Job Board

Job Board

Administrative and Clerical

  • Location
  • Englewood, CO

Description:

Reports to: President
Hours: Full Time Exempt (40+ hours per week)
Benefits: Our benefits package includes medical (100% employer-paid medical insurance premiums for H.S.A. (Health Savings Account) plans up to family level coverage, $150.00 employer contributions to H.S.A if enrolled in medical H.S.A. insurance plans), dental, vision, life insurance, 403 (b) plan; generous paid time off and 12 paid holidays.

Purpose:
The Director of Human Resources guides and manages the overall provision of Human Resources services, policies, and programs. The major areas directed are: HQ recruiting and staffing, performance management and improvement systems; organizational development; employment and compliance to regulatory concerns; employee orientation, development, and training; policy development and documentation; employee relations; organization employee communication; compensation; payroll and benefits administration; employee safety; and employee services.

Duties and Responsibilities:
Development of the Human Resources Department:
• Oversees the implementation of Human Resources programs through Human Resources staff.
o Monitors administration to established standards and procedures.
• Identifies opportunities for improvement and resolves any discrepancies.
• Oversees and manages the work of reporting Human Resources staff.
o Encourages the ongoing development of the Human Resources staff.
• Leads and coordinates team meetings and HR team retreats.
• Develops and monitors an annual budget for Human Resources department.
• Selects and coordinates organization use of insurance brokers, insurance carriers, 403b administrators, and other outside sources.
• Continuously audits Human Resources policies, programs and practices and keep management informed of new developments.
• Leads the development of department goals, objectives, and systems.
• Establishes departmental measurements that support the accomplishment of organization goals.
Benefits and Insurance:
• Oversees implementation and administration of benefit and insurance policies.
• Obtains cost effective benefits and insurance policies.
o Medical, dental, vision, FSA/HSA, life, disability insurance, worker’s compensation, liability insurance, 403(b), travel insurance, emergency repatriation insurance, and Cobra administration.
• Reviews and approves all plans descriptions, policies, and contracts.
• Leads annual open enrollments.
o Conducts open enrollment webinars.
• Oversees unemployment and workers’ compensation claims and appeals.
• Leads and ensures successful 403(b) annual audits.
• Leads annual 403b oversight committee meeting.
• Submits Form 5500 to DOL for applicable plans.
• Monitors 403(b) investments, earnings, and compliance to policy.
• Performs non-discrimination testing as needed.
Compensation:
• Conducts cost of living adjustment and compensation analysis annually.
o Recommends COLA and HQ compensation changes to executive team.
o Submits CEO compensation analysis for Board Approval.
• Conducts compensation analysis for new positions.
• Updates and sends mission-wide support calculations annually.
• Reviews and approves/denies salary changes; including housing allowance.
• Reviews payroll changes and submissions monthly.
• Reviews and final approves year-end W-2 and ACA submissions.
• Reviews and final approves salary data submission to DOL annually.

Recruiting and Hiring:
• Coordinates HQ recruitment efforts with hiring managers.
• Participants in HQ and Alpha candidates’ selection process with hiring managers.
• Reviews and finalizes job descriptions with hiring managers.
• Oversees selection and hiring policies and procedures.
• Reviews background check results and selection documentations to approve applicants for hire.
• Directs “Ban the Box” hiring process.
Employment Law:
• Leads organization compliance with all existing governmental and labor legal and government reporting requirements including to the Equal Employment Opportunity (EEO), the ADA Amendments Act of 2008 (ADAAA), Employee Retirement Income Security Act (ERISA), the Department of Labor, workers’ compensation, Affirmative Action, and so forth.
• Maintains minimal organization exposure to lawsuits.
• Directs the preparation of information requested or required for compliance with laws.
o Approves all information submitted.
• Serves as the primary contact with the organization employment law attorney and outside government agencies.
• Protects the interests of employees and the organization in accordance with organization Human Resources polices and governmental laws and regulations.
• Conducts internal audits to ensure compliance with internal policies and local, state, federal, and international laws.
• Ensures submission of accurate Vets-100 and EEO-1 data to DOL annually.
• Monitors applicable laws and strategizes compliance requirements.
• Monitors military contract amounts and terms and ensures compliance with contracts and AAP.

