Director of Human Resources

Description

Salary: $110,000-$140,000 commensurate with credentials.

Posting: Accepting applications as long as posting is up

To apply: Submit a resume, transcript, diplomas, and certificates

Bonus: Signing bonus eligible, $500

The Director of Human Resources is responsible for leading all core HR functions for Mile High Early Learning (MHEL), including recruitment, onboarding, offboarding, benefits administration, compliance, employee relations, and performance management. This role guides employment-related decisions and ensures compliance with applicable employment laws while supporting a consistent, employee-focused human resources (HR) experience.

Reporting Relationships:

Supervisor: Chief Executive Officer

Direct Reports: Human Resources Specialist and Recruiter

Organizational Leadership Role

• Partner with executive team to ensure HR strategies are aligned with MHEL’s strategic plan, goals, and mission.
• Cultivate a positive, inclusive, and mission-driven culture in collaboration with executive team and HR Team.
• Establish data-informed practices for continuous program quality improvement.

Core Functions:

Recruitment & Hiring

• Lead efforts to attract and retain staff who resonate with MHEL’s mission and vision for equity.
• Develop and implement an effective staff recruitment plan.
• Coordinate placement and maintenance of postings for open positions.
• Identify roles to be posted and provide finalized job descriptions aligned with hiring goals.
• Ensure accurate job postings and access to recruiting systems.
• Conduct interviews as needed and confirm final hiring decisions.
• Ensure job applicants are screened appropriately, complete all required background and reference checks, and are tracked throughout the recruiting and hiring process. Verify education, certifications, licenses, and credentials. Arrange for medical exams when required.
• Manage all offer-related communications and negotiations.

Onboarding and Offboarding

• Schedule and implement new hire orientation sessions. Communicate company-specific policies, job expectations, and role-specific information to new hires.
• Approve system access permissions and equipment distribution for new hires.
• Coordinate post-onboarding training and development activities.
• Create and maintain a standardized offboarding checklist aligned with organizational needs.
• Guide all employment termination decisions and communicate directly with affected employees.
• Administer termination notices and coordinate final paychecks and benefits continuation in compliance with labor laws.
• Ensure collection of company property and revocation of system access.
• Manage post-termination activities including unemployment claims, disputes, or legal matters.

Compensation & Benefits

• Work with the President and CEO and Chief of Staff to evaluate and update salary ranges for MHEL staff positions.
• Serve as primary contact for benefits vendors and lead annual review of employee benefits.
• Manage open enrollment in partnership with benefits brokers and external partners. Provide benefits orientation for new hires.
• Navigate and manage legal compliance for employee benefits including: FTO, FMLA, FAMLI, Workers’ Comp; FLSA. ACA, ADA.
• Develop and distribute benefits communications to staff.

Systems, Policies, and Compliance

• Ensure HR systems, policies, benefits, and compensation structures are well managed and compliant with standards and laws that MHEL is required to follow.
• Develop and implement HR policies and procedures and update Employee Handbook as needed ensuring compliance with laws and regulations.
• Ensure completion and documentation of Employee Handbook acknowledgements from all staff.
• Manage organizational HRIS system.
• Provide guidance to supervisors on following and implementing mandated policies.
• Consult with legal counsel as necessary to be sure all legal requirements are being met.
• Ensure that employee files are complete and accurate in accordance with licensing rules and regulations and Head Start Program Performance Standards.
• Prepare HR reports including personnel report; education credentials; recruitment; retention; terminations; and Performance Improvement Plan implementation.
• Oversee I-9 verification compliance.
• Ensure required employment posters are displayed at all locations.

Performance Management

• Manage employee performance review process.
• Maintain and enforce performance management policies.
• Work with supervisors to provide effective employee feedback and manage employee performance issues.
• Maintain performance documentation and identify supervisor training opportunities.

Employee Relations

• Build an organization-wide supportive culture, resolve conflicts, and promote trauma informed approach.
• Provide high quality customer service when responding to employee requests and questions.
• Identify and resolve problems in a timely manner by gathering and analyzing information and determining the best course of action.
• Communicate investigation outcomes and resolutions to involved employees.

Standard Job Functions

• Demonstrate the ability to remain calm in confrontations and/or emergency situations and apply problem-solving skills in developing solutions that may be required.
• Hold and demonstrate high standards in quality of the written communications that HR is responsible for generating including all correspondence, training materials related to HR, Employee Handbook, performance appraisals, discipline write-ups, and any other written materials.
• Establish credibility throughout the organization as an effective listener and problem solver of personnel issues always with the good of the organization as the priority.
• Understand and model the importance of maintaining confidentiality related to all aspects of the organization.
• Consistently demonstrate the ability to work with employees, children, and parents within the community including those whose first language may not be English.
• Attend mandatory staff meetings.
• Perform other duties as assigned.

Environmental Surroundings:

• Business office environment
• Moderate standing, walking, stooping

Equipment and Supplies Used:

• Computer, printer, telephone, fax, copier, calculator, and other office equipment

Requirements

• Bachelor’s degree in Business Administration, Human Resources Management, or related field
• Five years’ experience in HR management role
• Professional in Human Resources (PHR) certification or completion within one year
• Knowledgeable of principles and practices of personnel administration and regulatory compliance
• Speak clearly and persuasively in positive or negative situations, demonstrate group presentation skills, and conduct meetings
• Ability to write clearly for diverse audiences; present numerical data effectively and accurately, read and interpret written information
• Proficient skills with Microsoft 365
• Pass CBI background check

Desired Qualifications / Skills / Licenses / Certifications:

• Experience with non-profit sector
• Bi-lingual (Spanish preferred)
• SHRM Certified Professional credential
• HRIS software experience

Essential Physical Requirements:

• Conduct activities involving standing, walking, and moderate sitting
• Lift, carry, push, and/or pull a burden weighing up to 25lbs
• Understand and manipulate office equipment and similar other tools and materials.
• Work with hands above shoulder height with a weight up to 10lbs
• Work with arms extended at shoulder height with a weight up to 10lbs
• Participate in routine conversation in person or via telephone and distinguish telephone, radio/pager signals, alarms, and other auditory tones

Mile High Early Learning is a drug-free workplace, and we perform pre-employment drug screenings.

We are an equal opportunity employer. We do not discriminate based on race, gender, age, religion, sexual orientation, disability, or any other protected characteristic. All qualified candidates will receive fair consideration for employment. #ID23 #HP