Staff Engagement and Development Manager

University of Colorado•Aurora, CO

19h•$71,340 - $95,598•Hybrid

About The Position

The Staff Engagement and Development Manager provides leadership and oversight for talent acquisition, workforce planning, employee engagement, learning and development, employee relations, and staff development programs across the Cancer Center. The role partners with the Staff Engagement and Development Program Director, Cancer Center leadership, and institutional stakeholders to implement workforce strategies that support employee engagement, retention, professional growth, and organizational effectiveness. The manager advises leaders and supervisors on workforce planning, employee relations, performance management, talent management, and employee development, and collaborates with University and School of Medicine partners to support consistent application of policies, procedures, and best practices. The role exercises independent judgment in assessing workforce needs, analyzing organizational trends, prioritizing competing needs, and developing solutions. It leads programs and staff, sets priorities, and supports workforce planning, resource allocation, and operational outcomes across departments and stakeholder groups. This position is hybrid, with three days per week on campus and additional in-person attendance as needed. The University requires applicants to be legally authorized to work in the United States without sponsorship. The stated starting salary range is $71,34–$95,598.

Requirements

Bachelor’s degree in a listed or directly related field from an accredited institution; specified education and related technical, military, or paraprofessional experience may substitute year for year.
Four to six years of professional experience in employee engagement, learning and development, organizational development, human resources, talent management, or a related field.
Experience developing and implementing employee programs and initiatives, consulting with leaders, managing projects, and leading staff, programs, or cross-functional teams.
Applicants must meet minimum qualifications at the time of application.
Legally authorized to work in the United States without requiring sponsorship; sponsorship is not available now or in the future.
Ability to develop strategies related to employee engagement, organizational development, workforce planning, and workplace culture.
Ability to design, deliver, and evaluate leadership development, training, coaching, and professional development programs.
Ability to partner with leaders and stakeholders on employee engagement, team effectiveness, organizational change, and workforce development.
Strong verbal, written, presentation, and facilitation skills, including communication with diverse audiences.
Ability to analyze employee engagement and program data, identify trends, and provide actionable recommendations.
Ability to manage multiple projects and priorities while meeting deadlines in a dynamic environment.
Ability to supervise, coach, mentor, and develop staff while fostering a collaborative, high-performing work environment.
Ability to work a hybrid schedule with three days per week on campus.

Nice To Haves

Master’s degree in Human Resources, Organizational Development, Learning and Development, Business Administration, Higher Education Administration, or a related field.
Four to six years of experience supervising professional staff or leading cross-functional teams.
Experience developing and delivering employee engagement, leadership development, training, or organizational effectiveness programs.
Experience facilitating workshops, leadership training, coaching, and group development initiatives.
Experience using employee survey, engagement, or workforce data to inform recommendations and continuous improvement.
Knowledge of higher education environments, organizational structures, and workforce development practices.
Professional certifications related to human resources, learning and development, organizational development, coaching, or change management.
An advanced degree in a field directly related to the work assignment may substitute for experience year for year.

Responsibilities

Manage talent acquisition, recruitment, onboarding, and workforce planning to address current and future staffing needs.
Partner with leaders and hiring managers on workforce needs, recruitment, retention, and succession planning.
Monitor recruitment metrics and recommend improvements to hiring effectiveness, candidate experience, and workforce outcomes.
Advise on position management, classification, compensation actions, and workforce planning.
Coordinate employment authorization and immigration-related processes with appropriate institutional offices.
Manage implementation and evaluation of onboarding, professional development, leadership development, compliance, and workforce training programs.
Assess learning and development needs and oversee learning pathways, competency frameworks, training resources, and career development initiatives.
Align learning and development activities with organizational objectives, regulatory requirements, and workforce needs; evaluate their effectiveness and improve programs as appropriate.
Promote employee learning, professional growth, and leadership development opportunities.
Oversee employee engagement, recognition, wellness, and workplace culture programs, and support the Employee Engagement Specialist in implementation and evaluation.
Establish goals, priorities, and performance measures for employee engagement and employee experience initiatives.
Analyze workforce feedback, engagement data, and program outcomes to identify trends and recommend improvements.
Partner with leaders on employee engagement, retention, organizational development, and change management initiatives.
Set staff performance expectations; coach and mentor staff; support professional development; and conduct performance evaluations.
Develop annual goals, operational priorities, and work plans for assigned staff and programs.
Monitor program outcomes and operational performance and recommend continuous improvements.
Develop, manage, and monitor program and unit budgets; forecast resource needs; oversee contracts and resources; and steward departmental funds effectively.
Analyze workforce metrics, organizational trends, and employee feedback to support decision-making and program effectiveness.
Represent the Cancer Center on institutional committees, workgroups, and operational initiatives.
Serve as the primary departmental liaison with University Leave Administration on employee leave and accommodation matters.
Guide and support employees and managers on leave processes, workplace impacts, resources, and return-to-work planning.
Collaborate with Leave Administration, Human Resources, Employee Relations, and campus partners throughout the leave and accommodation process.
Support consistent application of leave policies and compliance with university, state, and federal requirements.
Develop communications, resources, and tools about leave programs and responsibilities, and recommend improvements to leave processes, communications, and employee support practices.