Director Human Resource Operations Jobs in Colorado

Situated at 9,545 feet above sea level in the heart of the breathtaking San Juan Mountains of southwest Colorado, The Town of Mountain Village was incorporated as a home-rule municipality in San Miguel County in 1995. Mountain Village is home to roughly 1,400 year-round residents and to the world-renowned Telluride Ski Resort. At the Town of Mountain Village, we take pride in fostering an authentic and healthy community and workplace, where collaboration and respect are at the core of everything we do.

As we continue to grow, we are seeking dedicated individuals who share our passion for creating a world-class resort community while preserving the natural beauty that surrounds us. Our mission is not only to be a market leader but also to be an employer of choice through career growth and opportunity, competitve wages and an excellent well-rounded benefit package. If you share our vision for a better community, we invite you to explore the exciting job opportunities available.

Join our team and be a part of shaping the future of Mountain Village. Learn more at townofmountainvillage.com/careers Job Summary Human Resources FLSA: Exempt Grade 21: (Min $119,365, Mid $146,223, Max $173,080) Hiring Range: $119,365-$146,223/annually *Position being offered with housing available at Village Court Apartments. **The deadline to apply for this position is Monday, 9/7/26 at midnight

Applications will be reviewed by the hiring team starting 9/8/26. Interviews are anticipated to occur the week of 9/14/26. NATURE OF WORK: The Director of Human Resources provides strategic leadership and hands-on oversight of the Town's human resources function, serving as a trusted advisor to the Town Manager, department directors, and staff.

The Town, which employs approximately 150 people, aspires to be the region's preferred employer, recruiting and retaining outstanding staff at all levels and developing all staff to realize their full human potential. Supervising a staff of two, the position balances high-level workforce planning with daily operational execution to support organizational effectiveness, employee experience, and legal compliance. Key responsibilities include managing personnel policies, talent acquisition, employee relations, compensation, benefits, training, and workplace risk and safety management.

Additionally, the Director supervises HR staff and coordinates activities with internal departments and external professional partners. Essential Functions Strategic HR Leadership Provides strategic leadership for all Human Resources programs, services, and initiatives. Advises the Town Manager and leadership team on workforce strategy, organizational effectiveness, employee relations, and emerging HR issues.

Aligns HR programs and initiatives with the Town's strategic priorities, values, culture, and operational needs. Develops short- and long-term workforce strategies to address recruitment, retention, organizational growth, succession, and anticipated workforce changes. Leadership Recruitment & Talent Acquisition Leads and participates in the recruitment and selection of department directors, executive leadership, and other critical or hard-to-fill positions.

Partners with hiring leaders to develop recruitment strategies, selection processes, interview tools, and candidate evaluation methods. Ensures recruitment and selection practices are equitable, consistent, legally compliant, and aligned with the Town's compensation structure and organizational needs. Oversees onboarding and integration strategies for leadership and other key hires.

Works with HR team to develop talent acquisition and retention strategies responsive to the Town's unique labor market and resort-community environment. HR Policy & Program Development Oversees the Town's HR policy framework and ensures policies remain current, consistent, legally compliant, and aligned with organizational priorities. Reviews existing policies on a regular basis and recommends revisions, updates, or consolidation when appropriate.

Researches, drafts, and recommends new HR policies and procedures in response to organizational needs, operational changes, or legal and regulatory requirements. Ensures policies are consistently administered across departments. Employment Law, Legislative & Regulatory Compliance Monitors federal and Colorado employment laws, regulations, legislation, and emerging HR trends affecting the Town while coordinating with legal counsel and other subject matter experts.

Analyzes proposed and enacted legislation to determine potential operational, financial, policy, and compliance impacts. Advises the Town Manager and leadership regarding changes in employment law and recommended organizational responses. Recommends and implements changes to policies, procedures, and practices necessary to maintain compliance.

