Senior Human Resources Manager

Colorado State University•Fort Collins, CO

2d•Hybrid

About The Position

The Senior Human Resources Manager (Sr. HR Manager) serves as the senior HR presence within an assigned college or division and leads the unit’s embedded HR team. Reporting to a Senior HRBP with a dotted line to the dean or VP, this role is the strategic interface between enterprise HR and the embedded units by advising leadership on workforce decisions, connecting the unit to the Centers of Expertise (COEs) and Shared Services, and ensuring enterprise standards are applied with appropriate local context. The Sr. HR Manager translates institutional HR strategy into unit-level action. At Colorado State University, the Division of Human Resources supports employees and leaders across the university throughout the employee experience. Our work helps CSU attract, develop, engage, and retain the people who advance the university’s mission of teaching, research, service, and extension. We are continuing to strengthen how HR works across CSU by building a more connected HR experience, creating greater clarity and consistency, growing our HR community, and evolving how we work to meet the university’s future needs. Learn more about the Division of Human Resources, our work, and the values that guide how we serve CSU at: https://hr.colostate.edu/about-hr/our-values/ . Roles hired through this pool may primarily serve a unit or college and will have the opportunity to support additional campus human resources teams. Positions will be onsite with possibility for hybrid work.

Requirements

Bachelor’s degree in HR, business, or a related field, or equivalent combination of education and experience
5+ years of progressive HR experience, including business partner or generalist work with leadership-facing responsibility
Demonstrated working knowledge of federal and state employment laws, regulations, and HR practices, with the ability to advise leaders in their application to workforce matters.
Demonstrated experience managing employee relations matters and advising leaders on performance management, workforce planning, organizational design, and organizational effectiveness

Nice To Haves

Higher education or other shared-governance / faculty-relations experience
Experience leading or maturing an HRBP function during organizational change
Familiarity with Workday and data-informed HR practice
Experience with labor relations, talent management, talent acquisition, training, and total rewards.
Experience leading, coaching, and developing staff

Responsibilities

Serve as the primary HR advisor to the dean/VP and unit leadership team on workforce strategy, organizational design, talent risks, employee relations, and leadership effectiveness within a shared governance environment
Translate enterprise HR strategy and institutional priorities into unit-relevant actions, processes, and clear decision guidance for leaders
Coach leaders and managers through change, restructuring, difficult conversations, and complex or high-risk people decisions
Participate in the unit’s strategic and workforce planning in alignment with enterprise HR strategy
Lead, coach, and develop the unit’s embedded HR staff; set clear role expectations and hold the team accountable to enterprise service and escalation standards
Manage workload distribution and coverage across the team based on unit size, complexity, and risk; ensure consistent service through peak cycles
Act as the connector between the unit and the COEs, ensuring COE-designed solutions are applied consistently and effectively within the unit in areas of talent acquisition, talent management, total rewards, employee relations, time and labor, absence, data management, and payroll functions
Provide initial employee relations consultation and guidance including coaching managers and facilitating conflict resolution
Steward complex, high-risk, cross-unit, repeat, or strategic matters to the Senior HRBP, COEs, or Shared Services through proper escalation paths.
Support unit-specific workforce planning, performance management, talent strategy, succession considerations, and organizational effectiveness in partnership with the Senior HRBP
Use workforce and people data to surface risks and trends and to inform unit leadership decisions; translate analytics into actionable insight for non-HR leaders
Steward enterprise standards while balancing unit nuances.
Monitor unit workforce outcomes and partner with leaders to act on them