Colorado Nonprofit Association

Director of Human Resources

Position:          Director of Human Resources                                
Classification:        Exempt
Location:          Colorado Health Network; Denver, CO
Starting Salary:        $94,363 annually          

Position Summary: The Director of Human Resources will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department including the Human Resources Generalist and Coordinator/Executive Assistant, ensuring legal compliance and implementation of Colorado Health Network Inc.’s mission and talent strategy.

Vaccination Information: It is an essential function and business necessity of the job that all employees are vaccinated against Influenza and COVID-19 and that all new hires will be required to be vaccinated within four weeks of hire. CHN requires proof of vaccination as this is a business necessity of the job. CHN will discuss reasonable exemptions for medical and religious purposes. If CHN considers making an offer of employment, CHN will inquire about vaccination status at that time.

Essential Job Functions:
Supervisor Duties and Responsibilities
    Mentor Human Resources Generalist(s), Coordinator(s) and other team members
    Recruit, interview, hire, and train new staff in the department, while providing clear performance management to existing staff
    Oversee and ensure cross-training for daily workflow of the department; must be able to fill in where needed tactically
Duties/Responsibilities – HR
    Collaborates with senior leadership to understand the organization’s goals and strategy related to staffing, recruiting, retention, training and development
    Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s Inclusivity, Diversity, Equity and Accessibility (IDEA) goals, human resource compliance and strategy needs
    Administers or oversees the administration of human resource programs with IDEA perspective including, but not limited to, compensation, benefits, and leave; disciplinary matters; disputes and investigations; performance and talent management; culture, productivity, engagement, recognition, and morale; occupational health and safety; and training and development
    Identifies staffing and recruiting needs; develops and executes best IDEA practices for hiring and talent management
    Administers or oversees the timely processing of employee payroll
    Advance organizational IDEA strategies, goals, objectives and work plans that create, celebrate and sustain a highly qualified and diverse work culture 
    Advocate the importance and value of an inclusive, diverse, equitable and accessible environment, and engage employees at all levels to build a welcoming and inclusive culture
    Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system
    Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance and ensure internal equity with IDEA, including but not limited to employee handbook
    Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to executive management
    Manages carrier relationships, including resolution of cases
    Processes unemployment claims; prepares for and attends unemployment hearings, when needed
    Coordinates required annual filings including, but not limited to the IRS Form 5500
    Manage EEOC reporting
    Develops and implements departmental budget
Duties/Responsibilities Training Strategy & Planning
    Identifies and assesses HR related training needs within the organization and coordinates individual and/or group trainings
    Develop and implement a comprehensive training strategy aligned with the organization’s goals, values, and priorities.
    Develop CHN academy and leadership academy for the statewide organization to provide training and professional development for staff. 
    Conduct needs assessments and identify training gaps to determine priorities and focus areas for training initiatives.
    Collaborate with executive leadership and department heads to establish training objectives, metrics, and timelines.
    Provide trainings to meet grant requirements and skill competence to the staff.  Provide trainings to support private and federal funding compliance/requirement. Professional development training to support staff retention and up-skills.

This list is not meant to be a comprehensive list of job duties. Other duties may be assigned.

Director of Human Resources 3-5 years of experience as Human Resources Manager and/or 5+ years as a Human Resources Business Professional working with executive leadership

    Bachelor’s Degree in HR Management or a related field; or equivalent combination of education & experience.
    Certified Professional in Human Resources (PHR) or Certified Senior Professional in Human Resources (SPHR), preferred

Software Utilized: 
Experience with web-based payroll processing applications; experience working with basic office and database computer programs, including familiarity with Microsoft Outlook, Word, Excel and the internet.   

Knowledge, Skill and Ability: 
Understanding of HR Laws and business-related laws. Knowledge of payroll cycle/processing. Cultural Competency/Sensitivity skills. Excellent communication, client relations and management skills. Highly organized and detail oriented. This position requires personal and professional accountability; self-management and initiative; dedication to quality improvement, professional integrity and research ethics and cultural competency. Must demonstrate accuracy, efficiency and excellent organizational skills. Must demonstrate effectiveness in the following areas:  task management; teamwork; time management; and communication with teams, managers, clients, and company consultants.

Material and Equipment Directly Used: 
Works with standard office equipment including computer workstation, printers, copiers, scanners and fax machine. Works with word processing software, spreadsheet applications, and presentation software. Communicates with clients and vendors using the telephone, e-mail, the Internet, and fax. 

Physical Demands and Work Conditions: 
Works in an office environment. May travel to offsite locations.  

Willingness and ability to work with diverse populations – persons with HIV, the LGBTQ community, persons of various ethnic backgrounds, and disenfranchised communities. 

As employees of a charitable organization, all CHN staff share the responsibility of serving as ambassadors for the organization in the community.  This can be achieved by fostering the development of relationships with potential constituents/donors as well as by participating in CHN events/activities in a way that is meaningful to each employee.