Deputy Human Resources Director.

Department InformationThe mission of the Colorado Department of Revenue (CDOR) is to become a trusted partner to every Coloradan to help them navigate the complexities of government so they can thrive. We are driven by our values of service, teamwork, accountability, integrity, and respect. The vision of the department is to empower businesses and individuals through quality customer service, innovation, and collaboration. We celebrate diversity and support an equitable and inclusive culture. We embrace our differences because we believe this brings innovation to our work.

For more exciting information about the Department of Revenue, please enjoy this brief video !Helpful Tips For ApplyingApplying for a Job with the State of Colorado . What Happens After You Apply. Description Of JobThe Office of Human Resources (OHR) is committed to providing outstanding customer service to create positive and meaningful work experiences. We prioritize continuous service improvement and the development of more efficient processes through a collaborative approach. We are responsible for upholding our commitments and adhering to DOR's Values and Code of Conduct.

We engage in respectful communication, actively listen to our customers, and treat them with dignity and grace. What We DoOHR is essential for managing the state's workforce, aiming to create a "mission-ready workforce" that effectively provides Department of Revenue services to residents. This encompasses diverse responsibilities, from strategic planning to daily operations. OHR key functions include Organizational Development and Employee Engagement, Employee and Labor Relations, Talent Acquisition and Compensation, and Benefits and Leave. A typical day as a Deputy Director of Human Resources:

The Deputy Director of Human Resources plays a vital role within the Department of Revenue, deputizing for the Director of Human Resources and providing leadership, counsel, meeting representation, and sound decision-making in their absence. This position is responsible for overseeing and managing both the Job Evaluation, Compensation, and Talent Acquisition Team (JECTA) and the Organizational Development and Employee Engagement (ODE) team. As a thought leader, this role also contributes to and implements strategic HR approaches that align with business objectives, and collaborates with Department and Division leaders and other stakeholders on innovative process improvements and project management.

Primary Duties Provide strategic leadership for efficient HR operations and lead critical projects. Develop policies, procedures and programs and facilitate implementation. Oversee JECTA and ODE teams' daily operations, including staffing, training, and compensation. Develop KPIs for direct reports, provide feedback, and develop talent. Establish trusted relationships and respond to urgent requests. Contribute to HR strategic goals, ensuring CDOR is an employer of choice. Provide HR consultation and coaching to business leaders. Develop comprehensive compensation policy/tech guidance and advise management on HR plans. Act as an internal consultant, analyzing and recommending solutions to HR issues.

Serve as a SME on Colorado Personnel Board Rules and Technical Guidance. Analyze trends, develop solutions, and implement change initiatives efficiently. This position is currently tasked with performing work duties both on-site and remotely, with on-site work for meetings, trainings, and other assignments at the discretion of the Human Resources Director. Residency RequirementMinimum Qualifications, Substitutions, Conditions of Employment & Appeal RightsThis posting is only open to residents of the State of Colorado at the time of submitting your application. Class Code & Classification DescriptionH4G6XXHuman Resources Specialist VIMinimum QualificationsExperience Only:

Nine (9) years of relevant experience in an occupation related to the work assigned to this position, two (2) of which must have included experience with one or more of the following: operations, legal analysis, rulemaking, policy, stakeholder engagement, public outreach, communications, change management and/or leadership. OREducation And ExperienceA combination of related education and/or relevant experience in Business, Human Resources, Management, Communications or other similar areas equal to nine (9) years, two (2) of which must have included experience with one or more of the following: operations, legal analysis, rulemaking, policy, stakeholder engagement, public outreach, communications, change management and/or leadership.

Preferred QualificationsThe following are preferred and not required: Demonstrated experience working within government agencies, public institutions, or organizations funded by public resources. Proven experience in managing and guiding a team of supervisors or managers, who in turn oversee their own teams. Possession of a completed Master's degree from an accredited institution, particularly in fields such as Human Resources Management, Public Administration, Business Administration, Organizational Development, or a closely related discipline. Professional certifications from recognized human resources bodies, including but not limited to:

SHRM-CP, SHRM-SCP, PHR, SPHR, HRIS A robust track record of creating, planning, executing, and evaluating strategic human resources initiatives. Conditions Of Employment With The CDOREmployees are in a position of public trust in the performance of their job duties and must operate in a manner that maintains the highest standards of honesty, integrity, and public confidence. As a condition of employment with the CDOR, all personnel must file all necessary Colorado Individual Income Tax (CIIT) returns and pay tax obligations, therefore all employees must undergo a pre-employment evaluation of their tax records/accounts to ensure compliance with this policy.

