Human Resources Manager - HR Business Partnerships and Talent Acquisition

Pay Range: $110,178.68-$150,652.45 Annual The City of Arvada is seeking a hands‑on Human Resources Manager to lead our Human Resources Business Partner and Talent Acquisition functions while serving as a trusted advisor to City leaders. This working manager will lead staff and directly address complex employee relations matters, performance management, recruitment, and organizational workforce challenges. If you’re a collaborative, solutions‑focused HR professional who enjoys balancing leadership with hands‑on problem‑solving, we invite you to make an impact with the City of Arvada. Position Purpose Manages the City’s human resources business partner and talent acquisition functions, including employee relations, workplace investigations, performance management, recruitment, onboarding and offboarding. Serves as a hands‑on senior Human Resources Business Partner to departments, providing expert consultation and directly addressing complex workforce and organizational issues. Supports workforce planning and organizational talent strategies. Develops, updates and communicates legally compliant HR policies and procedures. Supervises assigned staff and manages projects and initiatives that support organizational effectiveness. Essential Job Functions Manages assigned HR programs, staff, and related projects and initiatives, ensuring effective service delivery, accountability, and alignment with City and departmental priorities. Serves as a hands‑on Human Resources Business Partner to assigned departments, working directly with leaders to understand operational priorities, anticipate workforce needs, address organizational challenges, and develop practical HR solutions. Leads complex employee relations matters by advising leaders and employees on compliance, performance management, corrective action, discipline, grievances, conflict resolution, and other employment issues. Advises leaders and HR staff on complex employee leave matters when they intersect with employee relations, performance management, or other employment requirements. Provides guidance on reasonable accommodations under the Americans with Disabilities Act (ADA) and other applicable employment requirements, including accommodations involving flexible work arrangements, leave, or other workplace adjustments. Partners with the HR Director and City Attorney’s Office on complex or sensitive employment matters to assess risk, develop practical solutions, and ensure coordinated, consistent responses. Leads the design and development of performance management frameworks, tools, and processes. Trains and coaches managers and employees on performance management process. Oversees recruitment and onboarding. Provides guidance on hiring and selection processes and monitors recruitment and onboarding effectiveness. Oversees or conducts executive‑level recruitments as assigned. Monitors changes in employment laws, recommends and communicates updates to personnel rules, policies, and procedures. Develops and improves related practices, processes, tools, and guidance to promote consistency, efficiency, and compliance. Uses workforce data, including turnover, employee feedback, performance, and staffing trends, to identify organizational needs and recommend strategies to effectively support workforce planning and improve attraction, retention and performance. Partners with the Deputy Director on Total Rewards, Workday, and related HR processes to ensure coordinated guidance, consistent practices, and effective support for the HR department, leaders and employees. Partners with Organizational Development and City leadership to support performance alignment and goal setting, leadership and employee development, and organizational effectiveness initiatives. Represents the City in unemployment hearings and other related legal proceedings as required. Models the City’s values and encourages a culture of self‑direction, accountability, collaboration, sound judgment, and responsive service in individual and collective performance and work efforts. Travels to and attends team and organizational meetings, training, events and activities and appropriately and professionally represents the department. Other Job Functions May act as HR Director in Director’s absence. Performs other duties as assigned. Essential Supervisory Duties Develops and/or participates in the development of staff work plans, measures and tracks progress towards goals, prepares and conducts timely and constructive performance appraisals. Makes decisions or recommendations for hiring, promotions, transfers, disciplinary action, and other personnel actions as necessary. Coaches, counsels and supports staff to maximize efficiency and effectiveness. Consistently educates and advises staff on organizational rules, regulations, policies and procedures. Supports creative thinking and problem solving and encourages participatory decision making when appropriate. Provides training and job enrichment opportunities and encourages professional growth and development. Knowledge Skills and Abilities Strong knowledge of the human resources field, including an extensive background and in‑depth knowledge of employee relations, recruitment and talent management. Strong knowledge and experience in the interpretation of local, state, and federal employment laws and development and implementation of policies and procedures. Knowledge of facilitation and training practices and techniques. Knowledge of budget and fiscal management. Strong relationship building and influencing skills with ability to establish and maintain effective working relationships with all employees, supervisors, and department heads. Strong project management skills with experience and ability to lead projects and project teams. Strong skills in managing complex issues and developing recommendations that affect a wide scope of areas. Strong conflict resolution and consensus building skills. Strong leadership and supervisory skills with the ability to mentor and coach others. Strong organization skills and ability to prioritize competing projects. Solid technical skills with the ability to produce presentations and create formal documents and reports. Ability to analyze data and track trends in assigned, anticipate changes, and create solutions for organizational effectiveness. Ability to assess the potential short‑term and long‑term impact of decisions. Ability to effectively communicate information, both verbally and in writing, to support organizational objectives and interact with all levels of personnel within the city in a positive and cooperative manner. Ability to work independently and as part of a team. Ability to operate a motor‑vehicle to travel to and from off‑site locations to support/attend business meetings, training and related events. Knowledge Skills Abilities Preferred License & Certification A valid Colorado driver’s license and acceptable driving record is preferred. SHRM or HRCI certification or equivalent, or must be obtained within 1 year or employment. Education Degree Bachelors Degree (BA, BS, BBA) Education Major Human Resources or related field. Education Required An equivalent combination of education and experience may be considered. Work Experience Related Five (5) years of progressively responsible experience as a senior level human resources business partner, or employee relations specialist or related. Experience leading or supporting recruitment and talent management programs. Two (2) years of supervisory experience. Work Experience Preferred Experience in mediation and conflict resolution. Experience using Workday HCM Other Qualifications Must obtain and maintain a Criminal Justice Information Services (CJIS) Certification. Must pass a criminal background check and a driving record check, if required by the position. Physical Demands Minimal physical effort typically found in clerical work. Primarily sedentary, may occasionally lift and carry light objects. Walking and/or standing as needed and minimal. Hazards Minimal exposure to hazards are typically found in general office environment where there is rarely to no exposure to injury or accident. Work Environment Exposure to routine office noise and equipment. Vision: We Dream Big and Deliver Mission: We are dedicated to delivering superior services to enhance the lives of everyone in our community. Values Innovation : We excel in creativity, flexibility and the use of best practices while valuing diverse backgrounds, ideas and perspectives. Passion : We are a high performing, inclusive team inspiring each other to pursue excellence. Opportunity : We value our diversity, embrace possibilities, face challenges, persevere and take action to deliver quality results. The City’s Core values are in every employee’s individual Performance Plan which helps us to reinforce our expectations for living and working by our Core Values. Every City employee is expected to perform his/her job to the highest professional standards. This includes upholding the City’s values with integrity and accountability, acting in a manner that is respectful and inclusive towards others, and adhering to the City’s policy on employee conduct as detailed in the personnel rules sec. 70‑143. The City is an Equal Employment Opportunity Employer. #J-18808-Ljbffr City of Arvada