Description:
Position Summary
The Human Resources Manager is responsible for directing the planning, development, implementation, administration, and budgeting of human resources functions including, but not limited to: employment, recruitment, employee relations, EEO, Visa processing (H1B), contract labor, compensation and benefits, and organizational development. Develop and drive creative HR initiatives and activities. Advise company management in human resources policy and program matters.
Essential Duties and Responsibilities

The essential functions include, but are not limited to the following:

• Oversee and manage the Human Resources department; plan, organize, and control all activities of the department to ensure efficient and accurate workflow, includes direct supervision and management of staff
• Develop and administer human resources plans and procedures for all company personnel; provide leadership and direction in the development of short- and long-range plans for the company
• Take a leadership role in development of department goals, objectives, and systems
• Gather, interpret, and prepare data for studies, reports, and recommendations
• Implement and annually update compensation programs; conduct annual salary surveys and develop merit pool and other increases, analyze compensation, monitor performance evaluation program and revise as necessary
• Develop, recommend, and implement personnel policies and procedures, recommend new approaches, policies, and procedures to effect continual improvement in efficiency of the company, department and services performed: Prepare and maintain the corporate policy manual, employee handbook and employee benefits guide
• Perform benefit administration to include selection and monitoring of benefit programs, claims resolution, invoice approval, and annual re-evaluation of policies for cost effectiveness, utility, and cash flow, provide employee assistance in resolution of benefits matters when necessary
• Manage all workers’ compensation claims for the company and provide annual information for workers’ compensation audit
• Conduct open enrollment in benefit programs on an annual basis
• Provide (and as appropriate oversee) employee orientation on policies, benefits and programs and to foster positive attitude toward organizational objectives, ensure enrollment of new employees in various benefit programs
• Develop and maintain affirmative action program: file EEO-1 annually, maintain other records, reports, and logs to conform to EEO regulations
• Select and implement training of Human Resources employees, company managers and employees on an annual basis, including training on ADA compliance and other training as required such as to inform them of changes to laws, policies and procedures as they arise
• Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes
• Develop, administer, and evaluate applicant tests.
• Supervise payroll administration including benefits, taxes, and other payroll-related withholdings and remittances
• Post required notices and bulletins on employment, safety and benefit-related matters in connection with laws and regulations and update regularly
• Administer company scholarship program awards
• Review employee separation notices and related documentation and ensure exit interviews are conducted timely and identify reasons for separation
• Establish and maintain department records and reports: ensure Federal, State and local compliance regarding record keeping and personnel matters, including ERISA and DOT compliance
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures
• Coordinate with third party benefits and payroll providers regularly
• Support annual audit of profit sharing and 401(k) plan by responding to external auditors’ requests for information and questions
• Coordinate department activities with other departments and agencies as needed; exercises independent judgment and a collaborative approach in the performance of other general duties not associated with the Human Resources function
• Perform other duties as assigned

Requirements:

Minimum Qualifications (Knowledge, Skills, and Abilities)

• Bachelor’s degree in Business, Human Resources Management or related field preferred
• A minimum of five years related HR experience, at least three of these years in a management role
• Broad generalist background including coaching and counseling, performance management, employee involvement, teambuilding, as well as compensation and benefits
• Thorough knowledge of HR principles and federal/local regulations
• Considerable knowledge of modern policies and practices of public personnel administration and personnel law; thorough knowledge of employee compensation, benefits, budgetary practices, risk management, and safety practices
• Experience in implementing and administering performance programs
• Demonstrated success in recruiting and retaining diverse employee talent, including creating and implementing recruitment strategies
• Exceptional project and personnel management skills
• Excellent ability to multi-task, prioritize, and see tasks through to completion
• Proficiency in MS Word, Excel and Power Point; experience with Paylocity and Ascensus platforms a plus
• Exhibit extraordinary discretion, flexibility, and willingness to work closely with senior management team

Benefits:

• Retirement plan
• Life insurance
• Health insurance
• Dental insurance
• Vision insurance
• Other supplemental insurance programs
• Paid time off
• Health Savings account or Flexible spending account

Schedule:
Monday to Friday 8 AM-5 PM
Ability to commute/relocate:
Denver, CO 80216. Reliably commute or planning to relocate before starting work (Required)
The company is an Equal Opportunity Employer, drug free workplace, and complies with ADA regulations as applicable

• Oversee and manage the Human Resources department; plan, organize, and control all activities of the department to ensure efficient and accurate workflow, includes direct supervision and management of staff
• Develop and administer human resources plans and procedures for all company personnel; provide leadership and direction in the development of short- and long-range plans for the company
• Take a leadership role in development of department goals, objectives, and systems
• Gather, interpret, and prepare data for studies, reports, and recommendations
• Implement and annually update compensation programs; conduct annual salary surveys and develop merit pool and other increases, analyze compensation, monitor performance evaluation program and revise as necessary
• Develop, recommend, and implement personnel policies and procedures, recommend new approaches, policies, and procedures to effect continual improvement in efficiency of the company, department and services performed: Prepare and maintain the corporate policy manual, employee handbook and employee benefits guide
• Perform benefit administration to include selection and monitoring of benefit programs, claims resolution, invoice approval, and annual re-evaluation of policies for cost effectiveness, utility, and cash flow, provide employee assistance in resolution of benefits matters when necessary
• Manage all workers’ compensation claims for the company and provide annual information for workers’ compensation audit
• Conduct open enrollment in benefit programs on an annual basis
• Provide (and as appropriate oversee) employee orientation on policies, benefits and programs and to foster positive attitude toward organizational objectives, ensure enrollment of new employees in various benefit programs
• Develop and maintain affirmative action program: file EEO-1 annually, maintain other records, reports, and logs to conform to EEO regulations
• Select and implement training of Human Resources employees, company managers and employees on an annual basis, including training on ADA compliance and other training as required such as to inform them of changes to laws, policies and procedures as they arise
• Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes
• Develop, administer, and evaluate applicant tests.
• Supervise payroll administration including benefits, taxes, and other payroll-related withholdings and remittances
• Post required notices and bulletins on employment, safety and benefit-related matters in connection with laws and regulations and update regularly
• Administer company scholarship program awards
• Review employee separation notices and related documentation and ensure exit interviews are conducted timely and identify reasons for separation
• Establish and maintain department records and reports: ensure Federal, State and local compliance regarding record keeping and personnel matters, including ERISA and DOT compliance
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures
• Coordinate with third party benefits and payroll providers regularly
• Support annual audit of profit sharing and 401(k) plan by responding to external auditors’ requests for information and questions
• Coordinate department activities with other departments and agencies as needed; exercises independent judgment and a collaborative approach in the performance of other general duties not associated with the Human Resources function
• Perform other duties as assigne