Human Resources Manager- Downtown Denver Partnership

Job Details

Level

Experienced
Job Location

USA-CO-Denver
Position Type

Full Time
Job Shift

Day
Education Level

4 Year Degree
Job Category

Human Resources

Description

DOWNTOWN DENVER PARTNERSHIP

“Every day is our chance to make Downtown Denver a little better”

– and that is what we have been doing since 1955.

Do you have a passion for Downtown Denver?

Do you consider yourself an urban enthusiast?

The Downtown Denver Partnership may be the place for YOU!

ABOUT THE JOB

Under the supervision of the Vice President of Finance and Administration, the Human Resources Manager will be responsible for managing and implementing organization wide HR related strategies to attract, build, promote, develop and retain a diverse and highly competent workforce. This position will be responsible for the implementation of a team-oriented culture that emphasizes quality, continuous learning, team collaboration, and high performance.

This position is a functional management position supporting supervisors and staff and will participate with leadership in providing the Downtown Denver Partnership with all HR support in the following areas: recruitment; new hire processing and training; HR records management; HRIS database administration; benefits and compensation; performance management and review process; policy development and administration; best practices and legal compliance with employment laws and licensing regulations; employee safety programs; employee training programs; employee relations; employee engagement and retention; and human resource planning, development and training. This position is also responsible for the processing of payroll for all employees.

WHAT YOU WILL BE DOING

  • Implementing effective recruitment and hiring processes that ensure legal and policy compliance, diversity and placement of high quality team members per organization procedures.
  • Ensuring agency practices and documentation relating to staff are compliant with all legal and policy requirements.
  • Developing and implementing personnel policies and procedure, including the preparation and updates of the employee handbook.
  • Implementing an effective training program to on-board new employees, meet training compliance standards, promote agency culture, and support agency initiatives.
  • Managing agency’s Evolution Training program and its Learning Management System
  • Actively participating in the agency’s Wellness / Healthy Lifestyles Committee and the agency’s Employee Activity Council.
  • Leading key initiatives to promote and achieve a culture of service excellence and employee engagement.
  • Developing employee recognition strategies to include reviewing, evaluating and making recommendations for departmental recognition programs.
  • Strategically collaborating with and building relationships across work groups and teams.
  • Gathering and evaluating key performance, productivity, and engagement metrics, surveys staff and encourages staff involvement in initiative development, and participating in ongoing analysis of key data identifying trends.
  • Providing coaching to supervisors and staff as needed in employee relations matters.
  • Facilitating corrective action and/or termination activities with support from the VP-Finance, CEO and Legal Counsel as needed.
  • Managing and resolving complex employee relations issues by conducting effective, thorough and objective investigations. Reporting findings to VP-Finance, CEO and Legal Counsel as requested.
  • Coordinating the performance evaluation system for all staff including monitoring due dates and ensuring that performance evaluations are completed in a timely and thorough manner across the Agency.
  • Managing agency’s total compensation program including implementation and monitoring of salary grade levels and employee benefits program that supports agencies’ strategic plans, staff retention, and development goals and ensures legal compliance.
  • Managing HRIS database system and providing all necessary reports.
  • Managing and reporting for all third-party personnel file audits and request for records.
  • Processing bi-weekly payroll and ensuring compliance with all payroll regulations and laws
  • Managing workers’ compensation program.
  • Participating in Team meetings to coordinate HR activities with programs, assist with overall agency goals, and be mindful of the agency’s mission and vision.
  • Other duties may be assigned

WHAT YOU ARE REQUIRED TO HAVE

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Education/Experience:

  • Bachelor’s Degree in a related field and three (3) to five (5) years of experience in Human Resources. SPHR, PHR, SHRM Senior Certified Professional (SHRM-SCP) or Certified Professional (SHRM-CP) credential preferred.
  • Ability to maintain confidentiality, work independently, and respond to changing priorities proficiently.
  • Requires the ability to work collaboratively with a diverse group of people at all levels
  • Requires comprehensive understanding of best practices of personnel administration, compensation & benefits, and applicable state and federal labor/employment law
  • Must be computer proficient and possess experience of Microsoft Office Suite (e.g. Outlook, Word, PowerPoint, and Excel) and HRIS database systems. Experience with Paycom is a plus
  • Ability to manage multiple projects and tasks effectively under pressure with attention to detail and the ability to maintain confidential information
  • Nonprofit or government experience is highly desirable
  • Must pass standard background checks

THE ENVIRONMENT YOU WILL BE WORKING IN

Supervisory Responsibilities:

This job has no supervisory responsibilities.

Work Environment:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually quiet but can be noisy at times.

Physical Demands:

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

The employee must regularly lift and /or move up to 10 pounds, frequently lift and/or move up to 25 pounds and occasionally lift and/or move up to 50 pounds. While performing the duties of this Job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms and talk or hear. The employee is frequently required to stand and walk. The employee is occasionally required to climb or balance; stoop, kneel, crouch, or crawl and taste or smell.

INTENT AND FUNCTION OF JOB DESCRIPTIONS

The intent of this job description is to provide a representative summary of the essential job functions and should not be construed as a declaration of specific duties and responsibilities. Job descriptions assist the organization in ensuring the hiring process if fairly administered and qualified employees are selected. They are also essential to effective appraisal, related promotions, transfers, layoff and termination decisions.

In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disable individuals. However, no accommodations will be made which may pose a serious health or safety risks to the employee or others or which impose undue hardships on the organization.

Job descriptions are not intended nor do they create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.

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