Human Resources Director

  • Garfield County
  • 201 8th Street. Glenwood Springs, CO 81601, Glenwood Springs, Colorado
  • Apr 16, 2024
Full Time Administration and Management Human Resources and Personnel non-profit management Executive, Management
  • Salary: $117,873.60 - $176,820.80 USD Annually
  • Salary Top: $176,820.80 USD Annually
  • Negotiable/DOQ: Yes
  • Phone: 970-384-3825
  • Apply By: May 10, 2024


This position is at the Department Director level and directly or indirectly supervises the Benefits & Compensation Manager, the Recruitment and Learning & Development Specialist, the Benefits & Leave Specialist, and the Human Resources Generalist, and other HR staff that may join the department.

The Human Resources Director plans, leads, directs, develops and coordinates the policies, activities and staff of the County’s Human Resources (HR) department in furtherance of the policy priorities of the Board of County Commissioners and the County Manager, as directed by the County Manager.  Assists all county departments and elected officials in recruitment, selection, training, development, and retention of a professional, public service-oriented workforce.   Ensures compliance with all federal, state, and local employment laws and regulations.  Develops and administers personnel policies and procedures, compensation and benefits systems, and other employee programs. 


Job Description



(These duties are illustrative of typical essential responsibilities of the job, and may vary according to assignment)

Collaborate with senior management                                                                                                    15%

Works with senior managers and elected officials to understand organization’s overall strategic                   initiatives and with all management to understand individual department’s/office’s objectives.  Plans, leads, develops, coordinates, and implements policies, programs, processes, trainings, and initiatives to support organizations’ stated goals. Provides guidance on best practices, legal      compliance, talent management, organizational structure, and other HR-related topics.

Department Management                                                                                                                          15%

Plans and directs the activities of the County’s HR staff.   Develops department vision, mission, metrics, and goals.  Hires, trains, supervises, and directs HR staff.  Meets regularly with staff (team and 1-on-1 mtgs), establishes job responsibilities, developments individual short and long-term goals, conducts performance reviews, provides feedback and coaching as needed, etc. Prepares and ensures adherence to department budget; determines allocation of resources.  Ensures personnel records are appropriately maintained, retained, and destroyed.

Employee Relations & Legal Compliance                                                                                              30%

Provides employee and supervisor counseling and support on performance related issues (e.g. conflict management, employee development plans, goals, discipline, grievances, etc.). Formulates, recommends, interprets, implements, and oversees compliance with all HR policies and procedures.  Investigates and documents employee complaints (e.g. harassment, retaliation, etc.), at times in collaboration with the County Attorney’s Office and/or outside legal counsel, and recommends appropriate action.  Assists supervisors and employees in interpreting and implementing employment and labor laws and County HR policies.  Ensures ongoing legal compliance with all employment and labor related laws and regulations.

Talent Acquisition & Development                                                                                                         20%

Oversees the County’s talent acquisition and talent development programs and initiatives. Works closely with management as a strategic partner in an effort to enhance overall employee performance.  Oversees the County’s performance management system.  In response to stated needs and skills gaps, conducts training needs assessments and develops comprehensive training programs.

Total Compensation                                                                                                                                 15%

Proposes and oversees wage and benefits budgets, ensures proper market position by conducting regular market assessments and cost/benefit analyses, designs and administers County’s benefits package and pay plans, and leads vendor selections/negotiations.  Develops and presents proposals on benefits and wage plan revisions, additions, and deletions to ensure the County has a competitive, equitable, and financially feasible total compensation package that will attract and retain high quality employees.                


Non-Essential Functions:

  • Misc.                                                                                                                                                                     5%

Work on special projects as assigned, participate in committees as directed, and other duties as assigned.



(Representative of the knowledge, skills, and abilities expected of the position)

  • Public Service: A commitment to the mission of providing exceptional services to the citizens of Garfield County. It is who we are, and what we do.
  • Customer Service: A commitment to providing exceptional service to all customers (internal & external), which includes being helpful, professional, courteous, and taking the time to understand customer’s needs.
  • Stewardship & Innovation: Is a good steward of public resources and looks for ways to be innovative and improve efficiency.
  • Teamwork: Able to work together with a diverse group of people towards a shared goal, while considering the needs of others.
  • Business Technology: Ability to utilize the technology required of the position, in particular HRIS systems, and demonstrates a willingness to learn and utilize/implement new technologies as required to assist the County in providing exceptional services, innovation, and work efficiencies.
  • Communication: Proficient in communication, and able to communicate using the English language, including written, verbal, or other communication channels as required by the position.
  • Knowledge of Applicable Laws & Best Practices:  In-depth knowledge of federal, state, and local employment and labor laws, and the field’s recommended best practices.
  • Organizational Leadership: Ability to help set strategic goals for the organization, effectively communicate those goals, and motivate others to successfully adhere to and carry out tasks in service to those goals.  A strategic thinker who focuses on finding and developing unique opportunities to achieve the organization’s goals and mission.
  • Management: The ability to plan, organize, allocate resources towards, direct, and monitor tasks, projects, and work activities of others, and to maximize the utilization and development of available resources, including human. Ability to demonstrate empathy and professionalism in addressing challenging people and operational issues.

