Background Investigation Manager Jobs (NOW HIRING)

Department Information This position is open to current Colorado residents only. Please note: This recruitment will be used to fill multiple vacancies. Most State of Colorado employees are eligible for a great benefit package.

Please see the Supplemental Information section below for details. Facility & Division Information: Human Resources Colorado Department of Human Services (CDHS) Human Resources (HR) exists to provide centralized human resources direction, consultation, and services to the general public, applicants, appointing authorities, leaders, and employees who work for the Colorado Department of Human Services (CDHS). This unit drives and provides consultative services for organizational success by strategically aligning workforce capabilities with business goals, fostering a positive and productive workplace culture, and managing the entire employee lifecycle - from \through compliance, manages labor cost calculations and compression considerations, and empowers talent development.

Consultation services include benefit administration; compensation; employee and labor relations; exam development; HR policy development; job analysis; job evaluation and classification; organizational development; New Employee Orientation; performance management; interpretation of CDHS HR policy, state personnel rules, state and federal employment laws; risk mitigation and compliance; progressive discipline; records management; recruitment; responding to grievances, appeals, charges of discrimination; organizational design; employee retention; selection and selection appeals; employee settlements; strategic planning and overall HR guidance to CDHS senior leadership, executive leadership, appointing authorities, managers, supervisors and employees. This unit also serves as the primary liaison for CDHS with the Department of Personnel and Administration and Colorado WINS. Description of Job Weekly Hybrid Working Arrangements Minimum 2 days in the office and Maximum 3 days Remote Work Please note: Work arrangements are subject to change at any time.

Description of Job: This position exists to provide technical assistance by using judgement, technical knowledge, computer skills, and employing research tools available to the Department employees, agencies and public through the interpretation of laws, rules, policies and procedures, and processes directly related to background investigation functions. Assists the Background Investigation Unit (BIU) manager and other BIU employees by applying knowledge of and/or interpreting information and advise/educate others on technical background investigation issues or matters. Researches and draws on learned knowledge to exercise judgement in providing quality customer service.

The position reviews and makes recommendations to overall content, order, and format of background investigation procedures and processes. Delivers solutions to internal and external customers in a timely, accurate, and highly understandable format to ensure the continued success of the BIU. Primary Job Duties Include: Direct contact pre-employment background checks under C.R.S

27-90-111 - Serve as CDHS's technical expert in the area of pre-employment criminal backgrounds checks, which includes: a fingerprint-based national criminal history search, a Colorado Court Database search, a pre-employment drug test, a Medicare fraud check, fitness-for-employment check, a TRAILS database check (for those with contact with children), and a Colorado Adult Protective Services (CAPS) database check (for those providing direct care with vulnerable adults). Utilize independent judgement to research, analyze, interpret and apply rules, procedures, statutes, policies and practices regarding a covered worker's suitability for employment under C.R.S. 27-90-111, while minimizing the potential for hiring and employing persons with a propensity toward abuse, assault, or similar offenses against others for positions that provide them with unsupervised access to vulnerable persons

Ensure CDHS doesn't consider arrests that have not resulted in a criminal conviction when the criminal case is not actively pending, convictions that have been pardoned, and convictions that have been sealed or expunged. Utilize independent judgement to determine if a misdemeanor offense committed in another state, but the elements are substantially similar to the elements of an offense described in C.R.S. 27-90-111

Non Direct Contact and IRS Publication 1075 background checks - Assist appointing authorities in analyzing the requirements under C.R.S. 24-5-101(4), by considering the information found in the background check that relates specifically to the covered worker's ability to successfully perform the duties of the position without risk. Use independent reasoning in order to determine whether the four (4) steps in this statute result in a covered worker's disqualification

These decisions are made on a case by case basis utilizing independent judgement to determine disqualifications. Ensure employees with access to Federal Tax Information (FTI), are cleared to do so based on an analysis of the results of a IRS Publication 1075 background investigation. Subsequent arrest, Reasonable suspicion, and Random testing - Research subsequent arrest information received from the Colorado Bureau of Investigation ("CBI") against the information contained in the Colorado Court Database to independently determine if there's any additional arrest information.

Utilizing independent judgement, decide whether or not a subsequent arrest is a disqualifier under C.R.S. 27-90-111 or C.R.S. 24-5-101, notify supervisors, appointing authorities and HR Business Partners ("HRBP"), and provide them with complete and thorough interpretive information as a baseline for their decision making concerning eligibility of a covered worker for continued employment

Ensure confidentiality compliance with Public Law 92-544 related to information provided by the FBI.. Billing - Manage the billing process for invoices from our third party finger printing, CBI Name check, CBI finger printing and drug testing vendors. Run reports in the Background Tracking System (BTS) database for the billing cycle associated with invoice

Reconcile names and charges on the report with names and charges on associated invoice. Compare the invoices with actual tests conducted. Complete a receiving report for each invoice.

Verify charges with the invoice. Dispute charges when they are incorrect. Create billing sheets for each CDHS agency and submit them to Accounting.

Billing sheets list each employee in said agency that received the services reflected on the invoice. Accounting requests verification for each employee. Research discrepancies if an agency denies responsibility for charges.

Other Duties As Assigned - This position works with a team to develop procedures, evaluate/improve processes, produce informational summaries, data summaries, letters, etc. Assist manager with designing/modifying current BTS system, develop and deliver training to other CDHS staff. Make badges for volunteers, interns, students and contractors.

