Manager of Talent and Human Resources

Colorado Access•Denver, CO

1d•$120,000 - $135,000•Hybrid

About The Position

Colorado Access is seeking a Manager of Talent and Human Resources to support its mission of partnering with communities and empowering people through access to quality, affordable care. This manager leads assigned HR team members and oversees day-to-day talent acquisition operations and Human Resources service delivery. The role partners with organizational leaders and internal business partners to meet workforce needs, improve recruitment outcomes, provide employee and manager support, and implement approved HR practices and initiatives. The position manages recruitment processes and employee relations activities, advises managers on HR matters, and supports performance management, leave and accommodation administration, compensation and workforce planning practices, compliance, and HR projects. It also contributes to employee engagement, retention, recognition, learning, inclusion, and culture initiatives in partnership with HR and Organizational Development leadership. The work environment is hybrid, combining in-office and remote work. Colorado Access cannot support employees who live outside Colorado.

Requirements

At least seven years of progressively responsible, broad-based human resources experience, including complex employee relations, investigations, performance management, policy, compliance, talent acquisition, leave and accommodation, HRIS reporting, and program or project leadership.
Prior direct supervisory or people-management experience.
Excellent written and verbal communication skills.
Proficiency with Microsoft Office applications, including Word, Excel, PowerPoint, Outlook, and SharePoint, and ability to work with a variety of project management tools.
Ability to manage multiple priorities and projects with tight deadlines.
Demonstrated support for the company's mission, vision, and values.

Nice To Haves

Bachelor's degree in Human Resources, Business Administration, or a related field; an equivalent combination of relevant education and progressively responsible experience may substitute.
Experience in a regulated, healthcare, nonprofit, insurance, multi-state, or similarly complex environment.
SPHR or SHRM-SCP certification; PHR or SHRM-CP may be considered.
Workplace investigation, change management, project management, or related specialized training.
A valid driver's license and proof of current auto insurance, if the position requires driving.

Responsibilities

Lead, coach, and develop assigned HR team members; establish priorities, assign projects, monitor performance and service quality, conduct evaluations, and support professional development and accountability.
Lead day-to-day talent acquisition operations and implement recruitment strategies aligned with organizational priorities, workforce needs, staffing plans, and HR policies.
Partner with organizational leaders to identify hiring needs, develop recruitment plans, address staffing challenges, and support timely hiring.
Strengthen talent pipelines, sourcing practices, recruitment partnerships, candidate engagement, and employer branding with hiring managers and internal partners.
Oversee recruitment processes, including requisition management, selection and interview processes, offer coordination, hiring-range compliance, pre-employment requirements, and onboarding transitions.
Monitor recruitment performance and process efficiency, identify barriers, and implement improvements.
Support internal talent mobility and approved succession planning initiatives in partnership with HR and Organizational Development leadership.
Oversee day-to-day HR operations and service delivery, ensuring timely, accurate, consistent, and compliant support across assigned HR functions and employee lifecycle activities.
Advise managers on employee relations, performance management, policy interpretation, staffing, and workplace concerns, and escalate complex or high-risk matters appropriately.
Manage employee relations activities, including investigations, conflict resolution, corrective action, performance improvement, and involuntary separations within delegated authority.
Manage operational delivery of performance management processes and support managers with goal setting, coaching, evaluations, performance improvement documentation, accountability, and recognition.
Manage administration of assigned leave, workplace accommodation, workers' compensation, unemployment, and related employee programs; address operational issues and escalate complex interpretations or significant risks.
Support implementation of approved compensation, job classification, position management, promotion, and workforce planning practices; review documentation, coordinate processes, and elevate recommendations for HR leadership approval.
Implement approved HR policies, procedures, standards, and manager resources; monitor compliance and coordinate audits, corrective actions, and operational improvements.
Lead assigned HR projects and process improvement initiatives, coordinating stakeholders, timelines, communications, implementation, and adoption within approved scope and direction.
Support approved employee engagement, retention, recognition, learning, inclusion, and culture initiatives with HR, Organizational Development, and other partners.
Coordinate with HR, Payroll, Finance, Legal, Compliance, IT, and other business partners to support effective talent acquisition and HR service delivery.
Maintain current professional knowledge of employment laws, talent acquisition practices, workforce trends, and evolving HR practices.
Perform other duties as assigned.

Benefits

Paid time off, floating holidays, and nine company-paid holidays.
Hybrid work environment.
Employee Assistance Program.
401(k) retirement plan.
Tuition reimbursement, based on eligibility.
Leadership training, promotion opportunities, performance evaluations, employee recognition, and a language pay stipend.
Medical, dental, and vision insurance beginning the first day of the month following the start date.
Supplemental insurance, including critical illness and accidental injury coverage.
Health care and dependent care flexible spending account options.
Employer-paid basic life insurance and AD&D coverage for employees, spouses, and dependents.
Short-term and long-term disability coverage.
Voluntary life insurance for employees, spouses, and dependents.
Annual bonus program, based on eligibility, requirements, and performance.