Human Resources Director - Colorado Department of Natural Resources - NON -CLASSIFIED

Full Job Description

• Medical and Dental plans
• Strong, flexible retirement plans including PERA Defined Benefit Plan or PERA Defined Contribution Plan, plus pre-tax and Roth 401K and 457 plans
• Paid life insurance
• Short- and long-term disability coverage
• Employee Wellness programs
• Flexible Spending Accounts
• Health Savings Accounts
• 11 paid holidays per year plus generous vacation and sick leave
• Flexible work schedule options and remote-work options
• Career advancement opportunities throughout the State system
• Some positions may qualify for the Public Service Loan Forgiveness Program.

Requirements

This is a key leadership position that directs and provides leadership for all HR related functions and ensures that all operations and initiatives related to the employees are strategically aligned with the organization’s goals.

The position reports to the Chief Operating Officer.

The Human Resources Director supervises and manages the HR team, provides strategic human resources leadership and consultation to executive leaders, leads equity, diversity and inclusion efforts in partnership for the Department, and manages human resources projects and initiatives.

This position is responsible for delivering quality human resources services in the Department of Natural Resources and is delegated authority to sign-off for all personnel functions and actions by Appointing Authorities.

Within the framework defined by rules, regulations and statutes, this position must review and objectively analyze a broad range of human resources information to formulate program policies and initiatives that balances the business needs of the Department while promoting a positive impact for Departmental employees.

This includes developing creative and strategic methods to address mission-critical objectives such as effective staffing, performance management, employee development, compensation and rewards and labor and employee relations.

The position must demonstrate strong leadership and vision to identify organizational challenges and remove barriers that may affect workplace effectiveness, fostering an environment where both employees and supervisors feel supported, motivated, and empowered to perform at a high level.

This position has responsibility for planning, directing and executing human resources management programs in the Department of Natural Resources.

This includes developing and implementing policies and systems as well as defining and attaining strategic and operational goals and objectives.

• This position is a second level supervisor for the Human Resources team at DNR (14 FTE and Temporary Aides). As the Director, the position ensures that DNR HR practices protect the interests of the Department and its employees in accordance with HR professional standards, practices, rules, and law.

The position is responsible, through the second level supervision of subordinate employees, that all the Departmental HR services provided to the approximately 1500 permanent and 1000+ temporary employees are aligned with strategic goals of the Department.

These services include enforcement of State Personnel Board Rules and Personnel Director’s Administrative procedures, administration of the state’s Total Compensation package, Fair Labor Standards Act, (FLSA), Worker’s Compensation Program, Unemployment Insurance, (UI), American Disabilities Act, (ADA), progressive discipline, labor and employee relations, employee health, safety and wellness; state selection procedures, administering Departmental layoffs, establishing employment lists to fill vacant positions, ensuring Personal Services Agreement, (PSA) contracts are in compliance with statute, and ensuring consistent evaluation of individual job descriptions for allocation in the state classified system.

• The position is the primary HR liaison for the Attorney General’s Office, and may delegate to others in HR to ensure consistency in employee relations, investigations, and progressive discipline cases.

• Partners with the Executive Director, Deputy Executive Director, Chief Operating Officer and COO’s management team, and division directors and leadership teams to develop and implement effective human resources management programs, policies and operational strategies to accomplish the business goals of the department/division.

Primary HR interface with the Department of Personnel & Administration, and guides HR staff engagement with DPA. Interpret State Personnel Rules, regulations and law for the Executive Management Team.

Examples include defining organizational or position structure, creating strategic recruitment and retention goals, enhancing performance management, bolstering opportunities for employee development, incorporating equity, diversity and inclusion in all policies and practices, and addressing compensation/awards.

Identifies and develops succession plans for the Department.

• Analyzes employee engagement survey results and develops best practices to mitigate employee results against business needs.

• This position plays a key decision-making role in compensation decisions in partnership with Appointing Authorities regarding new hires, reclassifications, differential pay award agreements, employee/supervisor pay equity review requests, and in progressive discipline cases.

• Implementation and management of Performance management Department wide.

• This position is responsible for serving as the agency’s primary point of contact for external complaints of discrimination and managing DNR’s public facing Nondiscrimination complaint/grievance procedures.

Works collaboratively with Executive Director’s Office staff, Division staff, and DNR Leadership to help lead the further integration of workplace equal opportunity efforts into DNR systems and structure.

This includes leading efforts with employee working groups in recruitment and retention, community partnerships and engagement, and communications.

This position represents DNR in State of Colorado personnel compliance efforts and ensures the Department is complying with all statewide personnel plans, goals and objectives.

This position ensures that an equal opportunity approach is integrated into training, performance management, hiring and retention, and policy development.

