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Employee Development & Wellbeing Manager

Posted by:
Kevin Smith
Job Location: Aurora, CO office
Job Description:
STARTING SALARY:  $75,000-80,000
:  Bachelor’s degree in human resources, Business Administration, or related field required.

A minimum of three years of human resource management experience preferred with HR certifications (PHR, SPHR) highly desired.

EXPERIENCE:  Experience working for or with a non-profit organization is preferred. At least three years supervisory or management level experience in human resources is preferred. Related equivalent experience will be viewed favorably. Must be proficient with Microsoft office products. Must have excellent verbal and written communication to include excellent interpersonal, negotiation, and conflict resolution skills. Must be able to prioritize multiple tasks and delegate when appropriate. Excellent organizational skills and attention to detail along with strong analytical and problem-solving skills are very important. Must act with integrity, professionalism, and confidentiality and possess thorough knowledge of employment-related laws and regulations.

SUMMARY STATEMENT:  The Employee Development and Wellbeing Manager will lead and direct Human Resources (HR) functions related to and including staffing recruitment, employee development, staff well-being, components of some employee benefits, and training. Consistency enforcing company personnel policies and practices is required. The Manager works with the Executive Director and the management team to address workplace employee and labor details or issues. 

  • Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.
  • Manages the talent acquisition process, which may include recruitment, interview support, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles. Collaborates with departmental managers to understand skills and competencies required for openings.
  • Maintains and administers third party routine screening and background checks for new hires
  • Coordinates efforts with the management team to organize and conduct new employee orientation
  • Provides support and guidance to management, and other staff when complex, specialized, and sensitive questions and issues arise. May be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
  • Participates and/or guides employee disciplinary meetings, terminations, and investigations.
  • Participates in facilitation of staff/supervisor disputes
  • Advises management to ensure resolution of employment related matters
  • Administers the exit interview process
  • Administers and keeps current new hire checklist and employee separation checklist
  • Maintains employee HR/personnel files
  • Maintains and keeps current employee position descriptions
  • Maintains and updates the Personnel (employee handbook) Manual
  • Participates in the creation and/or maintenance of policies, procedures, and guidelines as needed
  • Advises management on labor issues
  • Maintains knowledge of industry trends and employment legislation. Works with Accounting, management and administrative staff to ensure adherence to federal, state, and local legal requirements and advises management on needed actions to remain compliant.
  • Creates learning and development programs, benefits or initiatives that provide internal development opportunities for employees
  • Administers and/or develop employee wellness program: including components in life skills, mental fitness, emotional and physical health resources, training, and education
  • Advises and implements strategies where needed for diversity and inclusion within RMLEB
  • Partners with managers and supervisors to implement strategies for employee engagement and retention
  • Works with managers and supervisors to develop and or implement new and or enhance existing employee recognition and reward programs
  • Develops and administers third party coaching program/emotional support for employee support and personal skills development
  • Monitors and communicates with managers status of schedules for employee annual performance evaluations
  • Participates in performance appraisal process and assists with goal development. Develops or suggests plans for individual training that will enhance personal growth and development.
  • Prepares and analyzes HR metrics and provides reports that guide leadership decision making, culture assessment and improvement, employee recruitment and retention or other specified areas.
  • Performs other duties as assigned


               Near Vision: Jaeger-2 (near card) with or without correction at 16 inches
Hearing: Normal conversational hearing in order to interact with employees and vendors. 
Understanding speech:  250 Hz to 8000 Hz in the worse ear with or without aid.
Dexterity: Appropriate dexterity to operate business machines with our without aids or prosthesis.
Prolonged periods of sitting at a desk and working on a computer.
Must be able to lift 15 pounds at times.
Must be able to access and navigate each department at the organization’s facilities.

SUPERVISOR:  Executive Director

401k Matching
Short Term Disability
Accident Insurance
Life Insurance
Flex Spending Account
Vacation and Sick Time
Wellness Plan
Gap Insurance
Mileage Reimbursement