Human Resources Director - Non-Classified

• Flexible work schedules and flexible workplace options that may include flexible working hours, working from home, working in the office, and/or a hybrid working environment.
• Premier medical, dental, vision, and dependent life insurance options. All with a generous employer contribution keeping employee costs as low as possible.
• Employer-paid short-term disability and life insurance.
• Up to 160 hours of Paid Family Medical Leave (PFML).
• 11 paid holidays per year.
• Competitive vacation and sick leave accruals.
• Retirement through the Public Employees Retirement Association (PERA) www.copera.org.
• Employer-paid RTD Eco Pass (certain restrictions may apply).
• Paid professional development opportunities.

Position Summary:

The Director of Human Resources serves as a strategic leader responsible for designing, implementing, and continuously improving a comprehensive human capital strategy that enables the Colorado Department of Education (CDE) to achieve its mission and strategic priorities.

This position is a subject-matter expert in the personnel system, the Colorado Constitution and Revised Statutes, State Personnel Board Rules, Director’s Administrative Procedures, universal policies, technical guidance, federal employment laws, auditing, compliance, and operations.

This role leads the transformation of Human Resources from a compliance-driven, and transactional model to a trusted, proactive, data-driven, and service-oriented strategic partner. The Director ensures alignment between talent strategy, organizational effectiveness, and operational execution, while fostering a culture grounded in accountability, equity, service, trust, and continuous improvement.

The Director serves as a key advisor to executive leadership and plays a critical role in shaping workforce strategy, strengthening leadership capacity, modernizing HR systems, and ensuring a high-performing and inclusive organizational culture. 

Key Duties and Responsibilities:

• Serves as a member of the executive leadership team advising on human capital strategy, organizational effectiveness, and workforce planning.
• Acts as a strategic thought partner to division leaders to align talent decisions with agency priorities and long-term goals.
• Leads through influence across divisions to drive coherence in talent practices, workforce planning, and organizational culture.
• Designs and oversees a comprehensive job classification framework across classified and non-classified roles, ensuring clarity in role expectations, career progression, and alignment to organizational needs, staffing models, and long-term workforce sustainability.
• Develops and implements a strategic compensation philosophy and structure aligned to market competitiveness, internal equity, and state constraints.
• Builds leadership capacity across the agency by coaching leaders, strengthening managing practices, and promoting accountability and performance.
• Fosters a culture of trust, service, and high-quality outcomes, ensuring alignment with CDE values and leadership competencies.
• Serves as a connector across teams to remove barriers, improve collaboration, and strengthen internal systems.

• Develops and implements a comprehensive, multi-year human capital strategy aligned to CDE’s strategic plan and operational priorities.
• Leads workforce planning efforts, including staffing models, succession planning, and talent pipeline development.
• Designs and implements strategies to recruit, retain, and develop a high-quality and diverse workforce.
• Uses data and analytics to identify workforce trends, forecast needs, and inform decision-making.
• Ensures talent strategies support both immediate operational needs and long-term organizational sustainability.

• Establishes clear, consistent, and accessible HR processes and service-level expectations, while measuring and reporting on responsiveness, quality, and internal client satisfaction to ensure accountability and continuous improvement.
• Leverages emerging technologies, including artificial intelligence and automation tools, to improve HR processes, increase efficiency, and enhance service delivery.
• Implements, develops, and maintains data visualization tools (e.g., dashboards, reports) to communicate workforce insights, track key metrics, and support and inform decision-making across leadership.
• Oversees all core HR functions, including talent acquisition, employee relations, performance management, compensation, benefits, compliance, and safety.
• Leads modernization and optimization of HR systems, processes, and service delivery models to improve efficiency and user experience.
• Establishes clear service standards and accountability measures for HR operations.
• Drives continuous improvement efforts to streamline processes, reduce administrative burden, and increase organizational effectiveness.

• Builds and sustains trust in HR through transparent communication, consistent practices, responsive service, and high-quality delivery across all levels of the organization.
• Leads initiatives to strengthen organizational culture, employee engagement, and overall staff experience, using feedback and data to identify trust gaps and address root causes.
• Designs and implements leadership development and performance management systems aligned to CDE’s values and competencies, ensuring clarity, accountability, and meaningful feedback.
• Partners with Communications and leadership to ensure clear, consistent messaging and promotes inclusive practices that advance equity, belonging, and access to opportunity for all employees.

