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Human Resource and Organizational Development Manager
Position Summary:
Well-established, award-winning home-builder located in Northern Colorado is seeking a serious minded Human Resource/Organizational Development professional to apply their expertise in all aspects of our relationship-focused, quality-minded, fast-paced, profit-driven organization. The Human Resource and Organizational Development Manager adds value to the company by providing professional and accurate responses to HR issues as they arise while proactively managing the organization's future staffing plans and overall development needs. The Human Resource and Organizational Development Manager assists team members with on-boarding, benefits, time off, communication, training and development at the personal, professional and organizational level.
The Opportunity and Scope:
This is a tremendous long-term opportunity for a service minded Human Resource and Organizational Development professional who desires the responsibilities and opportunities of a significant role. The Human Resource and Organizational Development Manager has the opportunity to enhance team member development and engagement. The ideal candidate is self-motivated, highly organized, and excels at personal interactions and problem solving. Additionally, the ideal candidate is responsible for developing and implementing programs that align the workforce with key business strategies and initiatives. Positive, professional interactions with all team members is one of the primary responsibilities of the Human Resource and Organizational Development Manager. The ideal candidate will support and demonstrate, daily, the 4 key values that drive our Company Culture: Honor, Excellence, Passion and Humility.
Primary Responsibilities:
Love all Team Members utilizing Care & Culture programs.
Consistently maintain favorable and effective relations among team members, accountable for motivating and stimulating managers to ensure consistent, equal and fair treatment of all team members.
Assist in performing all tasks necessary to achieve the organization's mission and help execute staff succession and growth plans.
Align with and hold our team accountable to conduct ourselves in a manner that is consistent with our cultural statements and values.
Partner with the Culture and Care manager to enhance the team member experience by providing an employment experience that values and retains committed and talented team members.
Counsel and advise affected team members on the use of the problem solving procedure which consists of a systematic approach to understanding, approaching and solving team member/manager issues using care and judgment to ensure fairness and equity throughout the counseling process.
Selection:
Facilitate the Company's selection process to be certain open roles are filled in a timely fashion and to adequately populate the team member hiring bench.
Constantly evaluate the Company's selection process to include relationship building with community resources, temporary agencies, recruiters, university and trade school placement services and monitoring of best practices regarding selection strategies.
Perform regular meetings with hiring managers as part of the selection process to determine the critical success factors in selecting the right candidate.
Collaborate with hiring managers to develop accurate job descriptions to fill the strategic needs of the department.
Coordinate all selection and development interviews for existing and prospective team members.
Training:
Assist managers in assessing team members' need for training.
Create and implement programs at work that connect team members with Company goals. Recommend training and development systems.
Assist managers in selecting training options applicable to their supported team members. Develop, implement and monitor training programs within the Company.
Constantly evaluate training programs to be certain they are current and relevant to team member needs.
Implement various learning methods company-wide (i.e. coaching, job-shadowing, online training, conferences, seminars).
On-boarding:
Facilitate and ensure the timely execution of the Company's on-boarding process.
Constantly evaluate the on-boarding process, revise as necessary to be certain that new team members are provided with the best on-boarding experience.
Development and growth planning:
Administer the team member development plan execution by holding managers accountable to: 1) initiate the team member's first development plan, and 2) follow up every 90 days with the team member.
Work with managers on the design and delivery of appropriate and relevant personal development plans for their team members.
Develop coaching and mentoring processes to support team member development and the achievement of personal development plans.
Assist managers in reviewing and editing job descriptions, as necessary, prior to administering development plans to team members.
Assess the success of development plans and help team members make the most of development opportunities.
Evaluate individual and organizational development needs. Talk with team members, managers and leadership to identify specific work situations requiring team members to better understand policies, processes and improvement opportunities.
Consult with management and leadership teams to identify business processes.
Identify and evaluate business initiatives to ascertain appropriate programs that meet Company goals.
Diagnose potential organizational problem areas.
Contribute analysis and ideas to the development of Company strategies in order to ensure that organizational development initiatives are appropriately integrated and aligned with strategic and business goals.
Design and deliver organizational development and change management strategies, processes and interventions that support the Company's ambition to be a high performing organization; to include initiatives which foster a high performance culture, where valuing learning, continuous improvement and diversity are the standard.
Identify opportunities for performance improvement through undertaking internal diagnosis, process/system reviews in order to understand barriers and possible solutions; conducting external research into best practices and new ideas.
Facilitate optimum utilization of organizational resources. Implement organizational effectiveness interventions.
Facilitate and manage additional internal and external resources as and when required in order to ensure cost effective delivery of agreed organizational development initiatives.
Benefits administration and support:
Administration of all Company and team member benefits and services to include health care programs, 401k, life insurance, disability insurance, leave management and benefits.
Periodic evaluation of programs to ensure the most effective and high quality programs; administration of all benefits programs.
Development and distribution of employee benefits packages, handbooks and materials. Directly manage all benefit providers.
Manage all drug testing and substance abuse programs.
Ensure legal compliance of benefits selection timelines.
Leadership and Management:
Support, implement and annually update the compensation program; rewrites job descriptions as necessary; utilizes annual salary surveys and develops updated salary ranges for each role.
Coordinate HumanEx activities and visits to the company office.
Schedule QS2R meetings with HumanEx for all managers to review team goals and development progress.
Support managers and leaders in interpreting selection and development interview results.
Support managers in completing the QS2R process in conjunction with the development plan process.
Provide consultation with managers to exhaust correctional options before deciding on separation.
Assist in the preparation of team member separation paperwork including documentation of cause, payroll and PTO calculations, assembling COBRA and retirement roll-over information as applicable, ensure equipment has been returned, file all final paperwork.
Respond to all unemployment insurance claims with accurate information.
Inspect and verify the payroll report prior to finalizing payroll each pay period
Ensure that the company accountability chart is updated regularly as team members enter, exit, or are promoted.
Record Keeping, compliance, documentation, and legal support:
Ensure compliance with state and federal regulations regarding record keeping and documentation.
Ensure accurate employee files.
Inform the Leadership Team and management about possible legal ramifications of disciplinary actions, termination, etc. within the scope of a HR Manager.
Critical Competencies
Qualification Requirements:
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, skills and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education:
Bachelor's degree in human resource management or business administration, or relevant human resource and organizational development experience.
Experience:
Minimum of 5 - 10 years relevant experience as a Human Resource Manager/Organizational or Professional Development Manager.
Experience in partnering with an Executive Team.
Experience with continuous process improvement, helpful.
PHR and/or SPHR designations, helpful.
Please contact for complete copy of job description.