Employee Relations:
• Formulates and recommends Human Resources policies and objectives for the organization with regards to employee relations.
• Partners with management to communicate Human Resources policies, procedures, programs and laws.
• Determines and recommends employee relations practices necessary to establish positive employer/employee relationships and promote high level of employee morale and motivation.
• Conducts investigations with employee complaints or concerns that are brought forth.
• Monitors and guides management in the correction actions and terminations.
• Monitors the implementation of a performance improvement process with non-performing employees.
• Reviews employee appeals through the organization complaint procedure.
• Provides coaching to supervisors on employee related matters.
• Trains and provides feedback to supervisors on employees’ annual assessments.
• Performs exit interviews.
• Manages and ensures smooth exit transitions.
Organizational Development:
• Directs a process of organizational planning that evaluates organization structure, job design, and personnel forecasting throughout HQ.
o Works with department heads to evaluate department structure, job design of personnel future needs, then makes recommendations to executive team.
• Keeps executive team informed of significant problems that jeopardize the achievement of the organization goals, and those that are not being addressed adequately at the management level.
Policy Development and Training:
• Responsible for writing and administering Human Resources policies.
o Updates Employee and Missionary Handbooks.
 Creates and maintains other policies as required.
• Creates and executes mandatory and best practices trainings for employee; such as Harassment for Employees and Harassment for Supervisors, etc.
• Trains new missionaries on support calculations and handbooks.
Other:
• Provides oversight and backend setup for HRIS; which includes reviewing updates, implementing new processes, updating fields as needed, troubleshooting glitches, etc.
o Periodically reviews current and new modules to add or remove from the HRIS.
• Reviews and approves employment changes in HRIS.
• Lead staff for HR Board Subcommittee.
• Ensures HR Board Subcommittee agendas and minutes are accurate and submitted timely.
• Attend Board meetings and update Board on HR-related items.
• Supervisor for terminal home assignment missionaries.
• Leads committee to plan and coordinate HQ ladies’ events and HQ annual Christmas party.
• Leads in the coordination of HQ annual retreats.
• Participates in HQ Directors monthly meetings.
• Attends Chapel weekly, and other meetings as required.
• Performs other duties as assigned.

Minimum Job Requirements:
• A Bachelor’s Degree in Human Resources Management or related field.
• Ten plus (10+) years progressive leadership experience in Human Resources positions.
• Four plus (4+) years in HR leadership position.
• Professional HR Certification from HRCI or SHRM.
• Experience with HRIS and recruiting system.
• Broad knowledge in compensation, benefits and insurance, recruiting and hiring, organizational planning, organization development, employee relations, safety, training and development.
• Expertise in employment laws and practices.
• Effective oral and written communication skills, and excellent interpersonal and coaching skills.
• Demonstrated ability to lead and develop Human Resources staff members.
• Excellent leadership and planning skills.
• Evidence of the practice of high level of confidentiality.
• Excellent computer skills in Microsoft environment.
• Expertise in Microsoft Excel.
• Born again, mature Christian with an affinity for the mission and work of Cadence International.
• Heart for reaching military and the world reflected through personal serving of others and sharing of resources.
• Preferred experience with global religious non-profit organization.

Physical Demands/Work Environment:
Cadence International is an evangelical mission agency dedicated to reaching the military communities of the United States and of the world with the Good News of Jesus Christ. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. The employee is regularly required to stand, sit, walk, climb stairs, talk, listen and occasionally lift and/or move up to 20 pounds.

The work environment characteristics described here are representative of those an employee may encounter while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Important Notice: The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of responsibilities, duties and skills required of personnel in the classification.

Equal Employment Opportunity: (Minorities/Women/Disabled/Veterans)
Cadence is dedicated to the principles of equal employment opportunity. The organization prohibits unlawful discrimination against applicants or employees based on age, race, sex, color, national origin or disability in accordance with applicable legal requirements. This prohibition includes unlawful harassment because of an individual’s membership in any of these protected classes.

Because it is a religious organization, Cadence is permitted by law to use its religious doctrines and practices as a basis for hiring and other employment decisions with all employees. In addition, employees having ministerial functions, including missionaries and employees in leadership roles, may be subject to special requirements or qualifications based upon religious principles.

If you would like to review our Veteran and Disabled policies, please contact Human Resources at 303-762-1400 during normal business hours.

To Apply: All Applications must be submitted online at https://cadence.org/opportunities/

google-site-verification: google6d93cff6ce832845.html