The Outlaw Group: Human Resources Manager

Job Title: Human Resources Manager
Primary In-Office Location: Breckenridge, CO or Denver, CO (this is a full-time, in-office position)
Schedule: Full-time/Year-round
Salary Range: $70,000 - $85,000 DOE

Perks Include:

• Competitive Pay
• Health Insurance
• 401k
• Unlimited PTO
• Ski Pass or Rec Center Access (rec center option only available if based in Breckenridge office)
• Complimentary Peak 1 Express Shared Shuttle Service
• Free AVA Rafting & Zipline Adventure Trips
• Discounts for Family and Friends

Job Overview:

The Human Resource Manager is responsible for all aspects of the employee experience, including hiring, retention, compensation and payroll, and compliance. The Human Resource Manager will monitor and report on all relevant employee metrics and propose changes when necessary. This position will also serve as the primary resource for employee questions and concerns around pay and benefits and around company policies and procedures. The position will work closely with all managers to ensure a quality, consistent, and compliant employee experience in all business lines, locations and departments including consulting with our partner, H2O Ventures.

Job Responsibilities

Effective staffing

Recruiting & hiring

• Work with in-house recruiter and hiring managers to ensure timely and effective posting of open positions
• Monitor effectiveness of hiring campaigns and make changes as needed
• Report on number of open positions, time-to-hire, and cost-per-acquisition metrics – propose solutions as needed
• Consult with department heads on total staffing needs and report on staffing effectiveness
• Oversee offer letters, job descriptions, benefits, and applicant communication
• Ensure background checks and reference checks are performed in compliance with company policies
• Ensure best practices and company policies are maintained throughout the hiring process

Training, onboarding, offboarding

• Oversee onboarding and offboarding for all employees. Ensure best practices and company policies are followed throughout. Identify and remove inefficiencies and security risks.
• Coordinate the addition of new employees to relevant systems, including scheduling software, payroll, property access, and role-specific systems
• Coordinate with hiring managers on training dates and expectations
• Follow up with new employees regarding the onboarding and training experience to seek improvements
• Monitor the training catalog in company Rise (LMS); report on completion rates and effectiveness of Rise trainings
• Oversee the issuance and return of company property (laptops, keys, credit cards)
• Perform exit interviews

Employee experience

• Serve as a resource to employees, including addressing employee concerns; serving as a facilitator of conflict resolution when issues arise between staff; consulting managers on coaching and disciplinary action; and setting expectations for employee behavior
• Set expectations for department managers around staff management, including but not limited to: escalating disciplinary action, communication of policies and procedures, explaining staff pay, and procedures for terminating an employee
• Provide ongoing training, resources, and answers to employee questions regarding company policies, payroll, benefits and other HR topics
• Oversee all HR policies and handbooks. Review at least annually and update as needed. Ensure all information exists in written (pdf) form and as a training in Rise (LMS)
• Follow up with existing employees and report on employee sentiment; eNPS; and opportunities to improve the employee experience. Propose changes to improve employee experience
• Propose ongoing employee training and development opportunities to ensure internal growth of staff
• Report on employee retention and cost of retention

Compensation, benefits & appreciation

Compensation

• Review pay ranges annually against market data. Propose changes as needed
• Review and approve merit increases
• Review and approve starting pay for new hires
• Communicate pay decisions and strategy to managers and staff

Benefits

• Ensure employees receive all necessary information regarding benefits available to them
• Administrate company health insurance plan
• Administer all other company benefits, including merchant ski pass program, pro deals, and rec center access
• Evaluate opportunities for new benefits or changes to existing benefits
• Report on cost and value of benefits

Appreciation

• Facilitate staff appreciation including company events, employee of the month program, gifts, bonuses and more
• Propose appreciation opportunities

Payroll

• Process payroll biweekly
• Maintain all employee pay rates and compensation details
• Work with department heads to ensure timely submission of necessary payroll information
• Provide payroll training to department heads as needed
• Coordinate issuance of pay documents, including pay stubs and W2’s
• Process any payroll corrections in a timely manner
• Communicate with managers and employees to ensure accurate expectations around payroll
• Evaluate new tech solutions for processing payroll
• Maintain in-depth knowledge of ADP or any future payroll system

Employee housing

• Manage policies and procedures for Valiton and onsite employee housing
• Review and update annually
• Monitor performance of all staff assigned to property-related roles, including Valiton property manager, Gold Camp mayor and others
• Maintain knowledge of all current residents. Oversee collection of rent and fees
• Report on available room/ campsite inventory
• Address onsite personnel issues and policy violations
• Work with property staff to address maintenance requests and facility concerns
• Oversee move-in and move-out process including paperwork, eviction notices, deposits and fees, and room assignments
• Maintain working knowledge of all applicable housing and eviction regulations

Financials, metrics & reporting

• Maintain the department budget, make decisions to contain HR expenses
• Report on HR metrics for all aspects of the department, including but not limited to recruiting, hiring, training, onboarding, retention, employee sentiment, and compensation
• Propose solutions when metrics fall below goal
• Propose new metrics as need arises

Recordkeeping & compliance

• Understand and ensure compliance with federal and state requirements

o Monitor state and federal regulations for changes to employment law, hours and wage laws, benefits, paid time off, and any other relevant legal developments

• Submit relevant annual filings, including but not limited to:

o Workers compensation audit

o Seasonal employer status

o Cost containment program renewal

o 1094 and 1095c

o Other filings deemed necessary

• Ensure compliant best practices with all employee management, including but not limited to:

o Records of coaching and disciplinary action

o Proper protocols and records for employee termination, both voluntary and involuntary

o Harassment and discrimination investigations

o Whistleblower complaints

o Interpersonal issues among staff

• Respond to unemployment claims and attend hearings as needed
• Oversee workers’ compensation program and ensure managers submitting claims follow policies
• Ensure all employee paperwork is on file and all pre-employment or time-sensitive processes (drug testing, background checks) are completed within the relevant timeframe, including before new hires start working where appropriate.

Required Skills & Experience

• HR experience required – 3 to 5 years preferred
• Strong interpersonal skills
• Good written and verbal communication
• Attention to detail and highly organized
• Able to travel to all company locations as needed
• Experience with recruiting, interviewing and hiring
• Experience processing payroll preferred
• Working knowledge of applicable employment law (federal & state of Colorado)

Job Listing Anticipated Close Date: 3/1/2024