Job Requirements


(Any combination of experience and education that would likely provide the required knowledge, skills and abilities as determined by Garfield County may be substituted for the following requirements.)

  • Education:  Bachelor’s degree in Human Resources, Public Administration, Organizational Behavior, or related field required.
  • Experience: At least 8 years progressive human resources management experience, 4 of which are in a supervisory capacity, or any equivalent combination of on-the-job education, training, and experience.
  • Licenses & Certifications: SHRM, HRCI, PSHRA, WAW, or similar certification, or the ability to obtain such certification within 12 months of hire.
  • Preferred Experience/Skills: Advanced degree in Human Resources, Public Administration, Law, or related field preferred.  Experience in Public Sector HR preferred.  Extensive experience with employee relations issues preferred.

Physical Activities and Work Environment

The physical activities and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable otherwise qualified individuals with disabilities to perform essential functions.

Required Physical Activities:


  • Sitting: The primary task involves sitting at a desk, computer, or workstation for extended periods, performing administrative tasks and using computer equipment.
  • Lifting and Carrying: Occasional lifting and carrying of lightweight office supplies, documents, or small packages may be required, typically not exceeding 20 pounds.
  • Bending and Reaching: May involve occasional bending or reaching to access office equipment, files, or supplies within standard office settings.
  • Grasping and Typing: Ability to use a keyboard, mouse, and office equipment, demonstrating fine motor skills for typing, clicking, and manipulating documents.
  • Visual Acuity: Clear vision for reading printed and on-screen materials, including text, graphics, and data, and for viewing computer monitors for extended periods.
  • Hearing: Adequate hearing to engage in conversations, respond to telephone calls, and interact with colleagues in a typical office environment.
  • Walking/Mobility: Occasional short walks, or mobility, within the office premises may be necessary to attend meetings, access common areas, or collaborate with colleagues.
  • Stamina: Maintain the ability to maintain focus, productivity, and attention to detail while working at a desk for standard office hours.


Work Environment:

Standard office environment. The noise level in the work environment is moderately quiet, with frequent interruptions and multiple demands.  May visit non-standard job sites such as the Landfill and Fairgrounds with limited exposure to the outdoors and adverse weather conditions.


Work Hours:

This position’s core hours are Monday through Friday, 8:00 am-5:00 pm.  Occasional additional work hours and attendance at night or weekend events could be required.

Required Travel:


The employee is regularly required to travel between County offices and occasionally outside the County or State for training and conferences.


Technology and Equipment:

Computer and relevant software applications such as word processing, spreadsheet and presentations software, Human Resources Information Systems (HRIS), Applicant Tracking Systems (ATS), Performance Management Systems (PMS), Learning Management Systems (LMS), internet, telephone system, printer, scanner, shredder, facsimile, and copier.


THIS JOB DESCRIPTION DOES NOT CONSTITUTE AN EMPLOYMENT AGREEMENT.  Nothing in this job description restricts Garfield County’s ability to assign, reassign or eliminate duties and responsibilities of this job at any time.  It does not prescribe or restrict the tasks that may be assigned.  This job description describes the County’s current assignment of essential functions.  Those functions may change at any time as the needs of the County change or for other reasons deemed appropriate by the County.

Special Instructions

Please mention you found this employment opportunity on the job board.

Additional Information

Qualified applicants should apply online, and submit a cover letter and resume by 5/10/2024. The hiring range is $117,873.60 to $147,347.20 and the full Salary range is $117,873.60 to $176,820.80/yr DOQ.  Salary will be based on the candidate’s qualifications and experience.  A generous benefits package includes 100% paid health insurance, retirement plan, disability and life insurance, and paid time off.

To view information about our benefits package, please visit

Job Address

201 8th Street. Glenwood Springs, CO 81601, Glenwood Springs, Colorado 81601 United States View Map