POSITION IN THE ORGANIZATION

First Level: CEO

Second Level: This position

LEVEL OF ACCOUNTABILITY, DECISION MAKING, AND JUDGMENT

The Human Resources (HR) Director exercises a high degree of independent judgment, in collaboration with the CEO and management group, within the bounds of business ethics, compliance regulations, accounting principles, and organizational policies and procedures. This position is accountable to the CEO and makes decisions in matters that have been delegated to him or her.

PRIMARY PURPOSE OF THE JOB

The HR Director is primarily responsible for ownership of all human resource operations at Rocky Mountain Crisis Partners. Through leadership, direction, evaluation, and execution; the HR Director is responsible for ensuring that RMCP’s Human Resources activity reflects the organization’s mission, vision, values, and strategic objectives; demonstrates RMCP’s commitment to fair, inclusive, effective, and compliant employer practices; and positively contributes to successful employment relationships and retention efforts. In addition to significant collaboration with other RMCP department members and front line supervisors and managers; the HR Director will lead an HR team including generalist and recruiting HR staff, coordinating all aspects of the HR function at RMCP.

RMCP Leadership Participation

• Collaborate with CEO and executive counter-parts to ensure RMCP human resources activities are sustainable, ethical, and consistent with organization Mission, Vision, Values, and Goals.
• Incorporate RMCP Mission, Vision, Values, and Goals into Areas of Focus.
• Represent RMCP’s interest internally and externally to support long term organizational success.
• Make appropriate recommendations to the CEO and others.
• Maintain appropriate professional confidences.
• Represent RMCP appropriately at relevant stakeholder and partner meetings and relevant professional associations.
• Awareness of and positive influence toward RMCP organization culture.
• Participate in program evaluation and quality assurance of program and administrative operations.

Talent Optimization Outcomes

• Collaborate with CEO and key RMCP staff leaders to design and execute a talent strategy, including recruitment and retention activities, that result in RMCP having the desired staff to meet RMCP service needs and RMCP growth goals.
• Utilize HR data metrics and employee feedback to inform and drive objective decisions around hiring and workforce activity.
• Collaborate with RMCP leadership to provide the necessary education, consultation, and support of all managerial and supervisory staff in their HR responsibilities, ensuring sensible and consistent processes throughout.
• Collaborate with RMCP leadership to develop and contribute to training and employee management strategies to foster continued engagement at RMCP and reduce mental health impact of RMCP’s service provision on employees.
• Embrace a remote workforce; seeking ways to successfully instill HR support, performance management, team building, and culture building with remote employees.
• Encourage ‘Within these walls’ culture with employees.
• Collaborate with RMCP leadership to develop and execute RMCP’s Diversity, Equity, and Inclusion program.

Supervisory Tasks and Outcomes

• Lead and grow the HR Team: Lead, coach, develop, and provide accountability and feedback to a team of Manager(s), Generalist(s), and Recruiter(s) utilizing an assessment of strengths, skills, motivations, and development areas. Build RMCP’s HR team to address gaps in resources within the department.
• Instill engagement with HR Team members to meet the following RMCP HR Mission Statement: As an integral contributor toward RMCP fulfilling its mission, the HR Department is always #ReadyToListen and positively contribute to successful employment relationships. As a team, we will bring value to all who enter "within these walls"; each day promoting an environment of honesty and trust, and conducting business in a manner that promotes compliance, fairness, and respect.
• Identify and implement department improvement initiatives.
• Communicate goals and expectations to supervisees in a clear and timely manner.
• Monitor and manage employee performance issues; including timely and constructive performance evaluations.

