Human Resources Director

SGM is seeking an Human Resource Director to expand our HR team.  The ideal candidate has experience in an engineering consulting firm and  has the desire to live, work, and play in Western Colorado.

Why work for us? SGM offers a generous benefits package to full-time employees including medical, dental, vision coverage, employer paid STD/LTD/Life, HSA/FSA plans, Dependent Care plan, 401k employer match, parental leave, vacation & sick leave, 8 paid holidays, and incentive compensation bonuses.  Benefits may be prorated for part-time employees.  

Job Summary:
The Human Resource Director will plan, lead, direct, develop, and coordinate the policies, activities, and staff of the Human Resource (HR) department, ensuring legal compliance and implementation of the organization’s mission and talent strategy.

General HR Management:

• Plans, leads, develops, coordinates, and implements policies, processes, training, initiatives, and surveys to support the organization’s human resource compliance and strategy needs.
• Recruits, interviews, hires, and trains new staff in the HR department.
• Oversees the daily workflow of the HR department. Ability to self-perform various tasks also required.
• Handles disciplinary matters; disputes and investigations, termination of employees in accordance with company policy. Provides support and guidance to HR staff, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• Maintains AAP program description and oversees implementation.
• Oversee or perform annual EEO-1 and related reporting.
• Monitors and ensures the organization’s compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management.
• Conducts research and analysis of organizational trends including review of reports and metrics from the organization’s human resource information system (HRIS) or talent management system.
• Administers, or oversees the administration of, compensation, benefits, and leave policies and practice. Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.
• Develops and implements HR departmental budget. 
• Responsible for managing workers compensation program and maintains effective occupational health and safety program.

Recruiting and Hiring:

• Collaborates with senior leadership to understand the organization’s goals and strategies related to staffing, recruiting, and retention.
• Identifies staffing and recruiting needs; develops and executes best practices for hiring and talent management.
• Oversees and/or implements successful recruiting strategy.
• Designs and implements the firm’s recruiting program.
• Maintains candidate pipeline.
• Facilitates successful hiring process.

Retention and Professional Development:

• Administers or oversees the administration of performance and talent management programs; productivity, recognition, and morale; and training and development.
• Evaluates and implements improvements to annual review process; reviews effectiveness of performance reviews for each team and employee.
• Develops and implements employee recognition/awards programs.
• Creates learning and development programs and initiatives that provide internal development opportunities for employees, including technical, communication, interpersonal and leadership skills development.
• Leads efforts to gauge employee engagement and satisfaction; recommends improvements based on critical feedback.

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field required; Master’s degree preferred.
• At least fifteen years of human resource management experience required.
• Experience at engineering consulting firm or similar professional services business preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR highly preferred.

Required Skills/Abilities:

• Excellent verbal and written communication skills.
• Excellent interpersonal and negotiation skills.
• Excellent organizational skills and attention to detail.
• Excellent time management skills with a proven ability to meet deadlines.
• Strong analytical and problem-solving skills.
• Strong supervisory and leadership skills.
• Ability to adapt to the needs of the organization and employees.
• Ability to prioritize tasks and to delegate them when appropriate.
• Thorough knowledge of employment-related laws and regulations.
• Proficient with Microsoft Office Suite or related software.
• Proficiency with or the ability to quickly learn the organization’s HRIS and talent management systems and/or evaluate, develop and implement new systems.

We are an Equal Opportunity Employer

We do not discriminate based on race, color, religion, national origin, sex, age, disability, sexual orientation, marital status, genetic information, or any other status protected by law or regulation. It is our intention that all qualified applicants be given equal opportunity and that selection decisions are based on job-related factors.