Human Resources Solutions Partner

Colorado State University
Fort Collins, Colorado
09 Jul 2018
End of advertisement period
06 Aug 2018
Contract Type
Full Time

Description of Work Unit

Colorado State University is a large research, land-grant institution and employs over 7,000 faculty, exempt and non-exempt professionals, and classified staff. The University’s Human Resources Department is responsible for a broad range of activities including, but not limited to: all employee benefits; payroll; compensation; HR service center; recruitment, selection and classification for State Classified employees as well as general oversight of the State Personnel System within the University; employee relations; personnel policy interpretation; employee records and personnel action processing; and the human resource management information systems (HRIS).

We are a department that values collegiality. Ongoing and positive interactions among staff and with faculty, staff, and students contribute to our department’s supportive and open culture of inquiry, as well as our commitment to collaboration and professional development.

Position Summary

Colorado State University’s Human Resources Department seeks a Human Resources professional to join the HR Department’s team as an HR Solutions Partner. Under the direction of the Associate Director, the HR Solutions Partner coordinates with university departments and human resources to implement services, policies and programs that will support a high performance workforce.

The HR Solutions Partner is responsible for developing collaborative working relationships with internal customers (managers, supervisors and leaders) to deliver human resources value-added solutions, and act as point of contact with employees on human resources matters. The goal is to assist with the creation of a positive and effective workplace by providing consulting services, advice and support to employees and managers/supervisors with regard to rule and policy interpretation, performance management, workplace behavior consultation, leave coordination, employee/supervisor communication and training.

The position requires broad human resource knowledge and is responsible for managing workforce activities according to established guidelines and sound administrative practices through a clear understanding of the vision and strategies of the organizations/departments being supported. Overall, the role bears responsibility for the processes and systems related to people within the organization.

Required Job Qualifications

  • A Bachelor’s degree from an accredited institution in Human Resources, Business, Public Administration or a related field;
    A Bachelor’s degree and two years as an HR Generalist.
  • A minimum of three (3) years of professional experience in employee relations and performance management.

Preferred Job Qualifications

  • A professional Human Resources certification (SPHR or PHR);
  • Experience in a higher education environment or a comparable large employer;
  • Experience/proficiency with HRIS software.

Diversity Statement

Reflecting departmental and institutional values, candidates are expected to have the ability to advance the Department’s commitment to diversity and inclusion.

Essential Duties

Job Duty Category Employee Relations Duty/Responsibility

  • Provide advice and coaching techniques to managers/supervisors regarding employee relations and employee advocacy through the application of personnel practices, policies and state/federal employment laws.
  • Manage and resolve complex employee relations matters by facilitating open conversations and/or conflict resolution techniques between managers/supervisors and employees.
  • Conduct meetings to discuss unresolved issues and explore alternative solutions. Recommend a course of action to involved parties in consultation with Associate Directors in HR.
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
  • Conduct effective, thorough and objective investigations. Maintain knowledge of legal requirements related to management of employees, reducing legal risks and ensuring regulatory compliance.
  • Receive and facilitate conversations with employees and/or managers/supervisors on the University’s employee grievance process.
  • Assist in the investigation of grievances and complaints. Prepare reports of findings.
  • Independently conduct and review results of organization/department on-site assessments. Recommend possible plans of action.
  • Conduct reasonable inquiries and prepare reports in accordance with CSU’s policies.
  • Act as a resource and work in partnership with the human resources team to ensure that the HR-related work at the organization/department level is in coordination with all other HR deliverables.

Percentage Of Time


Essential Duties

Job Duty Category Change Management/HR Initiatives Duty/Responsibility

  • Implement projects, facilitate change management and advise stakeholders.
  • Participate on HR project teams.
  • Work closely with HR and organization/department teams to provide input, support initiatives and share best practices to improve operational effectiveness.
  • Act as a resource and work in partnership with the human resources team to ensure that the HR-related work at the organization/department level is in coordination with all other HR deliverables.

Percentage Of Time


Essential Duties

Job Duty Category Performance Management Consultation Duty/Responsibility

  • Oversee the University’s performance management program.
  • Advise, counsel and provide guidance to managers/supervisors regarding performance management strategies (coaching, tools) and employee relations (coaching, counseling, career development, disciplinary actions, HR policy guidance and interpretation).
  • Work with organizations/departments to ensure expectations are clearly communicated to the employee and defined in such a way as to enhance the efficiency and effectiveness of operations.
  • Recommend practices necessary to establish and maintain positive employer-employee relationships.
  • Conduct meetings with employees and managers/supervisors in the successful operation of the performance management program.
  • Track and follow up with managers/supervisors on submittal of required documents in accordance with state classified personnel and university guidelines.
  • Provide training and assistance to managers/supervisors on the proper use of the performance management program.

Percentage Of Time


Essential Duties

Job Duty Category Organizational Development/Training Duty/Responsibility

  • Develop, deliver and coordinate organizational development and training services for organizations/departments and individual executive coaching needs.

Percentage Of Time


Essential Duties

Job Duty Category FMLA/Disability/Workers' Compensation Case Management Duty/Responsibility

  • Partner with key resources to facilitate and coordinate FMLA, disability and workers’ compensation cases and claims.
  • Effectively interpret FMLA and ADA implications as they relate to leaves of absence and disabilities.
  • Provide information and interpretation of law, policy, procedures, and directives to personnel in subjects such as disciplinary actions and a variety of other personnel related issues.

Percentage Of Time


Essential Duties

Job Duty Category HR Metrics Analysis Duty/Responsibility

  • Analyze and report on HR-related data. Provide interpretation, guidance and expertise for HR metrics.
  • Implement workforce planning and forecasting initiatives in alignment with HR and organization/department goals. Provide input on business unit restructures, workforce planning and succession planning.
  • Maintain records related to complaints and other related issues.
  • Track and report State Classified Performance Management metrics.

Percentage Of Time


Application Details

Special Instructions to Applicants

Interested applicants must submit a cover letter which addresses how professional experiences align with identified competencies of the position; a current resume; and the names, addresses, and telephone numbers of three (3) professional references. References will not be contacted without prior notification of candidates. If you have questions, please contact Shevaun Festervand,

Conditions of Employment

Pre-employment Criminal Background Check (required for new hires)

Search Contact

Shevaun Festervand,

EEO Statement

Colorado State University is committed to providing an environment that is free from discrimination and harassment based on race, age, creed, color, religion, national origin or ancestry, sex, gender, disability, veteran status, genetic information, sexual orientation, gender identity or expression, or pregnancy and will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.

Colorado State University is an equal opportunity/equal access/affirmative action employer fully committed to achieving a diverse workforce and complies with all Federal and Colorado State laws, regulations, and executive orders regarding non-discrimination and affirmative action. The Office of Equal Opportunity is located in 101 Student Services.

The Title IX Coordinator is the Executive Director of the Office of Support and Safety Assessment, 123 Student Services Building, Fort Collins, CO 80523 -2026, (970) 491-7407.

The Section 504 and ADA Coordinator is the Associate Vice President for Human Capital, Office of Equal Opportunity, 101 Student Services Building, Fort Collins, CO 80523-0160, (970) 491-5836.

Background Check Policy Statement

Colorado State University (CSU) strives to provide a safe study, work, and living environment for its faculty, staff, volunteers and students. To support this environment and comply with applicable laws and regulations, CSU conducts background checks. The type of background check conducted varies by position and can include, but is not limited to, criminal (felony and misdemeanor) history, sex offender registry, motor vehicle history, financial history, and/or education verification. Background checks will be conducted when required by law or contract and when, in the discretion of the university, it is reasonable and prudent to do so.