Senior Human Resources Manager
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What you'll do
- 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.
What they're looking for
- 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 have
- 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
Summarised by NextRaise from the employer’s description, which follows in full below.
Full description from employer
Job Description
Position Summary
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.
Job Duties
Strategic Advisory & Leadership Partnership
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
Team Leadership & Development
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
Operational Alignment
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.
Workforce Strategy & Organizational Health
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
Conditions of Employment
Pre-employment Background Check
Minimum Qualifications
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
Preferred Qualifications
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
Salary Range
$100,000-$130,000
Application Instructions
To apply, please upload a Resume and a Cover Letter. This is an evergreen posting. Applications will be reviewed as hiring needs arise, and qualified applicants may be contacted if a suitable opportunity becomes available.
Please note, applicants may redact information from their application materials that identifies their age, date of birth, or dates of attendance at or graduation from an educational institution.
Employee Benefits
Colorado State University is not just a workplace; it’s a thriving community that’s transforming lives and improving the human condition through world-class teaching, research, and service. With a robust benefits package, collaborative atmosphere, and focus on work-life balance, CSU is where you can thrive, grow, and make a lasting impact.
Background Check Policy Statement
Colorado State University strives to provide a safe study, work, and living environment for its faculty, staff, volunteers and students. To support this environment and comply with applicable laws and regulations, CSU conducts background checks for the finalist before a final offer. The type of background check conducted varies by position and can include, but is not limited to, criminal history, sex offender registry, motor vehicle history, financial history, and/or education verification. Background checks will also be conducted when required by law or contract and when, in the discretion of the University, it is reasonable and prudent to do so.
EEO
Colorado State University (CSU) provides equal employment opportunities to all applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
Company
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