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Hi, I’m Nancy, and I’ve had the privilege of being the HR Manager at Computronix. As I prepare for retirement, I’ve been reflecting on the impact HR has had on our company, our culture, and our people. I’m excited to help find the next HR Manager who will build on that legacy—someone who will honor what makes Computronix special, serve our employees and leaders with care and integrity, and bring fresh ideas and innovative approaches that help our people and business continue to grow.  It’s important to know that this opportunity is for the Lakewood, CO office, which currently has around 50 employees.  Because we take a hands-on approach to Human Resources, this role does require being in the office during core working hours, at least 4 days/week.  

At Computronix, we have long-tenured employees and strong relationships. That comes from how we walk out our values day to day—how we handle conversations, support people, and how we apply our practices consistently across the organization. This role plays a major part in ensuring our values of respect, trust, and serving each other and our clients are reflected throughout Computronix. 

Ideally, there will be a 2-3 month overlap before I retire so we can transition the role properly. The goal is not just to pass along tasks, but to provide context and support so the work continues smoothly and my successor feels prepared.   

What the role looks like in practice: 
This role supports both the business and our people through a combination of day-to-day guidance and ownership of HR programs. It’s a mix of planned work as well as various situations that come up, and it tends to move between the two throughout the week. 

Business Partner 
A large part of the role is working directly with leaders—being available, providing guidance, and helping to think through decisions that affect their teams and the organization overall. 

• Consult with Directors, supervisors, and managers by providing advice and guidance on people, leadership, and organizational matters 
• Provide front-line HR support and contribute HR perspective in leadership discussions 
• Support workforce planning, succession discussions, and HR initiatives planning 

HR Programs and Operations 
There is also a steady responsibility to make sure the core HR programs and processes are working well, kept up to date, and are applied consistently across the organization. 

• Create and deliver presentations for various corporate trainings and initiatives 
• Support and administer core HR programs including compensation, benefits, and performance management 
• Assist in the development and improvement of HR programs, policies, and tools and promote their adoption 
• Maintain HR policies and procedures and support compliance with regulatory requirements 

Employee Relations and Leadership Support 
Some of the most important parts of the role come up when situations are not straightforward—supporting employees and managers through performance challenges, conflict, or more sensitive situations that require care and judgment. 

• Partner with managers to coach employees through performance challenges and support growth and accountability 
• Support conflict resolution, investigations, and sensitive workplace situations 
• Advise on disciplinary actions and terminations, balancing company risk and respect for people 
• Support employees and leaders during challenging personal or work-related situations 

Recruitment  

From time to time, the role also supports hiring and internal development efforts to make sure we continue hiring the right people. 

Corporate Expectations 
Across all of this, the role is expected to apply company values and principles consistently, while also helping improve how we operate. 

• Apply corporate values, principles, and philosophy in all HR work and interactions 
• You will be instrumental in the development of HR programs and practices across the organization 
• Contribute to HR initiatives and longer-term organizational planning 
• Innovate and improve processes and support clarity in roles, policies, and practices 

What matters in this role 
What has mattered most in this role is being able to serve both our employees and leadership in a steady and practical way. 

This means being consistent, approachable, and thoughtful in how you handle situations—especially when they are complex or sensitive. It also means balancing empathy with accountability, and making decisions that are fair, practical, and aligned with the long-term health of the organization.
The right person will take ownership of both the human and operational sides of HR, ensuring that people feel supported while also maintaining strong, well-functioning processes behind the scenes. 
Role Details
As mentioned earlier, this role will require being in the office during core business hours, at least 4 days per week. Otherwise, there is some flexbility to work from home.  The pay range for the HR Manager is $95,000-115,000, depending on experience. 
The interview process will include: 
HR Interview (1 hour- virtual) 
Technical (job specific) Interview (1.5 hours- in-person) 
Assessment 
Final Interview (2 hours- in-person) 
Final thoughts 
We are looking for someone with strong HR experience and the ability to partner across all levels of the organization. This includes advising, supporting decision-making, and handling a range of employee and organizational situations.  An HRIS or SHRM certification and a Bachelor’s degree is desired. 

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