Human Resource Manager

Job Locations US-CO-Montrose
Job ID
Human Resources
Regular Full-Time
FLSA Status






Human Resources Manager


Regular, Full-Time


Chief Financial Officer 


Human Resource Specialist


Payroll/Personnel Specialist


Finance/Accounting and Human Resources



FLSA Status:


Date Approved:


Dates Revised:

1/02, 5/02, 11/02, 9/11, 4/13, 12/13, 4/15, 2/18


Montrose, CO




*You MUST attach a Cover Letter with your Resume and completed Application to be considered for this position*

**Job Closes March 18th, 2018 @ 11:59pm** 



The Human Resources Manager is responsible for comprehensive management of the Human Resources functions of the cooperative and its subsidiary including, but not limited to: maintaining and improving the quality of the Association’s workforce in collaboration with other departments in the company; planning, directing, and administering policies related to all phases of Human Resources activity; providing counsel and guidelines on Human Resources issues; assuring the company is in compliance with applicable employment laws and regulations; administering benefit and compensation programs; process improvement; and maintaining a good working relationship between the Association and IBEW.     



High School graduate or equivalent required.  Bachelor’s degree with an emphasis in Human Resources or related field preferred.  Professional certification (e.g. SHRM, PHR) preferred.  A minimum of five (5) years of recent, practical and progressive work experience and specialized training in Human Resources required.  Personal computer skills required.  Prior experience with unionized workforce and/or electric cooperatives preferred.  Must have good internal and external customer service skills.  Must be able to communicate effectively both verbally and in writing.



In an efficient and professional manner, while and in accordance with the DMEA/IBEW Labor Agreement and DMEA Accident Prevention Manual:


  1. Provides expertise and assistance in the management of the workforce in the areas of policy setting, staffing, recruitment, hiring, orientation, development, recognition, coaching, discipline, and separation.


  1. Develops, recommends, implements, updates, and administers employment policies, procedures, and guidelines designed to protect Association and employee interests in accordance with governmental laws and regulations and Association policies and objectives. Maintains and updates Employee Handbook as needed.


  1. Supervises personnel to accomplish human resources and records management functions. Assigns and coordinates work to meet schedules and complete projects. Reviews and evaluates performance of subordinates.


  1. Identifies and complies with legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.


  1. Develops and implements the Association’s Affirmative Action Plan. Administers the Affirmative Action Program and coordinates nondiscrimination compliance.


  1. Develops and administers position guides with coordination and input from managers and supervisors.


  1. Identifies staffing needs through workforce planning and management projections. Recruits, evaluates, interviews, and actively participates in hiring decisions.


  1. Prepares employee separation notices and related documentation, and conducts exit interviews.


  1. Administers the Association’s performance review program to ensure effectiveness, compliance, and equity within the organization.


  1. Administers the Association’s benefit plans and programs, including health, life, disability, 401k retirement plan, defined benefit retirement plan, 125 plan, Health Savings Account, leaves of absence, and the employee assistance program. Maintains records of benefits plans participation and other personnel transactions such as hires, promotions, transfers, performance reviews, terminations, and other employee statistics.


  1. Interfaces with payroll and periodically audits benefits and compensation data in payroll records against personnel records.


  1. Works with managers and supervisors to identify and manage company-wide, supervisory, team, and individual employee development and training strategies and opportunities. Plans, budgets, and coordinates company-wide benefits-related training provided by training vendors such as National Rural Electric Cooperative Association, and employment and supervisory training provided by external vendors such as Employers Council.


  1. Administers the Association’s wage and salary compensation plan, and completes compensation and benefits surveys as appropriate.


  1. Advises management in appropriate resolution of employee relations issues.


  1. Acts as Association representative to the IBEW, and strives to maintain good working relationships with union employees and representatives. Assists in developing the overall strategic objectives relative to the IBEW/DMEA union contract and its interpretation and administration.


  1. Represents the Association at personnel-related hearings and investigations.


  1. Responsible for defining, submitting, and controlling budget costs for respective areas of responsibility.



Must inform superiors of non-routine situations.  Due to the nature of the position held, is responsible for ensuring that employees regardless of rank, adhere to applicable laws, regulations and requirements that fall within their area of responsibility and are required to notify the Chief Financial Officer of any discrepancies in the enforcement of legal requirements.



The above statements are intended to describe the general nature and level of work being performed in this job.  This description is not intended to be an all-inclusive list of responsibilities, duties and requirements for personnel in this position.



Knowledge:  Knowledge of human resources concepts; personnel practices; regulatory issues; employee benefits; recruitment; performance management practices; budgeting; office procedures; general accounting and the appropriate methods and means of dealing with human behavior situations in a variety of business circumstances.


Skill:  Communicating effectively both verbally and in writing with a diverse range of audiences and settings; persuasion and negotiation of conflicts and problems; assessing operational, program, staff, and fiscal needs; evaluating data; analyzing complex written documents; identifying and resolving administrative problems; working under pressure while managing deadlines; and maintaining order in a dynamic and fast-paced environment.


Requires understanding and the ability to interpret the union contract, agreements and administrative policies to properly advise and assist management employees.  Understands and uses the concepts of performance coaching.


Understands the concept of providing quality service to DMEA customers and employees and agrees to maintain a continuing commitment to providing superior service.  Must be flexible and a team player.



Requires continuous sitting and use of keyboard/computer and occasional standing, walking, bending, and climbing stairs, kneeling, reaching and occasionally lifting up to 25 pounds.  Requires finger dexterity, good vision and hearing, ability to speak and the ability to perform close work.  On a daily basis, requires attention to detail, the ability to read, write and perform basic math, analyze data and reports and conduct research.  Office equipment used frequently includes personal computers, related software, copiers and fax machines, etc. 



Regular, predictable attendance is required.  Close to 100% of the work performed is done indoors in an office setting.  Occasional travel by company vehicle and/or commercial means may be required.  The typical work schedule is 40 hours per week, M-F 8:00 a.m. to 5:00 p.m.  Working beyond 40 hours may be required and may include night and/or weekend work.


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