Human Resource Department Oversight

• Provide planning, coordination, and execution of all Human Resource matters, providing recommendations to the CEO and adjustments as needed.
• Stay up-to-date on changing Federal and State requirements affecting RMCP and its staff, ensuring RMCP’s legitimacy on all matters.
• Maintain Employee Handbook and various HR policies, updating as-needed or required, and ensuring they are administered consistently and accurately.
• Coordinate with Vendors, Board Members, and RMCP Management to develop new internal policies on as-needed basis.
• Ensure employee issues are handled with respect to the employee, federal and state compliance regulations, the employee handbook, internal policies, external HR recommendations, and the demonstration of a high ethical standard. This activity will include participation in employee discussions, and consultation with CEO and key RMCP managerial staff to inform and recommend employment actions based on RMCP’s liability and risk management, in respect to federal and state compliance regulations, and in consideration of reasonableness for employee and business ability. Employee issues should be handled in a manner that reduces risk of legal action.
• In coordination with CEO, ensure any legal employment claims are responded to with respect to privacy, timeliness, and accuracy.
• Maintain RMCP’s Compensation Structure, ensuring position salaries accurately represent external market values, internal fairness, and RMCP recruiting and retention goals; perform compensation analyses as-needed and provide recommendations to CEO as-needed.
• Maintain RMCP’s Total Benefits Program (Monetary and Non-Monetary) – ensuring compensatory and non-compensatory benefits are aligned with the financial capacity and overall goals of the organization, are practiced consistently, and are communicated to staff in an effective manner.
• Manage RMCP healthcare and wellness benefit programs through vendor coordination of benefit package development and in-house oversight and execution of annual renewals, open enrollment, on-going enrollments, terminations, and COBRA continuations. Ensure Benefit programs and staff enrollment responsibilities are effectively communicated.
• Manage payroll through vendor coordination, HR team direction, and cross department coordination; ensuring payroll is accurate, timely, and that systems are appropriate for the organization’s structure and needs.
• Maintain a performance evaluation system and effective performance management tools; support RMCP managerial staff and HR staff in execution, follow up and record keeping of performance management activity. In addition to the formal evaluation system at pre-defined time intervals, coordination with RMCP managerial staff will be necessary to ensure time-appropriate and constructive feedback of staff is well executed and documented in an ongoing way.
• Coordinate all internal and external RMCP recruiting and hiring efforts per identified Talent Optimization Strategies, and in consideration of turnover/ retention trends and growth needs.
• Oversee all administrative functions involved with new hires and employee terminations, ensuring comprehensive, repeatable, and efficient processes are executed throughout the HR team activity and in coordination with RMCP training and managerial staff.
• Oversee all administrative functions involved with employment changes (full time to part time, role change, ect.), ensuring comprehensive, repeatable, and efficient processes and communication are executed to address associated changes to benefit eligibility, compensation changes, etc..
• Oversight of administrative HR documents and records, including but not limited to ensuring appropriate record keeping of employee files, job descriptions, and HR policy/procedure forms.
• Manage RMCP corporate insurance and liability programs through vendor/broker coordination of insurance package development and in-house management as-needed changes and claim coordination.
• Oversee Unemployment Insurance claims response process.

QUALIFICATIONS

• Bachelor’s degree (or combination of education, experience, and training that prepares the candidate to fulfill the responsibilities of this job).
• Five years experience in an HR and/or general business field of practice.
• PHR or SHRM-CP preferred.
• Strong knowledge of labor and compliance regulations is required.
• Knowledge of and experience in DEI programming is preferred.
• Demonstrable leadership experience and professional demeanor.
• Ability to exercise excellent judgment, business ethics, and respect for employees’ privacy in regard to sensitive and private personnel matters.
• Excellent oral and written communication skills.
• Exceptional organizational skills, attention to detail.
• Expertise with Microsoft Office including fluency with Word, Excel, and Outlook.
• Experience with HRIS systems (ideally Paylocity) preferred.

PHYSICAL REQUIREMENTS

This position requires the ability to engage in phone conversations and internal meetings. The incumbent must be able to sit for extended periods and have the ability to move about the office by walking or with adaptive equipment. Fine motor skills are required to operate computers, telephones, and other standard office equipment.

The incumbent must have the cognitive ability to correctly interpret speech and written materials in English, use simple arithmetic, create and use keywords to conduct successful web-based searches.

Rocky Mountain Crisis Partners is committed to providing an accessible workplace. Reasonable accommodations will be provided upon request.

COMPENSATION:

$80,000-$95,000/yr

BENEFITS INCLUDE:

The following is a list of the benefits offered to all full-time employees. Part-time employees’ benefits are limited to paid leave, training, and the Employee Assistance Line.

• Comprehensive Medical – Kaiser Permanente (3 Plan Options)
• Out of Pocket Reimbursement Coverage – SIS Link or HSA
• Dental
• Vision
• Life Insurance - Company Sponsored and Voluntary
• Short-Term and Long-Term Disability - Company Paid
• 401k
• Employee Assistance Line
• Paid Training
• Paid Time Off, Sick and Holidays

A link to our benefits listed on our website is: https://rmcrisispartners.org/home/about/rmcp-hiring/

BACKGROUND CHECKING

Finalists for this position may be required to provide date of birth, and Social Security prior to employment for the purpose of background and criminal record checks. Any offers of employment are contingent on successful background and record checks.

WE ARE COMMITTED TO PRINCIPLES OF EQUAL EMPLOYMENT OPPORTUNITY

Rocky Mountain Crisis Partners (RMCP) is dedicated to the principles of equal employment opportunity. RMCP prohibits unlawful discrimination against applicants or employees on the basis of age 40 and over, race, color, national origin, sex, marital status, religion, disability, military/veteran status, sexual orientation (including transgender status), genetic information, or any other applicable status protected by state or local law. RMCP is committed to making employment decisions based on valid job-related requirements.