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Human Resources Director
Company: Denver Public Library
Location: Denver, CO
Employment Type: Full Time
Date Posted: 10/26/2021
Expire Date: 12/26/2021
Job Categories: Human Resources
Job Description
Human Resources Director
Position Title: Human Resources Director
Reports To: Chief of Staff
Pay Range: $97,000 -$113,000
Position Status: Full Time role with Benefits
Posting Dates: October 18th,2021- November 15th, 2021
COVID-19: Proof of full COVID-19 Vaccination is mandatory

About Denver Public Library:
The Denver Public Library’s vision is a strong community where everyone thrives. We work hard every day toward this through our mission of Together, we create welcoming spaces where all are free to explore and connect. It’s an exciting and pivotal time at the library!

Core Values:
Welcoming
Curiosity
Connection
Equity
Stewardship

Position Summary:
Denver Public Library is seeking an experienced executive leader to contribute to the mission of the Denver Public Library by fulfilling an active, hands-on leadership role building, enhancing, and maintaining all human resources (HR) policies, programs and processes pertaining to the employee life cycle, including the areas of recruitment, on-boarding, benefits administration, leave, employee relations, performance management, training, organizational development and pay practices. The HR Director will manage both strategic human resources planning and development and the day-to-day human resources operations throughout a complex organization including a distributed, multi-location workforce while focusing on fostering a work environment that encourages equitable and inclusive practices, high performance, excellent customer service, creativity, collaboration, and innovation. Collaborate with various City and County of Denver agencies to manage risk exposure, identify best practices, and implement citywide initiatives. Serve as a strategic business partner to internal and external stakeholders in the promotion of a healthy, accountable, and engaged staff culture.

Essential Duties & Responsibilities:
People Centered Human Resources Environment
•Shape an environment for staff to feel understood and valued, knowledgeable about benefits, human resources, and empowered to mutually solve problems.
•Develop and deploy resources intended to help employees be successful in their roles, including talent development plan, and customized strategies for advancing and retaining people of color as well as other underrepresented groups in the workforce: including but not limited to LGBTQIA+, disabled and people of color.
Equity, Diversity, and Inclusion
•In collaboration with EDI department, Design, implement, and govern equity, diversity, and inclusion strategies, policies, programs, and initiatives for recruiting, hiring, developing, and retaining a diverse workforce.
•Embrace, support, and integrate philosophies related to equity, diversity, and inclusiveness with a willingness to acknowledge and address other forms of social bias.
•Ability to confront personal, individual, and internal systematic bias with regards to race, gender, orientation, etc., which will require sharing and discussing personal identities in relation to the work environment and learning to be comfortable with difficult interactions around deeply personal, challenging conversations, while supporting others to engage similarly.
•Infuse knowledge and best practices related to equity across the organization in all programming, communications, internal culture-building, staff development, and business operations.
Organizational Development
•Collaborate with hiring supervisors to develop staffing strategies and plans to identify talent and enhance recruitment and staff retention
•Translate strategic plan into HR strategic and operational plans, oversees accountability chart and leads the process for assessing organizational needs, employee performance, and values alignment.
•Serve as a thought partner of the executive leadership team
Culture
•Lead efforts to build and execute strategies and processes that promote a culture of belonging, accountability, positive work environment, and staff engagement.
•Develop benchmarking strategies to seek out and implement best practices for employee engagement, satisfaction, and culture.
Human Resources
•Oversee the implementation of Human Resources programs though Human Resources staff. Monitor administration to established standards and procedures.
•Develop and monitor an annual budget for Human Resources.
•Develop and implement staffing strategies for the entire employee lifecycle with an emphasis on continuous improvement including:
oRecruiting with an emphasis on diversity hiring strategy and ensuring candidates feel cared for during the process
oOn-boarding/Orientation
oEmployee retention
oPerformance review and improvement
oOrganization wide feedback loops
•Oversee day-to-day operations of the HR department, all HR initiatives, systems, and tactics
•Supervise the work of HR personnel, and provide guidance
Performance Excellence
•Review and analyze staff satisfaction data periodically, at least annually
•Recommend changes to increase staff satisfaction to the executive team
•Develop HR metrics and use results to adjust activities to reach organization goals
Employee Relations
•Determine and recommend employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
•Provide support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of microaggressions, wrongdoing, and terminations.
•Provide oversight and or Conduct investigations when employee complaints or concerns are brought forth.
Compliance
•Oversee HR related policies and procedures; and assist with the design and implementation of people policies and activities to support the DPL culture while enhancing employee engagement
•Maintain compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.
Qualifications & Requirements
Knowledge, Skills & Abilities:
Required:
•Bachelor’s degree in Human Resources, Business Administration, or related field; or an equivalent combination of training and relevant work experience
•Master’s degree in Human Resources or Business Administration, preferred
•A minimum of five to eight years of human resource executive leadership management experience with three years of coaching experience
•Two years of experience working directly with or managing equity, diversity, and inclusion efforts with a demonstrated ability to effectively interact, communicate, and collaborate with people from all cultural backgrounds
•Conflict management and negotiation skills
•Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development
•Excellent written and oral communication skills with strong attention to details
•Must have the ability, judgment, poise, and personal capabilities to build and maintain trust
•In-depth knowledge/understanding of computers including general business software (i.e., Microsoft Office 365)
•Strong analytical skills, problem solving skills, and conflict resolution/negotiation skills
•Supervisory experience and demonstrated ability to give clear direction, guidance, constructive feedback, and coaching, develop, involve, and mobilize people in shared efforts
•Ability to work full-time, including evenings
•Willingness to learn and be adaptive to support a complex and evolving body of work
•Ability to pass a background check after the offer has been made
•Ability to furnish proof of COVID-19 vaccination after the offer has been made
Preferred:
•SHRM-CP, SHRM-SCP, or other professional Human Resources Certification
•Spanish speaking or bilingual preferred


The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities, or requirements.
Black, Indigenous, and People of Color (BIPOC) and others who identify as nonwhite, people with disabilities, and members of the LGBTQIA+ community are encouraged to apply for this role.

Denver Public Library is an Equal Opportunity Employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected status, or any other characteristic protected by law.

How to apply: Please send resume and cover letter to Darian@TheHRShop.com with the role you are applying for in the subject line.
Contact Information
Company Name: Denver Public Library
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