Vice President of Human Resources & Organizational Development

Colorado Access•Denver, CO

2d•$252,000 - $282,000•Hybrid

About The Position

The vision of Colorado Access is to have healthy communities transformed by the care that people want at a cost we can all afford. Our mission is to partner with communities and empower people through access to quality, affordable care. We are a Colorado-based company, working to improve the health of our state. We care for individuals, families, and children who receive health care under Child Health Plan Plus (CHP+) and Health First Colorado (Colorado's Medicaid Program). Our focus is driving improvements in quality, member experience, outcomes, and cost. We are a mission-driven organization whose foundation is built by our vision and supported by our values. We offer PTO, floating holidays, nine company paid holidays, a hybrid work environment, an Employee Assistance Program and a 401K. We serve the underserved and most vulnerable populations in our community through access to quality and affordable health care. We support your continued development through tuition reimbursement, leadership training, promotion opportunities, performance evaluations, employee recognition, and a language pay stipend.

Requirements

Bachelor’s or master’s degree in human resources, Organizational Development, Organizational Leadership, Business, Industrial and Organizational Psychology, or related field preferred. Equivalent education and relevant professional experience may be considered.
Minimum ten years of progressively responsible experience in organizational development, organizational effectiveness, Human Resources, talent management, leadership development, or change management, including significant leadership experience.
Experience advising and coaching executives, leading complex organizational change, organizational design, leadership development, and enterprise people strategies required.
Experience leading multiple people-related disciplines strongly preferred; healthcare, health insurance, or another complex or highly regulated industry preferred.
Expertise in organizational development, organizational effectiveness, leadership development, talent management, organizational design, culture, change management, and HR executive oversight.
Strong business and organizational acumen with ability to connect strategy, structure, people, leadership, culture, and performance.
Demonstrated executive coaching, consultation, facilitation, influencing, judgment, communication, collaboration, analytical, and change leadership capability.
Ability to diagnose complex organizational issues, identify root causes, and develop sustainable solutions.
Ability to build trusted executive relationships while maintaining confidentiality, objectivity, and effectiveness across ambiguity, competing priorities, and significant change.
Demonstrates support for the company’s mission, vision and values.
Position requires excellent written and verbal communication and facilitation skills with significant public speaking experience to present information in a credible and professional manner to both internal and external stakeholders.
Strong interpersonal and relationship building skills; ability to collaborate across business units and develop strategic partnerships both internally and externally.
Strong influencing skills with an ability to drive alignment across executives and peers at all levels in the organization.
Strong leadership skills required including team development, mentoring and coaching, and personnel management.
May be required to manage multiple priorities and projects with tight deadlines.
A valid driver's license and proof of current auto insurance will be required for any position requiring driving.

Nice To Haves

Healthcare, health insurance, or another complex or highly regulated industry preferred.

