Colorado Nonprofit Association

Human Resources Generalist


“Seeking to put God’s love into action, Pikes Peak Habitat for Humanity brings people together to build
homes, communities, and hope.”



The Human Resources Generalist is responsible for the oversight of all PPHFH human
resources, including recruiting and supervising HR project volunteers, as
Working with leadership, the Human
Resources Generalist ensures that PPHFH has the right people, in the right
jobs, with the right skills and abilities, with a true sense of personal value,
and a commitment to providing high quality service in a safe environment. The
Human Resources Generalist also has the ultimate authority for ensuring PPHFH complies
with all federal and state employment laws. The Human Resources Generalist is a
key member of the management team and exercises independent judgment and
discretion over human resource matters for PPHFH.


This position requires a mission-focused motivated team member who enjoys being part of a multi-faceted
organization that works with the team members to be the best they can be in uplifting
each other with dignity while actively demonstrating PPHFH’s mission in this role.



1. Human Resources: Under the direction of the COO, supports leadership in recruiting, training, motivating, and
retaining a diverse workforce that provides high quality service to PPHFH programs
and team members through administration of staffing, employee compensation and
benefits, employee training including DEI, and the employee performance review
process as well as oversees the organization’s safety team and acts as business
office safety coordinator.


· Staffing 

o Per COO’s recommendations: Lead recruitment and
staffing initiatives, ensuring timely staffing fulfillment and statutory
regulation compliance, Equal Employment Opportunity

o Perform background checks 

o Establish and maintain HR records, reports,
organization charts, affiliate contact lists, and employee personnel records

o Develop, implement, update, and administer employee
personnel policies and procedures proposed by legal counsel and PPHFH and HFHI

o Provide guidance and counsel regarding policy
administration, including dispute resolution and positive discipline in
coordination with leadership

o Point of contact, along with COO, with personnel law
attorney as needed to review handbook, personnel issues, position descriptions,
and personnel law changes

o Conduct employee termination process upon CEO’s
authorization to terminate

o In tandem with the leadership team, coordinate quarterly
all-staff meetings, as well as staff recognition and appreciation events, as


· Compensation Administration 

o Perform job review, wage and compensation analysis as
needed during recruitment process

o Maintain current market wage compensation trends and
relatable information, participating in salary surveys and conducting research,
as needed

o Review and advise leadership on compensation structure,
compensation plans, and bonus awards, as needed

o Meet and communicate with Director of Finance as
needed to ensure timely and adequate annual budget of wages and benefits

· Payroll processing  

o Process semi-monthly payroll via third party 

o Reconcile and remit 401(k) or other retirement program

o Reconcile and remit garnishments  

o Open and close necessary employer tax and any other
payroll accounts, as needed

o Provide third party necessary tax correspondence(s) 


· Benefits Administration 

o Consult with benefit brokers and retirement plan third
party administrator to review and analyze existing benefits, compare competing
proposals, and present to leadership team. Also, work with brokers on annual
open enrollment

o Periodically review employee benefits and benefit
documents to ensure compliance with state and federal employment laws and

o Provide orientation and continuing benefit information
to employees, as needed

o Maintain personnel benefit files 

o Administer all employee benefits 

§ 401(k) and related annual 5500 filing 

§ Coordinate with third party administrator, as needed 

§ Flexible spending accounts 

§ Health/Dental/Vision/Life insurance 

§ Direct deposit  

§ Community giving deductions 

§ Vacation/sick leave and holidays 

§ Workers Compensation (includes annual audit) 


· Employee Survey: Create/conduct/coordinate annual
staff satisfaction survey


· Employee Training and Professional Development 

o Coordinate new employee orientation for all staff,
AmeriCorps, and interns; order business cards and name badges, order initial
work area supplies including work-related apparel

o As part of new-employee onboarding, manage: IT vendor to establish email addresses
including inclusion in appropriate email distribution lists as well as setting
up new computers and establishing remote access; using telecommunications
vendor portal, set up on-desk phone access, as needed; work with the accountant
to order and set up cellphone access

o Identify and suggest to leadership team professional
development opportunities of quality, applicability, accessibility to include:
personnel management for managers; trainings that create pathways for upward
mobility for all employee, AmeriCorps, and intern orientations

o Responsible for the creation, launch, and continuing
DEI education, including facilitated all-staff trainings and retreats


· Performance Reviews 

o Update and coordinate annual performance review system 

o Create and coordinate manager training opportunities  

o Periodically review process for legal and regulatory


2. Risk Mitigation: In coordination with the COO, this position oversees the
organization’s risk mitigation regarding insurance coverage and claims
prevention, as well as coordinates safety programs for the main business


· Federal, State and HFHI Policy and Procedures Oversight 

o Participate in local and statewide HR roundtables,
seminars, and webinars as well as HFHI professional development opportunities
regarding upcoming federal and state personnel laws

o Monitor and manage HFHI compliance regarding personnel
policies and procedures (i.e. Safeguarding, Policy 34), ensuring compliance of
all staff and key volunteers recertifying annually


