State of Colorado - Department of Revenue

We can be seen performing functions as varied as auditing and collecting taxes, issuing driver licenses and motor vehicle titles, marketing lottery products, and regulating liquor, gaming, horse racing, marijuana, and the auto industry in order to assist the citizens of our state.. The Human Resources Director is leading the development and execution of an organizational human resource strategy that supports the DOR vision for more than 1,600 employees throughout the state of Colorado.. HR areas of emphasis for the organization include HR standard operating procedures and supporting technology (recruiting, ADA, FML, etc), talent acquisition, compensation, values, training and development, organizational and performance management, employee relations, labor relations, change management, and benefits management.. The HR Director provides leadership in partnership with the DOR executive team to advance the implementation of HR programs and business strategies.. Oversee all HR functional areas, including, but not limited to: talent acquisition, employee relations, compensation, leave management, benefits administration (experience in Workers Compensation, FMLA, FAMLI, and ADA), workforce development and HR systems.

director of human resources

State of Colorado - Department of Revenue    Director of Human Resources (Non-Classified)    Denver ,  Colorado      Apply Now     Director of Human Resources (NON-CLASSIFIED)  $120,000.00 - $147,000.00 Annually
Location
Lakewood, CO
Job Type
Full Time
Job Number
TAA-01100-11.2023
Department
Department of Revenue
Division
Executive Director's Office - Human Resources
Opening Date
11/16/2023
Closing Date
FLSA
Determined by Position
FLSA Status
Exempt; position is not eligible for overtime compensation.
Primary Physical Work Address
1881 Pierce Street Lakewood, CO 80214. Position is mostly a remote work position with as needed on-site visits with employee and stakeholder groups.
DESCRIPTION
BENEFITS
QUESTIONS
Department Information
This announcement is not governed by the selection processes of the classified personnel system. Applications will be considered from residents and non-residents of Colorado.
We serve all Colorado residents in their everyday lives. The department is driven by our values of service, teamwork, accountability, integrity, and respect. We support the Colorado community as well as those that work here. We value the contributions of every employee and encourage learning so our employees can grow. We celebrate diversity, and together, support an equitable and inclusive culture. We embrace our differences because we believe this brings innovation to our work.
The Department of Revenue (DOR) employs approximately 1,600 hard-working and dedicated employees throughout Colorado. We can be seen performing functions as varied as auditing and collecting taxes, issuing driver licenses and motor vehicle titles, marketing lottery products, and regulating liquor, gaming, horse racing, marijuana, and the auto industry in order to assist the citizens of our state.
The Department of Revenue offers 11 paid holidays per year, paid vacation and sick leave, BenefitHub program (discounted merchandise, food and travel, etc), employee wellness program and a great benefit package.
CDOR Vision
To empower businesses and individuals through quality customer service, innovation and collaboration.
CDOR Mission
To become a trusted partner to every Coloradan to help them navigate the complexities of government so they can thrive.
CDOR Values
Description of Job
The Human Resources Director is leading the development and execution of an organizational human resource strategy that supports the DOR vision for more than 1,600 employees throughout the state of Colorado.
This role will be responsible for the success of all areas within HR, leading a team of over 20 HR professionals. HR areas of emphasis for the organization include HR standard operating procedures and supporting technology (recruiting, ADA, FML, etc), talent acquisition, compensation, values, training and development, organizational and performance management, employee relations, labor relations, change management, and benefits management. The HR Director provides leadership in partnership with the DOR executive team to advance the implementation of HR programs and business strategies. The successful candidate will have demonstrated experience and ability in building, maintaining and leading teams and the development and delivery of HR initiatives.
Strategic Leadership:
Establish and maintain trusted partnerships throughout DOR and the state by establishing an open, approachable, visible presence that demonstrates clear communication, sound leadership practices, and a commitment to ongoing process improvement.
Serve as a trusted advisor and partner to DORs executive team. Coach and mentor fellow colleagues/managers and develop leadership bench strength capable of addressing the challenges of a highly dynamic organization.
As a member of the executive leadership team, contribute to setting and implementing the department's strategic direction, maintaining a values based culture with intentional focus o employee engagement and change management.
Responsible for all collective bargaining and labor relations for the agency. Lead agency-specific negotiations and contribute to statewide negotiations of labor agreements; maintain a positive labor relations philosophy that furthers strategic goals and maintains compliance with employment law, personnel rule and collective bargaining agreements.
Collaborate with the executive director and other key stakeholders on equity,diversity and inclusion (EDI) initiatives, maintaining and implementing the strategic plan. Oversee and ensure implementation of HR-related components of the EDI strategic plan.
Operational Leadership:
Continually assess and improve HR programs and practices, considering industry trends and best practice.
Provide leadership and direction to the HR unit, ensuring implementation of services, policies and programs that align with the strategic direction and operational needs of the agency.
Lead by exhibiting and modeling proactive, creative, strategic and focused leadership utilizing a team approach to enhance organizational culture, celebrate success and avoid crisis.
Oversee all HR functional areas, including, but not limited to: talent acquisition, employee relations, compensation, leave management, benefits administration (experience in Workers Compensation, FMLA, FAMLI, and ADA), workforce development and HR systems.
Maintain a business support model, ensuring effective coaching, guidance and support to agency divisions.
Drive the use of technology to improve program and organizational effectiveness, increase speed and the quality of HR services.
Ability to maintain a high level of objectivity, confidentiality and work with highly sensitive data and information.
*Team Leadership and Staff Development: *
Provide direct leadership for the HR team including, but not limited to, setting expectations, assigning tasks and deadlines, establishing work standards, monitoring progress and workflow, and performance management and employee development.
Attract, develop, motivate and retain an outstanding, diverse high-performing workforce of human resource professionals through effective leadership, recruitment, training, development and succession planning.
Sustain a high performing team focused on the organizations evolving needs, standardization of programs and processes and create a clear vision for the department marked by collaboration, transparency and opportunities to learn.
Maintain a level of expertise in human resources best practice, incorporating into unit operations and growth and development of employees.
Manage and effectively balance conflicting priorities between the units immediate needs and the priorities and longer-term objectives of the department.
The Exceptional Applicant will be experienced in all HR functions at the director, senior manager, or consultant level with the highest professional ethics. This individual should demonstrate a passion for HR initiatives, transparent problem solving, conflict resolution, and proactive and strategic thinking.
Minimum Qualifications, Substitutions, Conditions of Employment and Appeal Rights
Minimum Qualifications: Graduation from an accredited college or university with a bachelors degree in Human Resources Management, Business Administration, Business Management, Sociology, Psychology

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