Responsibilities

Leads enterprise organizational development and effectiveness strategy, including organizational design, operating models, governance, roles, decision authority, accountability, team effectiveness, and ways of working.
Identifies and addresses barriers such as unclear accountability, silos, role confusion, competing priorities, ineffective decision making, leadership challenges, escalation patterns, capacity constraints, and change fatigue.
Uses organizational, workforce, talent, and employee, and business insights to identify emerging needs, organizational risks, and recommend effective interventions.
Serves as a strategic partner to the Chief Administrative Officer and executive leadership on organizational effectiveness, leadership capability, people strategy, culture, enterprise transformation, and organizational change.
Translates enterprise priorities into organizational, leadership, talent, workforce, and change strategies that strengthen organizational performance and capability.
Provides organizational analysis, consultation, facilitation, and recommendations for significant enterprise priorities and organizational challenges.
Serves as a trusted advisor and coach to executives and senior leaders.
Provides coaching and facilitation that strengthens leadership effectiveness, communication, decision making, influence, accountability, collaboration, team dynamics, alignment, trust, and change leadership.
Leads enterprise leadership and manager development strategy and establishes leadership capabilities and expectations and development priorities.
Provides executive leadership, strategic direction, and oversight for the Human Resources function, ensuring HR strategy and operations align with organizational priorities, workforce needs, compliance requirements, and operational effectiveness.
Leads and develops the Director of Human Resources, establishing clear strategic priorities, outcomes, accountabilities, and performance expectations while maintaining appropriate functional authority and accountability at the Director level.
Ensures HR expertise and workforce insights inform organizational strategy, leadership decisions, design, and significant change.
Provides executive guidance and escalation support for highly complex, sensitive, or enterprise-significant workforce matters.
Provides strategic leadership for Learning and Organizational Development, including leadership and manager development, talent development, succession planning, organizational development, culture, engagement, and change capability.
Leads and develops the Learning and Organizational Development leader and team.
Ensures development resources and interventions address meaningful organizational needs, root causes, and measurable enterprise priorities.
Leads enterprise talent and succession strategy in partnership with Human Resources and organizational leaders.
Strengthens leadership pipelines, talent development, career growth, culture, engagement, and organizational capability.
Translates organizational values into leadership expectations and ways of working.
Ensure Human Resources and Learning and Organizational Development strategies operate as an integrated people and organizational capability strategy that supports a consistent, inclusive, and effective People Experience.
Advises leaders on the organizational impact of significant changes involving structures, systems, technologies, processes, and ways of working.
Identifies capacity concerns and change fatigue and advises leaders on sequencing, readiness, and adoption.
Builds organizational capability to navigate transformation and change while maintaining employee engagement, operational effectiveness, and business continuity.
Provides integrated executive leadership across Human Resources and Learning & Organizational Development to align people strategy, organizational capability, leadership effectiveness, and workforce priorities with enterprise goals.
Serves as an enterprise-level organizational advisor who helps leaders diagnose complex people, structure, culture, accountability, and change challenges and translate them into practical strategies that strengthen performance and transformation readiness.
In partnership with the CEO and peers, creates, modifies, and implements organization’s vision, mission and strategy.
Leads company’s short-term and long-term strategy for financial stability, operational excellence, health transformation and company culture.
Communicates, on behalf of the company, with stakeholders, government entities, the public, and employees.
Develops business plans and manages resources in alignment with CEO, Board of Directors, and peers to ensure the company reaches its targets and operates efficiently and effectively.
Builds high performing teams with vision, leadership, goals and metrics.
Serves as a role model for team members; acts and inspires team members to embrace and implement culture initiatives.
Demonstrates a strong work ethic in action and words.
Provides awareness to Directors, department leaders and staff how their work impacts other departments, programs and the enterprise.
Leads with integrity and ethics and holds self and team members accountable for achieving outstanding results and demonstrating core values.
Responsible for all management functions including hiring, training, planning and directing work, coaching and staff development, managing and evaluating performance, recognizing and rewarding employees, corrective action procedures and practices, addressing complaints and resolving problems.
Responsible for approval and management of department budgets and participates in the development of overall company-wide budget.
Works closely with Executives and Directors across the organization to make strategic and operational decisions that advance company strategies and goals and collaborates to deliver on company-wide deliverables/requirements.
Oversee/leads corporate level projects and continuous improvement initiatives across multiple areas in the organization and/or cross-functional teams.
Represents organizational strategy in public forums and with key stakeholders to strengthen and build relationships.
Consistent with organizational direction, works to shape policy and potential partnerships to advance strategic priorities.
Oversee the development and implementation of multiple department policies and procedures to ensure compliance with federal, state, local and company policies, rules and regulations, and best business practices.

Benefits

PTO
floating holidays
nine company paid holidays
Employee Assistance Program
401K
tuition reimbursement
leadership training
promotion opportunities
performance evaluations
employee recognition
language pay stipend
Medical, dental, vision insurance that starts the first day of the month following start date.
Supplemental insurance such as critical illness and accidental injury.
Health care and dependent care flexible spending account options.
Employer-paid basic life insurance and AD&D (employee, spouse and dependent).
Short-term and long-term disability coverage.
Voluntary life insurance (employee, spouse, dependent).
Annual bonus program (based on eligibility, requirements and performance).