Final candidates must also complete a successful background investigation and reference check prior to appointment. Certain positions based on duties may require scheduled background investigations . Pursuant to the Universal Driving Standards Policy , any worker who will be expected to drive a State-owned vehicle is responsible for maintaining a safe driving record and a valid driver license prior to driving any State-owned vehicle.

To Be Compliant With The New Fleet Vehicle Policy, Motor Vehicle Records (MVRs) Will Be Pulled For Review For Workers Who Have an assigned State fleet vehicle Are required to operate a vehicle as part of the position Utilize a State fleet vehicle as a pool vehicle Minimum Qualification ScreeningA Human Resources Analyst will only review the work experience/job duties sections of the online job application, to determine whether you meet the minimum qualifications for the position for which you are applying. Only complete applications submitted before the closing date of this announcement will be reviewed.

Applicants must meet the minimum qualifications to continue in the selection process for this position. Do not use "see resume" or "see attached" statements on your application. Cover letters and resumes will not be accepted in lieu of the official State of Colorado online application. Part-time work experience will be prorated. Recommended attachments: Resume, Cover letter List your employment history starting with the most recent job, including part-time, temporary, and volunteer jobs. If more than one job was held with a given organization, list each job held as a separate period of employment.

Information must be accurate, including dates of employment. If it is found that information provided is falsified, you will not be considered for a job with the State of Colorado and/or may be removed from a job after hire. The eligible list established from this posting may be used to fill additional vacancies. Email AddressAll correspondence regarding your status in the selection/examination process will be conducted via email. Please set up your e-mail to accept messages from "state. co. us" and "info@governmentjobs. com" addresses.

It is your responsibility to ensure that your email will accept these notices and/or review your junk mail and spam filtered email. If you receive notice that you have been eliminated from consideration for this position, you may file an appeal with the State Personnel Board or request a review by the State Personnel Director. APPEAL RIGHTSAn appeal or review must be submitted on the official appeal form, signed by you or your representative. This form must be delivered to the State Personnel Board by email (dpa_state. personnelboard@state. co.

us), postmarked in US Mail or hand delivered (1525 Sherman Street, 4th Floor, Denver CO 80203), or faxed (303. 866. 5038) within ten (10) calendar days from your receipt of notice or acknowledgement of the department’s action. For more information about the appeals process, the official appeal form, and how to deliver it to the State Personnel Board; go to spb. colorado. gov ; contact the State Personnel Board for assistance at (303) 866-3300; or refer to 4 Colorado Code of Regulations (CCR) 801-1, State Personnel Board Rules and Personnel Director's Administrative Procedures, Chapter 8, Resolution of Appeals and Disputes, at spb. colorado. gov under Rules.

Supplemental InformationEquity, Diversity, and Inclusion ComplianceThe State of Colorado strives to create a Colorado for All by building and maintaining workplaces that value and respect all Coloradans through a commitment to equal opportunity and hiring based on merit and fitness. The State is resolute in non-discriminatory practices in everything we do, including hiring, employment, and advancement opportunities. The State of Colorado believes that equity, diversity, and inclusion drive our success, and we encourage candidates from all identities, backgrounds, and abilities to apply.

The State of Colorado is an equal opportunity employer committed to building inclusive, innovative work environments with employees who reflect our communities and enthusiastically serve them. Therefore, in all aspects of the employment process, we provide employment opportunities to all qualified applicants without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity or expression, pregnancy, medical condition related to pregnancy, creed, ancestry, national origin, marital status, genetic information, or military status (with preference given to military veterans), or any other protected status in accordance with applicable law.

The Colorado Department of Revenue is committed to the full inclusion of all qualified individuals. As part of this commitment, our agency will assist individuals who have a disability with any reasonable accommodation requests related to employment, including completing the application process, interviewing, completing any pre-employment testing, participating in the employee selection process, and/or to perform essential job functions where the requested accommodation does not impose an undue hardship.

If you have a disability and require reasonable accommodation to ensure you have a positive experience applying or interviewing for this position, please direct your inquiries to our ADAAA inbox, dor_ohr@state. co. us . We are committed to building work environments that are inclusive and reflect our communities and the diverse talents of all people. We strongly encourage candidates from all backgrounds and abilities to apply. If Not Applying Online, Submit Application ToIf you are not able to submit an online application, a paper application is available at this link: PDF State Paper Application (Download PDF reader).

Paper applications must be received via email to dor_ohr@state. co. us by the closing date and time of the application period listed on this announcement. Methods Of AppointmentAppointment to the vacancy or vacancies represented by this announcement is expected to be from the eligible list created. However, at the discretion of the appointing authority, the position(s) may be filled by another method of appointment for a valid articulated business reason.

Step Pay ProgramPer the requirements of the Step Pay Program, any former or current State employee must be paid a rate that is equal to or greater than the appropriate step pay rate within their classifications' pay range based on completed years in their current class series.