Director of Business Operations & People

Colorado Lifted Foundation•Denver, CO

2d•$85,000 - $100,000•Hybrid

About The Position

The Director of Operations & People will serve as the organizational backbone of CLF’s growth, reporting directly to the CEO and owning two interconnected domains: People & Culture and Organizational Operations. In this newly created role, you will design and steward the people systems, financial administration, and operational infrastructure that allow every team member—from program staff to senior leadership—to do their best work. You will recruit and onboard exceptional talent, cultivate the culture that keeps people rooted in mission, and build the vendor relationships and financial workflows that keep CLF running with integrity and efficiency. This is a solo-operator role in FY27, which means you will have direct access to the CEO, significant autonomy, and real influence over how CLF grows and functions. An Operations Coordinator is projected to join as a direct report in FY28, giving you the opportunity to build and lead a team of your own. CLF’s five core values are not background scenery—they are the criteria by which this role recruits, the lens through which we build culture, and the commitments that connect every person on our team to the young people we serve. Once a Dreamer, Always a Dreamer means this role carries the weight of that promise into every hire, every onboarding experience, and every system we build.

Requirements

5+ years of progressive experience in HR, People Operations, operations management, or a closely related field, preferred
Working knowledge of Colorado and federal employment law, benefits administration, and HR compliance
Demonstrated experience managing recruiting, onboarding, and performance processes—ideally in a small or growing organization
Hands-on experience with financial administration platforms—particularly Bill.com and/or QuickBooks—including accounts payable, accounts receivable, and expense management
Strong organizational and project management skills with a systems-thinking mindset
High degree of discretion and judgment in handling confidential employee and financial matters
Excellent written and verbal communication skills
Ability to operate independently and build structure from the ground up without heavy oversight

Nice To Haves

Experience in a nonprofit or mission-driven organization
PHR, SHRM-CP, or equivalent HR certification (or actively pursuing)
Familiarity with HRIS and payroll platforms (e.g., Rippling, Gusto, BambooHR, or similar)
Proficiency with Bill.com and QuickBooks—experience with AR/AP workflows, monthly close processes, and financial controls
Experience with vendor management, IT liaison responsibilities, contract administration, or operational process design
Background or demonstrated interest in culture-building, staff engagement, or organizational development
Experience with fleet or facilities management a plus
Comfort with tools like Google Workspace, Slack, Claude.ai, Monday.com, Asana, or other collaborative work platforms

Responsibilities

Lead full-cycle recruiting for all open positions—job posting, candidate screening, interview coordination, offer management, and reference checks—bringing CLF’s values into every step of the process.
Design and own an onboarding experience that immerses new hires in CLF’s mission, culture, and systems from day one—ensuring every team member feels welcomed, connected to the young people we serve, and grounded in how CLF works together.
Build and maintain relationships with recruiting platforms, diversity-focused sourcing channels, and university partners to expand CLF’s talent pipeline.
Champion A Seat at the Table by building hiring processes that actively center equity—structuring interviews, scoring, and selection to surface diverse candidates and reduce bias at every stage.
Manage CLF’s quarterly performance review processes, including goal-setting frameworks and feedback cycles that support growth and accountability across the organization.
Partner with the CEO and senior leaders to identify professional development needs and source learning opportunities that invest in team members’ long-term trajectories.
Maintain a clear framework for promotions, compensation adjustments, and role evolution—honoring CLF’s commitment to Once a Dreamer, Always a Dreamer by building internal pathways that reflect the organization’s long-term investment in its people.
Serve as the primary point of contact for HR compliance—federal and Colorado state employment law, required filings, and regulatory updates—ensuring CLF operates with integrity and legal soundness.
Maintain and update the CLF Employee Handbook, policies, and procedures to reflect current law and organizational values.
Manage benefits enrollment, open enrollment periods, and serve as the liaison with CLF’s benefits providers.
Handle confidential employee matters, documentation, and separation processes with care, professionalism, and legal compliance.
Champion CLF’s organizational culture and values across all three teams—Administrative, Youth Programs, and Clinical Programs—building belonging, psychological safety, and a shared sense of mission.
Audit, codify, and strengthen CLF’s existing staff celebrations and traditions—documenting them as repeatable organizational practices that reinforce We Not Me across every team.
Design and own CLF’s annual all-staff retreat: agenda development, logistics coordination, facilitator selection, and post-retreat follow-through on commitments made.
Build and maintain a calendar of cross-team engagement touchpoints throughout the year—creating opportunities for Administrative, Youth, and Clinical staff to connect, collaborate, and build the relational infrastructure that makes the organization whole.
Lead internal recognition and staff appreciation programs—including peer recognition structures, milestone celebrations, and leadership shout-outs that reflect CLF’s values in action.
Gather and act on staff feedback through regular pulse surveys, listening sessions, and 1:1 check-ins—translating what you hear into concrete improvements that demonstrate CLF is a place where every voice shapes the culture.
Partner with the CEO to advance equity, inclusion, and belonging as core organizational commitments—not just policies, but lived culture.
Manage CLF’s vendor relationships—IT support, insurance, legal counsel, HR platforms, and other operational service providers—ensuring reliability, cost-efficiency, and mission alignment.
Serve as the primary internal liaison with CLF’s contracted IT support provider—triaging technology issues, managing user access, overseeing hardware and software needs, and ensuring the team has what it needs to work effectively.
Review and maintain contracts, renewals, and compliance tracking for all vendor and operational agreements.
Identify cost efficiencies and negotiate terms where appropriate in alignment with the annual budget.
Manage the maintenance, registration, and inspection of CLF’s organizational vehicles, including scheduling service, tracking compliance requirements, and coordinating with program teams on availability.
Oversee CLF’s physical workspace needs—office supplies, facilities maintenance requests, and coordination with building management or landlord.
Maintain an inventory of CLF’s physical and technology assets, ensuring equipment is properly assigned, tracked, and managed through staff transitions.
Serve as CLF’s operational owner for financial administration platforms—including Bill.com (accounts payable/receivable) and QuickBooks (accounting and bookkeeping)—ensuring accuracy, timeliness, and proper financial controls.
Process and track accounts payable (vendor invoices, contractor payments, expense reimbursements) and accounts receivable (grants, donations, program revenue) in coordination with CLF’s external bookkeeper, including accurate financial coding of all transactions.
Manage the monthly financial close checklist in partnership with CLF’s accounting team—ensuring timely, accurate, and well-documented financial records.
Oversee expense reporting workflows: reviewing and approving staff expense submissions, enforcing spending policies, and maintaining reimbursement timelines.
Support the CEO in annual budget planning by providing operational cost data, vendor renewal projections, and staff expense trend analysis.
Manage payroll coordination in partnership with CLF’s HRIS/payroll platform—ensuring timely, accurate pay runs and resolving any discrepancies.
Audit existing organizational processes and build or improve systems for cross-team efficiency—including onboarding workflows, approval chains, and information management.
Serve as the internal owner of operational platforms (HRIS, project management tools, shared drives)—maintaining documentation and ensuring team adoption.
Develop standard operating procedures (SOPs) and process documentation for recurring organizational functions, creating institutional knowledge that outlasts any single person in the role.
Partner with the CEO on organizational planning—including headcount modeling, budget inputs for staffing, and capacity analysis.
Support compliance with grant reporting requirements related to operational and HR data.
Serve as a resource and thought partner to managers navigating people situations, team dynamics, or operational challenges.
Manage HR/operational platform logins, access controls, and account transitions when staff depart or join.