Employee and Labor Relations Engagement

This position will lead HR Staff focusing on employee and labor relations matters and advise and counsel DNR Division leaders and serve as the primary point of contact and DNR representative for conversations and negotiations with Colorado WINS on labor relation issues related to the Statewide Partnership Agreement.

This work could involve providing support and guidance to leaders, personally conducting investigations, assisting with disciplinary meetings or hearings, conducting Partnership Agreement Dispute meetings, assisting with developing investigation scope and managing the process for any investigations that are conducted by an external investigator, helping resolve internal conflict, and connecting leaders or employees navigating situations that involve employee misconduct, poor performance, and/or workplace conflict to internal and external resources.

In addition, this role, as the leader of the HR Office, advises employees and supervisors of their rights and responsibilities as members of the state personnel system and functions as the agency’s primary liaison with the Attorney General’s Office on all employment issues.

The Director will also support DNR Divisions in administering corrective/disciplinary actions as outlined and described in State Personnel Board Rules defined in Board Rule 6-7.

Project Management, Internal Communications & Other Duties as Assigned

• This position manages HR projects to benefit the Department. Projects include HR systems upgrades, analyzing and providing data to the COO for various initiatives, and implementing unforeseen mandates or programs.

• This position assists with writing internal newsletters and communications related to HR for all employees. This position provides training as needed for managers and employees on various topics.

• Manages agency wide communication and setting expectations regarding performance management plans and mandatory training requirements.

Qualifications

Minimum Qualifications

Graduation from an accredited college or university with a bachelor's or master's degree in Human Resource Management, Human Resources Administration, Business Management or Public Administration, Organizational Management, Industrial/Organizational Psychology, Human Relations or other field closely related to the work assignment.

AND

Six years (paid, full-time) of progressively responsible professional human resources experience which included at least two years of experience supervising professional level staff and two years of professional public service, public administration or business administration experience which included establishing goals and objectives and developing and managing policies and procedures to achieve program goals and objectives.




Substitutions
Four years of additional professional human resources experience, may substitute for the bachelor's or master's degree.




Please note: The required experience must be substantiated within the work experience section of your application.

Your resume will not be reviewed to determine if you meet the minimum qualifications; only the work experience section of your application will be reviewed to determine this.

“See Resume” statements on the application will not be accepted. In addition, part-time work will be prorated.




Preferred Qualifications
The preferred qualifications are highly desirable for this position and will be considered in selecting the successful candidate:

• Significant experience developing training for employees at all levels, or coaching leaders and employees.

• Conflict resolution skills.

• Extensive employee relations experience (grievances, HR investigations, performance improvement plans, corrective actions, disciplinary actions, mediation).

• Experience implementing equal opportunity practices in a workplace setting and a deep commitment to self-education and change management in that context.

• Significant exposure to all elements of employee recruitment, retention and engagement.

• A proven track record of success providing consultative, strategic HR leadership at the executive level.

• Ability to lead teams and proven success contributing significantly to a team environment.

• Previous, successful, and significant experience serving as part of executive leadership for complex, geographically dispersed and/or remote workforces.

Required Competencies
These competencies are required for this position and will be considered in selecting the successful candidate:

• Outstanding leadership and managerial skills.

• Excellent communication skills that build consensus.

• Strategic thinking that demonstrates an understanding of data to drive workforce planning.

• Interpersonal skills that promote teamwork and inclusion.

• Ability to manage relationships with others, including HR professionals, supervisors and employees with sensitivity to their needs and priorities.

• Proven experience managing a staff with diverse professional experience.

• Proven experience in managing a professional human resources office.

• Ability to problem solve, execute decisions and provide exceptional customer service.

• Strong listening and consultative skills.

• Knowledge of statutes, rules, and best practices related to human resources.

• Ability to develop strategies for employee engagement and retention.

• Ability to work in a complex political environment.

• Ethical competence and the ability to maintain confidentiality.

• Values and supports professional development opportunities.

• Ability to multi-task in a highly energized environment.

• Ability to work in a complex political environment.

• Excellent negotiation and consensus building skill.

• Proven ability to be organized and prioritize work.


Conditions of Employment:


Former State employees who were disciplinarily terminated or resigned in lieu of termination must disclose the information on the application and provide an explanation why the prior termination or resignation should not disqualify their application from the current position.

(Please Note: Absent extraordinary circumstances, prior disciplinary termination or resignation in lieu of termination will disqualify the applicant from future State employment with DNR).

• Must be able to report to work at primary work location. Flexible work arrangements may be offered.
• Must be able to travel within Colorado to overnight meetings 4-10 times per year for employee meetings or other events as needed.

