribution of resources, evaluating consistency of program application, participating in HR or hiring events, reporting, or training. * Facilitate the review and design of business processes that support HR Department programs. * Collaborate with HR Teams and department stakeholders to identify training and resource support needs that reflect the city's priorities and business. Participate in leading practice and comparable research to build resources and align people with tools. Brainstorm, prepare, and review draft learning content. * Provides input on policy, procedure, programs, and training to strengthen and accomplish the goals of the department and the organization. * Evaluate, develop, document, and maintain thorough and complaint candidate selection and verification processes; establish relationships and processes for related third-party vendors. * Assist in providing interpretation and application of collective bargaining agreements as well as citywide policies, practices, and procedures. * Maintain knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law. * Provide training, guidance, support, and thought partnership to emerging HR professionals in the department. * Collect data, maintain databases and tracking systems, and prepare reports to identify trends. * Perform miscellaneous job duties as assigned. MINIMUM QUALIFICATIONS * Ability to look for detail and navigate application in compliance-focused situations. * Ability to manage competing priorities in a fast-paced environment and to drive achievement of team objectives. * Ability to analyze data and synthesize routine or complex information into report or narrative format. * Ability to convey strong messages and stories on behalf of HR, focused on employee growth and leader effectiveness. * Ability to develop positive, productive relationships-cultivating mutual respect and trust. * Ability to communicate effectively with a variety of types of stakeholders, both in writing and verbally. * Ability to interpret requests from employees and managers and apply policy and procedure. * Knowledge of Human Resources practices, procedures, policies, employment laws, and regulations. * Knowledge of core HR service areas, including benefits, compensation, employee relations, labor relations, learning, and talent. * Skill in critical thinking and creative approaches to problem-solving. * Have and maintain acceptable background information, including criminal conviction history. PREFERRED QUALIFICATIONS * Ability to speak, read, and write Spanish or a second language. * Knowledge of Workday HCM module. * Knowledge of and practical experience with labor unions. * SHRM-CP or PHR certification. * At least two (2) years of experience supporting HR functions in the public sector. REQUIRED EDUCATION AND EXPERIENCE * Bachelor's degree in Human Resources, Business Administration, Public Administration, or a related field from an accredited institution; or equivalent of eight (8) years related experience may substitute for the educational requirement only. * At least five (5) years of professional HR experience. SUPERVISION Supervision Received: Human Resources Senior Manager Supervision Exercised: None WORKING CONDITIONS AND REQUIREMENTS Sufficient clarity of speech and hearing or other communication capabilities that permits the employee to communicate effectively on the telephone and in person. Sufficient vision or other powers of observation that permits the employee to review, evaluate and prepare a variety of written documents and materials. Sufficient manual dexterity that permits the employee to operate computer equipment and other office equipment. Sufficient personal mobility and physical reflexes, which permits the employee to work in an office setting. Work may include extended periods of time viewing a computer video monitor and/ or operating a keyboard. Ability to work under stress from demanding deadlines, leadership contact, and changing priorities and conditions. Additional Job Description: Last updated: June 2025 The City of Boulder is committed to a diverse and inclusive workplace. We are an equal opportunity employer and do not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected statute. For individuals with disabilities who would like to request an accommodation, please send a request to **********************************.