· Safety Coordinator 

o Oversee Safety Coordinators on construction, repair
and ReStore sites

o Act as designated business office Safety Coordinator
to include coordinating annual fire dept inspection and ensuring that
recommendations are implemented; ensuring safety equipment is available and
current (fire extinguishers, AED, First Aid)

o Coordinate quarterly safety meetings with COO 

o Provide training to office staff on proper safety
techniques and oversee First Aid and CPR trainings and keeping kits updated
across the organization

o Provide administrative support for the construction
department as related to safety issues

o Annual review of safety manual and update practices as
needed by legal, OSHA, workers compensation, HFHI’s Competent Person
certification and best practice requirements

o Promptly inform COO of any safety concerns and
incidents so leadership may respond accordingly in a timely manner

o Coordinate with COO the annual review and update of
the organization’s Crisis Communication Plan

o OSHA Reporting 

o Promptly update worker compensation claims in the OSHA

o Assure workers compensation and OSHA claims are both
submitted and recorded in appropriate reporting databases in a timely manner.




· Exercise discretion and independent judgment on matters of significance to PPHFH 

· Thorough knowledge of state and federal regulations concerning employment practices 

· Self-motivated, able to work independently with minimal supervision and able to proactively and
creatively initiate, follow through on and complete tasks in a timely manner

· Willing and able to handle concurrent tasks 

· Ability to maintain a high level of confidentiality 

· Experience in documenting, assisting, and reporting mediations and investigations 

· Excellent written, verbal, and interpersonal communication skills 

· Strong organizational, administrative skills, and attention to detail 

· Capacity to work with frequent interruptions 

· Uses discretion when handling sensitive information  

· Performs as a team player in an ecumenical environment 

· Diplomacy in dealing with interdepartmental colleagues and public 

· Able to work with people from a diverse range of cultures and backgrounds 

· Proficient payroll software (Mosaic preferred) 

· Knowledge in Word Press preferred to update website career page 

· Occasional flexibility to work longer hours, evenings and weekends, as needed 

· Able to make a commitment to the mission and values of Habitat for Humanity 

· Bilingual is a plus, though not required 




· BA/BS degree preferably
with a concentration in Human Resource Management or related experience

· SHRM certified or
similar certification and payroll processing and accounting knowledge desirable

· Experience with facility management 





· The HR Generalist shall: 

o Be in agreement with this position description 

o Be in agreement with the policies and ethical
guidelines of Pikes Peak Habitat for Humanity

o Be in agreement with federal and state employment laws
and ensure PPHFH compliance with such laws

o Be accountable and report directly to the COO 

o And perform other tasks as assigned 



The physical demands described here are representative of
those that must be met by an employee to successfully perform the essential functions of this job.
Reasonable accommodations may be made to enable individuals with disabilities
to perform the essential functions.


While performing the duties of this job, the employee is occasionally required to stand; walk;
sit; use hands to finger, handle, or feel objects, tools, or controls; reach
with hands and arms; climb stairs; balance; stoop, kneel, crouch or crawl; talk
or hear; taste or smell. The employee must occasionally lift, twist, and/or
move up to 40 pounds. Specific vision abilities required by the job include
close vision, distance vision, color vision, peripheral vision, depth
perception, and the ability to adjust focus.



Work environment characteristics described here are representative of those that must be met by
an employee to successfully perform the essential functions of this job. This
position will require sitting at a desk for most of the day, and the ability to
type. Should be able to climb stairs, safely navigate parking lots, navigate
active warehouse and construction sites for staff meetings and other staff
activities including to access offices, meeting, special events and work rooms
in a building(s), without an elevator. A workspace designated solely for them
is provided. Necessary office furnishings, equipment and supplies will be
provided by Pikes Peak Habitat. While performing the duties of this job, the
employee may periodically be required to work outdoors and would be exposed to
weather conditions prevalent at the time. The noise level in the work
environment is usually moderate.


From time-to-time the employee may be asked to travel for professional development opportunities
on Pikes Peak
Habitat business, at the affiliate’s expense.  



Work Location: The nature and responsibilities of this position are such that
the position is eligible for hybrid worksite arrangements after
completion of training, with a minimum of 3.0 days in office and the remainder
working from home or telecommuting, on a consistent or recurring basis. Working
remotely is not a guarantee as it is a privilege and may be revoked. The
position will be based at the affiliate’s business office in Colorado Springs,



Our commitment to Equity, Diversity, and Inclusion in the Workplace: Pikes Peak
Habitat for Humanity
is an equal opportunity employer. Candidates from diverse backgrounds are
encouraged to apply and are considered for employment on merit alone without
to race (including characteristics associated with race such as
hair texture, hair type, and protective hairstyles), color, religion, sex,
sexual orientation, gender identity, transgender status, national origin,
disability, pregnancy, age (40 or older), genetic information (including family
medical history), marital status, military status, lawful conduct outside of
work, membership or non-membership in a labor organization, or status in any
other group protected by federal, state or local law.




1) FLSA Classification: This position is non-exempt
according to guidelines of the Fair Labor Standards Act and, as such, an
individual in this position is eligible to receive overtime pay.


2) Full- or Part-Time: This position is full-time
in nature.
An individual in this position will regularly work a schedule consisting of 40 hours per week.  


3) Schedule: For PPHFH, the usual business days are Monday
through Friday, holidays excepted, and usual business hours are from 8:30 A.M.
to 5:00 P.M. Mountain Time Zone.