Maintains awareness of evolving requirements related to wage and hour, equal employment opportunity, leave, pay equity, employee accommodations, workplace safety, benefits, and other employment matters. Employee & Leadership Relations Serves as a trusted advisor to department directors and supervisors regarding employee relations, performance management, corrective action, workplace conflict, and organizational issues. Coaches leaders in effective and consistent people-management practices.

Oversees complex employee relations matters and investigations. Provides guidance regarding performance deficiencies, discipline, and termination while ensuring appropriate documentation and consistent application of Town policies. Promotes a respectful, inclusive, accountable, and high-performing workplace culture.

Compensation, Classification & Benefits Oversees compensation and classification programs and recommends adjustments based on market conditions, internal equity, organizational needs, and available resources. Directs the development and administration of competitive and cost-effective compensation and benefit programs, working with outside vendors when appropriate. Evaluates market trends and develops recommendations to support recruitment and retention.

Oversees benefit administration and ensures compliance with applicable requirements. Performance, Development & Succession Planning Leads the Town's performance management and employee development strategy. Partners with leaders to identify organizational and individual development needs.

Develops leadership development, career development, and succession planning strategies. Identifies critical positions, emerging talent, and workforce risks and develops strategies to support continuity of operations. Supports a culture of continuous learning, accountability, feedback, and professional growth.

Workforce Planning & Organizational Development Works with the Finance Director and Town Manager to evaluate workforce trends, turnover, vacancies, retirements, organizational capacity, and future staffing needs developing future workforce strategies as needed. Conducts organizational studies and recommends improvements to organizational structure, staffing, processes, and service delivery. Risk Management & Safety Partners with the HR team, supervisors, and department directors to evaluate safety and risk-management to develop and maintain effective workplace safety programs.

Coordinates with the HR Benefits Coordinator to administer workers' compensation, unemployment, and employment-related claims. Supports compliance with federal and state safety requirements and promotes consistent safety practices throughout the organization. Department Administration Directs, supervises, and evaluates Human Resources staff.

Develops and manages the department budget. Establishes departmental goals, priorities, work plans, and performance measures. Oversees HR records, systems, reporting, and documentation.

Represents Human Resources at leadership meetings, Town Board/Council meetings, and other organizational meetings as appropriate. Maintains professional knowledge through continuing education, professional associations, and ongoing review of emerging HR practices. Minimum Qualifications MINIMUM QUALIFICATIONS: Bachelor's Degree in Human Resources or a related field AND five years' progressive experience in all aspects of Human Resources including three years lead/supervisory experience; or an equivalent combination of education and experience.

PHR, SPHR, SHRM-CP, or SHRM-SCP certifications preferred. Licenses/Certification(s): A valid driver's license is required at time of hire. Knowledge, Skills & Abilities Required KNOWLEDGE, SKILLS & ABILITIES REQUIRED: Knowledge of: Executive advising, employment-law interpretation, policy development, strategic workforce planning, leadership recruitment, organizational development, data-driven decision-making, and change management.

Principles and practices of human resources in the public sector; regulations governing human resources activities; recruiting strategies and methods relative to resort communities; compensation and classification principles; records management principles; benefits administration; employee and labor relations principles; drug and alcohol testing programs; risk management principles; supervisory principles, practices, and methods. Skill in: Overseeing and directing human resources operations; ensuring compliance with regulations governing human resources activities; implementing effective recruiting strategies; maintaining personnel records and preparing human resources documentation; conducting employee orientation and training; serving as benefits administrator and coordinating enrollment activities; providing employee counseling and related guidance to management personnel; managing workers' compensation, unemployment, and liability claims; supervising, leading, and delegating tasks and authority. Environmental Factors: Work is performed in a standard office environment.

Physical Factors:While performing the duties of this job, the employee is frequently required to sit for extended periods of time and may occasionally be required to lift and/or move items weighing up to 20 pounds. Expectations of All Employees: To support consistent high-quality guest service to everyone in our community, including our co-workers, making Mountain Village a great place to live, work and visit. The Town of Mountain Village is an Equal Opportunity Employer.