JOB SUMMARY

The HR Manager plays a key role in providing Human Resources (HR) support across the organization. The HR Manager provides direct leadership and supervisory guidance for designated Human Resources roles. This position acts as a trusted resource to all employees offering guidance and expertise in various HR domains with a specific focus on employee engagement, performance development, employee relations, onboarding/offboarding, reporting, compliance, and the human resources information system (HRIS). This role additionally serves as a backup for talent acquisition, benefits, and leaves of absence administration. The HR Manager will partner closely with the HR Director to drive team strategic and operational goals to support a positive work environment and organizational success.

IDEAL CANDIDATE

Colorado PERA is seeking a highly proficient HR professional equipped with broad human resources expertise and practical experience. As the HR Manager, you will provide direct leadership and supervisory guidance to designated HR roles, fostering a culture of excellence and collaboration. You will act as a trusted resource, offering subject matter expertise in various HR domains. The ideal candidate possesses experience coaching and mentoring, fostering growth and development within their team and across the organization. You demonstrate exceptional skill in instilling accountability, extending influence beyond your immediate team to ensure team and organizational goals are not just achieved but surpassed. Your proactive approach is evident as you actively seek out challenges, viewing them as opportunities for growth and innovation. You are driven by an innate motivation, consistently striving for excellence, inspiring those around you with your dedication and passion for success.

ESSENTIAL FUNCTIONS

Human Resources

• Proactively identifies opportunities for HR process enhancements, proposing effective solutions and implementing as applicable
• Champions the employee experience, focusing on performance development, employee relations, engagement, and a seamless onboarding and offboarding process
• Performs tasks related to HR operations including generating reports, analyzing data, overseeing processes, and ensuring successful outcomes
• Maintains and develops internal procedures, handles employee-related matters, and supports engagement and retention efforts to maintain employee performance at peak levels
• Participates in the development of the organization's plans and programs as a strategic partner, with a focus on the perspective and impact on human capital
• Collaborates in organizational planning and program development emphasizing the impact on human capital
• Manages the process of unemployment claims, including initial filings, documentation review, and response preparation, ensuring compliance with state regulations and organizational policies while minimizing financial impact
• Conducts exit and stay interviews, analyzes data for trends impacting the organization and makes recommendations
• Participates in the performance review and goal setting processes as a resource for leaders and staff
• Oversees and ensures full compliance with all federal, state, and local employment laws, regulations, and reporting requirements, conducting regular internal reviews, providing training to other team members, and implementing updates to mitigate risks and maintain adherence to standards
• Oversees HR file maintenance and records compliance according to policy and legal mandates
• Acts as a key reviewer in payroll process conducting thorough reviews of payroll reports and previews prior to processing payroll, meticulously verifying accuracy of data, deductions, and allowances to guarantee timely and error-free processing under tight deadlines
• Responsible for creating, monitoring, reviewing, and auditing numerous reports on a variety of regular and ad-hoc schedules
• Responsible for creating engaging content for all-employee HR and leadership HR monthly newsletters
• Provides support and backup for talent acquisition, benefits, and leaves of absence roles learning both roles sufficiently
• Acts as the technical subject matter expert, internal administrator within Human Resources, and super-user for the HRIS, currently Paycom, ensuring accurate configuration, creating and updating workflows, optimizing processes, performing internal reviews, and troubleshooting
  • Acts as the internal liaison between the organization and Paycom for escalated issues ensuring timely and satisfactory resolution of issues
  • Ensures internal processes are updated continuously as the Paycom system is updated
• Participates on internal committees as an HR liaison
• Participates in other routine and special projects and initiatives; coordinates with other team members as applicable
• May act as a CliftonStrengths Coach for employees and Engagement Coach for teams
• Maintains regular and prompt attendance in the workplace
• Performs other HR duties as assigned

Leadership

• Leads and provides managerial support for designated roles within the Division including employee development, engagement, and performance outcomes. Meets with designated team members at least weekly in person.
• In collaboration with HR Director, sets clear objectives and performance expectations for team members, regularly providing feedback on individual performance
• Develops and implements strategies to optimize productivity, efficiency and performance
• Coordinates and oversees operational duties, ensuring adherence to established processes, procedures, and standards
• Monitors and manages designated departmental budgets, resources, and expenses effectively
• Collaborates with HR Director to ensure consistent communication and alignment of priorities
• Identifies and addresses obstacles or challenges within the team, implementing solutions to drive continuous improvement
• Stays abreast of industry trends, best practices, and regulatory requirements, integrating relevant insights into decision-making and operations
• Fosters a positive and inclusive work environment, promoting teamwork, open communication, and mutual respect among team members

