Staff Engagement and Development Manager

University of Colorado•Aurora, CO

19h•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 serves as a strategic partner to managers and supervisors, consulting on workforce planning, employee relations, performance management, talent management, and employee development. The position collaborates with School of Medicine and University partners, including Human Resources, Employee Relations, Compensation, Leave Administration, and Learning and Development, to support consistent application of policies, procedures, and best practices. The role exercises independent judgment to assess workforce needs, analyze organizational trends, evaluate priorities, and develop solutions. Decisions influence program direction, workforce planning strategies, resource allocation, and operational outcomes across multiple departments and stakeholder groups. The manager leads programs and staff, establishes priorities, and ensures effective execution of workforce, engagement, and development initiatives. The position is hybrid, with three days per week on campus and in-person attendance as needed for meetings.

Requirements

Bachelor’s degree in a listed relevant field or a directly related field from an accredited institution. A combination of education and related technical, military, or paraprofessional experience may substitute for the bachelor’s degree on a year-for-year basis.
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.
Must be legally authorized to work in the United States without requiring sponsorship; the employer cannot provide work visa sponsorship or employment authorization now or in the future.
Must work a hybrid schedule, including three days per week on campus.
Knowledge of employee engagement, organizational development, workforce planning, and culture initiatives, and ability to develop strategies that support employee success and organizational effectiveness.
Ability to design, deliver, and evaluate leadership development, training, coaching, and professional development programs.
Ability to partner with leaders and stakeholders to address employee engagement, team effectiveness, organizational change, and workforce development needs.
Strong verbal, written, presentation, and facilitation skills, including the ability to communicate effectively with diverse audiences.
Ability to analyze employee engagement and program data, identify trends, and provide actionable recommendations.
Ability to manage multiple projects and priorities simultaneously while meeting deadlines in a dynamic environment.
Ability to supervise, coach, mentor, and develop staff while fostering a collaborative, high-performing work environment.

Nice To Haves

Master’s degree from an accredited institution 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 develop recommendations and drive 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 on a year-for-year basis.

Responsibilities

Manage talent acquisition, recruitment, onboarding, and workforce planning activities to meet current and future staffing needs.
Partner with leaders and hiring managers to identify workforce needs and implement recruitment, retention, and succession planning initiatives.
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 organizational learning and development needs and oversee learning pathways, competency frameworks, training resources, and career development initiatives.
Ensure learning and development activities align with organizational objectives, regulatory requirements, and workforce needs.
Evaluate learning and development program effectiveness using metrics, participant feedback, and outcome assessments, and implement improvements.
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.
Establish staff performance expectations, provide coaching and mentorship, 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 inform decisions and assess 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, available resources, and return-to-work planning.
Collaborate with Leave Administration, Human Resources, Employee Relations, and campus partners to support employees through leave and accommodation processes.
Ensure consistent application of leave-related policies and support compliance with university, state, and federal requirements.
Develop communications, resources, and tools to help employees and supervisors understand leave programs and responsibilities; recommend improvements to leave processes, communication, and employee support practices.