This position is exempt from the classified personnel system as it falls under the exemption provisions of article XII, section 13(2)(a)(XI) and (XII) of the constitution and §24-50-135(4), C.R.S.

The position is not governed by the selection processes of the classified personnel system and is an at-will position.

Additional Information

Applicant Checklist
Complete Applications must include the following documents:

• Application Required- completed for this announcement.
• Cover letter (Optional)- uploaded as an attachment to your online application.
• Resume(Optional) - uploaded as an attachment to your online application.
**Resumes and Cover Letters WILL NOT be reviewed for minimum qualification screening.

The Assessment Process
The Colorado Constitution requires all appointments and promotions in the state personnel system be made according to merit and fitness.
Application materials will be reviewed by a Human Resource Specialist and/or Subject Matter Expert to determine if you meet the minimum requirements for the position. Applicants must meet the minimum qualifications to continue in the selection process for this position. Work experience and qualifications must be specifically documented on your online application. Do not use "see resume" or "see attached" statements on your application. Resumes and Cover Letters WILL NOT be reviewed for minimum qualification screening.

Upon meeting the minimum qualifications, the next phase of the assessment process will consist of a Structured Application/Resume Review. Utilizing your application materials, the review is a comparative analysis against the listed required competencies, job duties and/or preferred qualifications in this announcement to determine technical competence, depth and breadth of experience and job fit and in comparison to all other applicants for this position.

Comparative analysis factors to be assessed:
• Technical Competence – Technical experience as it relates to the duties outlined in this job announcement.
• Depth and Breadth of Experience – How well rounded is your experience? Experience should be varied and not one-dimensional, covers multiple areas outlined in this job announcement, and demonstrates progressively higher level of responsibility with a wide range.
• Job Fit – Experience evaluated to determine how well your experience aligns with and meets the business needs of this position. Current or recent experience is preferred.
Upload additional pages if necessary to fully explain your experience and accomplishments. Failure to include adequate information or follow instructions by the deadline for application may result in your application not being accepted for this position and may affect your inclusion in future steps in the assessment process.

Additional questions to consider:
• Have you performed duties similar to what is described in this announcement?
• Were you thorough in your descriptions?
• Will the experience you listed allow you to stand out from the crowd?
• Will you be the candidate that could hit the ground running and have impact quickly?
• Does your application material specifically address the required competencies outlined in the announcement?




Equity, Diversity, and Inclusion

The State of Colorado strives to create a Colorado for All by building and maintaining workplaces that value and respect all Coloradans through a commitment to equal opportunity and hiring based on merit and fitness.

The State is resolute in non-discriminatory practices in everything we do, including hiring, employment, and advancement opportunities.



The State of Colorado believes that equity, diversity, and inclusion drive our success, and we encourage candidates from all identities, backgrounds, and abilities to apply. The State of Colorado is an equal opportunity employer committed to building inclusive, innovative work environments with employees who reflect our communities and enthusiastically serve them. Therefore, in all aspects of the employment process, we provide employment opportunities to all qualified applicants without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity or expression, pregnancy, medical condition related to pregnancy, creed, ancestry, national origin, marital status, genetic information, or military status (with preference given to military veterans), or any other protected status in accordance with applicable law.

The Department of Natural Resources is committed to the full inclusion of all qualified individuals. As part of this commitment, our agency will assist individuals who have a disability with any reasonable accommodation requests related to employment, including completing the application process, interviewing, completing any pre-employment testing, participating in the employee selection process, and/or to perform essential job functions where the requested accommodation does not impose an undue hardship. If you have a disability and require reasonable accommodation to ensure you have a positive experience applying or interviewing for this position, please direct your inquiries to our ADAAA Coordinator, at dnr_hr_employeebenefits@state.co.us

ADAAA Accommodations
Any person with a disability as defined by the ADA Amendments Act of 2008 (ADAAA) may be provided a reasonable accommodation upon request to enable the person to complete an employment assessment. To request accommodation, please contact our Benefits Specialist at dnr_hr_employeebenefits@state.co.us at least five business days before the date that any accommodation will be required to allow us to evaluate your request and prepare for the accommodation. You may be asked to provide additional information, including medical documentation, regarding functional limitations and type of accommodation needed. Please ensure that you have this information available well in advance of the assessment date.
E-Verify
DNR uses E-Verify, an Internet-based system, to confirm the eligibility of all newly hired employees to work in the United States. Learn more about E-Verify, including your rights and responsibilities.
Toll–Free Applicant Support - Technical Help
If you experience technical difficulty with the NEOGOV system (e.g. uploading or attaching documents to your online application) call NEOGOV at 855-524-5627, Mon-Fri between 6 am and 6 pm (Pacific Time). The Human Resources Office will be unable to assist with technical issues.