Human Resources Manager

Summit Integrated Systems•Louisville, CO

23d•$115,000 - $130,000•Onsite

About The Position

The Human Resources Manager is responsible for independently leading and managing Summit’s HR function, serving as the primary HR resource for employees, managers, and leadership. This role oversees the full employee lifecycle, including talent acquisition, onboarding, employee relations, benefits administration, performance management, compliance, employee development, engagement, leave management, and offboarding. The HR Manager partners closely with leadership and managers to build and maintain effective people practices, provide thoughtful guidance through complex employee matters, and ensure HR policies and processes are consistently and legally compliant. This role requires strong judgment, discretion, organization, and the ability to navigate sensitive situations while balancing the needs of employees with the needs of the organization. As Summit continues to grow, the HR Manager will play an important role in strengthening HR infrastructure, developing people-focused processes, supporting leaders, and helping create an employee experience that reflects Summit’s mission and values.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field; equivalent progressive HR experience may be considered in place of formal education requirements.
8–10+ years of progressive HR experience with demonstrated ability to independently manage multiple HR functions, including employee relations, employment compliance, benefits, talent acquisition, performance management, and the full employee lifecycle.
Demonstrated experience supporting employees across multiple states and managing multi-state employment requirements.
Maintains driver’s license in good standing with DMV and the ability to be insured under Summit’s insurance policy.

Nice To Haves

Experience serving as the primary or sole HR resource for an organization is strongly preferred.
Experience working in a growing organization and advising managers and leadership on complex employee matters is preferred.
Experience developing HR infrastructure, policies, processes, and organizational practices is preferred.
Experience managing sensitive or high-risk employee relations situations is preferred.
Master’s degree in Human Resources, Business, or a related field is preferred.
SHRM-SCP, SPHR, SHRM-CP, or PHR certification is a plus.

Responsibilities

Leads and manages Summit’s HR function, including establishing priorities, developing HR processes, and ensuring effective day-to-day HR operations.
Serves as the primary HR resource for employees, managers, and leadership, providing guidance on policies, employee matters, performance, benefits, and other HR-related questions.
Manages and develops HR team members through hiring, onboarding, training, coaching, goal setting, performance management, and accountability.
Maintains compliance with applicable federal, state, and local employment laws and regulations, including monitoring regulatory changes and coordinating updates to policies and practices.
Develops, implements, and maintains HR policies, procedures, employee handbook updates, HR documentation, compliance calendars, and required notices.
Serves as the primary resource for employee relations matters, including workplace concerns, conflicts, investigations, corrective action, performance and conduct issues, and difficult conversations.
Partners with managers and leadership to address employee concerns consistently, appropriately, and in accordance with company policy and applicable employment requirements.
Oversees Summit’s talent acquisition function and provides strategic direction for hiring processes, candidate selection, recruiting practices, and hiring manager support.
Oversees onboarding and new hire processes to ensure employment documentation, systems, benefits, training, and communications are completed accurately and on time.
Manages Summit’s employee benefits programs, including eligibility, enrollment, employee questions, vendor and broker relationships, compliance requirements, and ongoing administration.
Oversees performance management and employee development processes, providing managers with the structure, tools, and guidance needed to set expectations, provide feedback, address performance concerns, and support employee growth.
Leads employee engagement initiatives by gathering employee feedback, analyzing engagement trends, and helping leadership turn feedback into practical improvements.
Manages employee leave and workers’ compensation processes, including FMLA, Colorado FAMLI, ADA/ADAAA-related leave and accommodations, PTO, state and local leave requirements, workers’ compensation claims, and OSHA recordkeeping.
Coordinates employee offboarding and termination processes, ensuring resignations and terminations are handled consistently, appropriately documented, and communicated across HR, payroll, managers, IT, and other relevant functions.
Manages HR-related contracts, vendors, systems, and service providers, ensuring effective communication, documentation, and delivery.
Identifies potential HR and compliance risks and appropriately coordinates with leadership and outside legal or professional resources when specialized guidance is needed.
Provides training and resources to managers on HR policies, documentation, employment practices, and compliance requirements.
Maintains appropriate confidentiality and discretion when handling sensitive employee, compensation, performance, and organizational information.