• Develops, updates, and ensures implementation of HR policies in alignment with state and federal requirements and CDE priorities.
• Manages employee relations matters and leads workplace investigations, ensuring compliance with applicable policies, procedures, and legal requirements.
• Provides strategic oversight, management, and ensures statutory compliance for specialized HR programs, including ADA/ADAAA interactive processes and reasonable accommodations, Workers’ Compensation claim management and safety initiatives, Labor Relations and collective bargaining adherence, and the management of Unemployment Insurance claims and appeals.
• Ensures consistent and equitable application of policies, procedures, and employment practices.
• Implements comprehensive knowledge of State Personnel Board Rules, Department of Personnel & Administration (DPA) processes, and is Personal Services Contracts (SPCP) certified and compliant with Statement of Work (SOW) requirements, including state-compliant SOW approval procedures. 
• Adheres to and advises on rules and regulations pertaining to classified policies and hiring processes.
• Partners with legal counsel and leadership on risk mitigation and compliance strategies.
• Supports audit readiness and ensures appropriate documentation and internal controls.
• Provides strategic oversight of HR compliance by engaging in key internal and external forums, monitoring legislative and regulatory developments, and directing the implementation of policy and practice changes to ensure organizational compliance.

Supervisory Responsibilities:

• Builds and leads a high-performing HR team known for responsiveness, strong customer service, consistency, fairness, and effective relationship management across divisions.
• Establishes clear goals, performance expectations, and development plans to support team growth and accountability.
• Ensures the HR team delivers both operational excellence and strategic impact in support of organizational priorities and strategic impact.

MINIMUM EDUCATION  AND EXPERIENCE  REQUIREMENTS: 

Education and Experience

• Bachelor’s degree in Human Resources, Organizational Development, Business Administration, Public Administration, or a related field.

And

• Minimum of Five (5) years of progressively responsible leadership experience in human resources, talent management, or organizational leadership.

• Demonstrated ability in HR functions through transparent communication, consistent decision-making, high-quality service, and by strengthening employee confidence in HR as a trusted partner and advisor.
• Strong knowledge of employment law, compliance, and public sector HR practices.
• Demonstrated experience designing or managing compensation structures, job classification systems, or workforce frameworks in complex organizations.
• HR certification (SHRM-SCP, SPHR, or equivalent)
• Demonstrated ability to use data visualization tools (e.g., dashboards, presentations) to translate complex information into clear, actionable insights.
• Experience leveraging AI or emerging technologies to improve workflows, analyze data, or enhance organizational effectiveness.
• Strong attention to detail (proofing work, spelling, grammar, formatting, etc.).
• Demonstrated ability to effectively balance quality of work and productivity expectations.
• Demonstrated ability to effectively collaborate with internal and external customers (e.g. school districts, other CDE units).
• Demonstrated ability to prioritize and organize work to accommodate and meet the changing needs of the department and meet deadlines.
• Demonstrated ability to take initiative and exhibit a proactive approach to work.
• Demonstrated ability to identify problems and recommend solutions prior to the standard being jeopardized.
• Demonstrated ability to work independently, as well as on a team.
• Ability and willingness to travel.

• Master’s degree in a related field.

• Experience in the public sector or education systems.

• Familiarity with Colorado state personnel systems and processes.

• Must be willing and able to submit to the pre-screening process and pass a background check.
• Ability and willingness to independently determine, obtain means, and complete required commuting to the office or other meeting locations.
• Work extended schedule per business needs
• Report to work location per business needs.
• Incumbent will be required to obtain the State of Colorado Statewide Personnel Certification Program (SPCP) certification in Job Evaluation and Personnel Services Contracts within 12 months of hire.

• This position is full-time (at least 40 hours per week), Monday-Friday.
• This position is hybrid, allowing a flexible work arrangement of both home and in-office work.

• Extended hours during the evening or the weekend may be required by business needs.
• A home office is required for remote office work.
• Required to report to the work location as required, which will vary based on business needs.  
  • LIGHT/Office environment: 
    • Required to sit, view a computer screen, and utilize a keyboard and mouse for extended periods of time.
    • May be required to lift and move up to 10 lbs of force frequently or 20 lbs occasionally.
    • Required lifting, bending, stooping, pushing, walking, etc.
    • Light work usually requires walking or standing to a significant degree (for event setup, such as all-staff events and holiday parties.
• A driver's license is not required; however, the employee is required to independently obtain and determine the means to commute to the office.

Complete Applications must include:

• Completed Online Application: Required - Submitted through our ATS.
• Cover Letter: Attached to the online application
• Resume: Attached to the online application
• Transcript: Required if using education to meet MQs - Attached to the online application and meeting requirements as described under "College Transcripts".