Performs other job related duties as assigned or required. Minimum Qualifications, Substitutions, Conditions of Employment & Appeal Rights Minimum Qualifications: Option 1: Experience Only: Four (4) years of relevant experience in performing pre-employment background checks. Experience should include running CBI and FBI reports and researching court records.

Experience analyzing and interpreting convictions and determining employment eligibility as it relates to policy and legal statute. Experience using various databases and vendors to conduct in-depth record searches that provide criminal history, child abuse history and/or at risk-adult abuse history. OR Option 2: Education and Experience: A combination of related education in Bachelor's degree in criminal justice, a law-related field, sociology, or human resources and/or relevant experience in performing pre-employment background checks.

Experience should include running CBI and FBI reports and researching court records. Experience analyzing and interpreting convictions and determining employment eligibility as it relates to policy and legal statute. Experience using various databases and vendors to conduct in-depth record searches that provide criminal history, child abuse history and/or at risk-adult abuse history equal to four (4) years.

Substitutions Additional appropriate education will substitute for the required experience on a year-for-year basis (e.g. Bachelor's degree in criminal justice, a law-related field, sociology, human resources etc.) Additional appropriate experience will substitute for the degree requirement on a year-for-year basis. Preferred Qualifications: Confidential Record Management: Proven track record of managing confidential employment records in full compliance with HIPAA, PII, and internal privacy protocols

Background Investigations: Successfully conducted and documented complete background investigations, including the secure handling of CJIS (Criminal Justice Information Services) Legal & Regulatory Mastery: Demonstrated ability to apply State Personnel Board rules and federal/state employment laws to resolve complex HR cases Communication: Ability to draft professional reports, memos, and email correspondence, including assisting with creating and presenting unit presentations to leadership. Systems Expertise: Demonstrated proficiency in two or more enterprise IT systems Project Management: Managing multiple concurrent projects/tasks from initiation to completion, meeting established milestones and deadlines. Critical Thinking: Ability to resolve systemic or interpersonal challenges by developing creative solutions that resulted in a measurable increase in process efficiency.

Adaptability & Initiative: Successfully integrated new policy changes and process improvements into daily workflows within required deadlines Self-Management: Consistently met or exceeded weekly productivity targets while managing a multitasking environment with minimal supervision. COWINS Partnership Agreement: Relevant years of State service, prorated for part-time, that contribute to a candidate's position-related knowledge, skill, ability, behavior, or other posted competency should be considered as a preferred qualification and given weight under the process. TRANSFERS ONLY : Relevant years of State service will be considered as a preferred qualification and given the weight of at least 15% of the overall score under the process.

Conditions of Employment: Full Background: CDHS employees (all Direct contact with vulnerable persons): This position requires State of Colorado residency at the time of application (unless otherwise identified in the posting), and residency within the state throughout the duration of employment in this position. CBI name check and fingerprint check, ICON Colorado court database, Medicare fraud database, TRAILS (child abuse / neglect database system check), Reference Checks, Professional License verification (licensure requirements), Drug Screen, PREA (Division of Youth Services), CAPS (direct contact with adults - Mental Health Institutes, Regional Centers, Veterans Community Living Centers) Travel - Ability to travel to attend required meetings, work events, trainings, etc. throughout Colorado Former State employees who were disciplinarily terminated or resigned in lieu of termination must: Disclose that information on the application.

Explain why the prior termination or resignation should not disqualify you from the current position. Provide your employee number from your prior State employment. Absent extraordinary circumstances, prior disciplinary termination or resignation in lieu of termination and failure to provide this information will disqualify the applicant from future State employment with CDHS.

Important Note: Please review your application to ensure completion. For the most equitable applicant experience, CDHS's hiring teams consider only the contents of your application to determine meeting minimum qualifications and for the comparative analysis process. CDHS Selection Process Explanation Employment history is calculated on a full-time basis (40/hrs.

per week). Part-time employment is calculated on a prorated basis to determine qualifications. Be sure your application specifically addresses your qualifications, experience, work products, and accomplishments as they relate to the position and minimum requirements.

Preferred Qualifications & Competencies: Relevant years of state service experience. Minimum Qualification Screening Process A Human Resources Analyst will review the work experience/job duties sections of the online job application to determine whether your experience meets the minimum qualifications for the position. You must complete the official State of Colorado online application.

Cover letters and resumes WILL NOT be reviewed during the minimum qualifications screening process. You must specifically document your work experience and qualifications in the application form. Do not use "see resume" or "see attached." You must meet the minimum qualifications to continue in the selection process

Part-time work experience will be prorated. Comparative Analysis Process - Structured Application Review After minimum qualification screening, the comparative analysis process will involve reviewing and rating of all the information you submit. The comparative analysis step may also include your results from standardized testing.

Your Work Experience/Job Duties Document your work experience/job duties to the extent to which you possess the skills, education, experience, minimum qualifications, and preferred qualifications. If listed, answer all supplemental questions as your answers to these questions will be evaluated during this phase. Provide at least 4-8 sentences for each supplemental question.

Supplemental Questions Answer the supplemental questions completely and thoughtfully. We will rate your answers based on the content of your response and your writing skills (spelling, grammar, and clarity of your writing). Appeal Rights: You may file an appeal with the State Personnel Board or request a review by the State Personnel Director if your application is eliminated.

You will find the appeals process, the official appeal form, and how to deliver it on the State Personnel Board website. You or your representative must sign and submit the official appeal form for review. You can find the official appeal form here.

You must be deliver the official appeal form to the State Personnel Board: By email (dpa_state.personnelboard@state.co.us), or Postmarked in US Mail to(152...