QUALIFICATIONS

• Bachelor’s degree in human resources, business, or related field; at least 7 years of progressive HR experience with broad HR knowledge in benefits, leaves of absence, recruiting, employee relations, performance development, talent management, and compliance; or equivalent combination of education and experience
• At least 2-3 years of supervisory level leadership experience including developing goals, accountability, evaluating performance, team member growth and development
• PHR, SPHR, SHRM-CP or SHRM- SCP certification preferred or will be obtained within 6 months of obtaining role
• Strong MS Office skills, with advanced Excel proficiency
• Experience with HR metrics and data-driven decision making
• Experience with complex HR databases or systems including the ability to navigate back-end setup. Paycom experience preferred. HRIS administrator experience strongly preferred.
• Excellent communication skills required with the ability to clearly relay information both verbally and in writing
• Experience working with highly sensitive material and demonstrated ability to maintain confidentiality
• Exceptional interpersonal skills and capable of interacting with and working with a variety of personalities and styles
• Ability to analyze a problem/situation, and strategically plan to achieve the best possible solutions
• Demonstrated ability to manage multiple interruptions on a daily basis while maintaining a high level of accuracy in work product

WORKING CONDITIONS

• Standard office environment with frequent telephone and computer use
• Occasional lifting and pushing supplies in excess of 20 pounds
• Ability to work in the office 4 days each week on a regular basis

JOB DESCRIPTION DISCLAIMER:

This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of an employee. Duties, responsibilities, and activities may change or new ones may be assigned with or without notice.

Unfortunately, at this time, we cannot consider candidates that require sponsorship (now or in the future), or are located outside of the US.

All Colorado PERA employees are subject to PERA’s Ethics Policy and some employees are subject to the Personal Trading Policy. These policies include restrictions on outside business activities and employment and have certain requirements on personal trading. You may request copies of these policies from PERA’s talent acquisition team and any questions can be answered by PERA’s Investment Administration team.

INTERESTED CANDIDATES

Complete the employment application online at https://www.copera.org/careers. Please have copies of your resume and cover letter available to upload. Please review the following questions. You will be asked for a response to these as part of your application:

1. Describe your experience providing coaching and mentoring to both direct reports and across the organization.
2. What does employee engagement mean to you and how have you impacted engagement in your current role?
3. Describe a challenging HR issue you faced in a prior role. How did you identify the problem, and what steps did you take to resolve it?

ABOUT COLORADO PERA

Looking for a career where you can make a difference? Colorado PERA offers benefit services to public employees across Colorado, including teachers, state troopers, snowplow drivers, correctional officers and many others who provide valuable services. As Colorado’s largest pension plan, we serve and educate over 600,000 members who are former and current public employees.

At PERA you will earn more than a paycheck. PERA is a culture where you can grow your potential and work in an inclusive environment, where diverse perspectives are valued. We hire exceptional employees and recognize that our people are our best asset. Not only do we make sound investments for our members, PERA invests in our employees’ growth through training and leadership opportunities.

To promote wellbeing, we offer hybrid or flexible working options for most roles and a total rewards and benefit program including health, dental and vision coverage - eligibility starts the first day of the month following the date of hire for most plans; generous paid time off and volunteer hours; pension and retirement plans, including PERA’s defined benefit plan, 457 defined contribution plan, and 401(k) employer match, as applicable; tuition assistance; free, convenient on-site parking or RTD subsidy; free on-site fitness center to stay active; employee assistance program; training, leadership and mentoring programs and more. PERA is a Public Service Loan Forgiveness qualifying employer.

To learn more about life at PERA, watch this video or visit www.copera.org/careers.

Position Title: Human Resources Manager
Division: Human Resources
Reports to: Director of Human Resources
Job Status: Full Time / Exempt
Salary: $100,000-$120,000; commensurate with experience
Posting Dates: 05/07/2024 - Until filled