Human Resources Business Partner

The application window for this position has an anticipated end date of01/16/2024.

Company Overview

The Denver Center for the Performing Arts (DCPA) is one of the largest non-profit theatre organizations in the nation, presenting Broadway tours and producing theatre, cabaret, musicals, and innovative, immersive experiences. Through these experiences and alongside our robust Education program, we engage hundreds of thousands of visitors each year.

The DCPA’s workforce includes more than 300 employed team members in non-union and union positions (in partnership with seven unions). In addition, we employ hundreds of artists and contractors annually. We have a strong volunteer program which includes more than 300 volunteers.

Our Mission: “We engage and inspire through the transformative power of live theatre.”

Culture Statement

For more than 40 years, creativity and community have been the foundation of the Denver Center for the Performing Arts’ success. As a leading cultural organization in the Rocky Mountain West, we are actively participating in a cultural evolution of belonging and anti-racism. Our commitment to reflect the diversity and priorities of our community — in our workplace, audience and programming — has never been more present.

We believe that the theater can transform us — and be transformed by us. We invite you to be part of our Team.

Job Purpose

Human Resources Business Partner acts as a thought leader both in a strategic and hands-on capacity. In this role, you will provide full cycle Human Resources support to our Denver Center team members. This role will partner with business leaders in areas which include aligning staff to business objectives, recruiting the right talent, employee development, managing employee relations (in some cases in a union environment), and guide employees through organizational change. As a key contributor, you will be responsible for executing our HR initiatives, enhancing employee engagement, providing great internal customer support, and driving HR functional excellence and process improvement.

Our HR Business Partners (HRBP) support specific teams, working closely with management and employees on people-related issues: talent management, employee relations, coaching/development, compensation, conflict and performance management, organizational development and more. The HRBP is highly collaborative within the HR team and plays a hands-on role instrumental in initiating and driving HR programs and initiatives.

This position may supervise up to one HR team member but currently has no direct supervisory responsibilities. This position serves as a coach and mentor for other positions in the HR department.

Role and Responsibilities

• Take a true hands-on approach and work closely with business leaders to help improve working relationships, strengthen morale, increase productivity, and employee engagement.
• Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective workplace investigations.
• Develop a consultative role with managers and employees in a variety of areas including communications, employee relations, recruitment, performance management, compensation, individual development, and other personnel challenges.
• Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee engagement.
• Work collaboratively with the Office of Equity and Organizational Culture and champion diversity awareness throughout the employee life cycle.
• Create, analyze, and interpret various types of employee reports (e.g., turnover, compensation, job levels, and attrition) to guide decision-making and provide proactive solutions to client groups.
• Assist in the hiring and selection process for exempt and non-exempt positions and partner with managers and HR staff in the development and execution of staffing strategies and interview questions to ensure recruitment of high potential talent at appropriate staffing levels. Recommend changes to staffing strategies as appropriate.
• Support organizational design and effectiveness efforts by conducting needs assessments and gap analyses.
• Design and implement targeted training and development programs to elevate the functional, managerial, and leadership skills of the DCPA.
• As part of a collaborative HR team, organize, design, and guide managers and team members through annual employee performance reviews.
• Ensure successful onboarding of all new hires.
• Complete exit interviews for all exiting team members to identify areas of opportunity to improve retention and team member morale, as well as to identify successful practices and benefit offerings.
• Analyze trends and metrics in partnership with other members of a collaborative HR team to develop and advance HR solutions, practices, and policies that impact DCPA culture and DCPA team members.
• Maintain current knowledge of federal and Colorado legal requirements and identify and implement necessary changes related to day-to-day management of team members, reducing legal risks, and ensuring regulatory compliance.
• Collaborate with the HR team members, manage projects and provide direction on HR-related programs and practices.
• Provide HR Policy guidance and interpretation and act as a neutral party, counted on to advocate for a balanced and unbiased perspective that creates an efficient and conflict free work environment. Provide support and guidance to team members and management in various HR-related topics such as leaves of absence, and compensation.
• Maintain employee files and records in electronic and paper form.
• Offer thought leadership regarding organizational and people-related strategy and execution. In addition to these main duties, as employees of a non-profit, everyone in the HR Department is expected to help with various HR-related administrative and operational tasks. We also expect our HR team to attend and, in some cases, to assist with employee engagement events.

Education and Experience Qualifications

• Minimum of five years of experience working directly as a Human Resource Business Partner or similar role advising clients on complex employee relations matters.
• SHRM or HRIC certification preferred.
• Experience with full-cycle recruitment and selection, training and development, organizational culture, safety and health, performance management, succession planning, compensation and benefits, compliance and legal, and managing employee relations.
• Minimum Bachelor’s Degree in Human Resource Management, Business, or related field.
• Success in creating and driving effective development, employee relations, retention, and reward programs.
• Experience implementing and supporting benefits and compensation programs to drive employee engagement and retention.
• Experience in implementing EDI initiatives.
• Ability to interact with all levels of the organization and provide coaching and mentoring within a complex work environment. Building strong relationships is key in this role.
• Ability to diagnose problems and identify and drive appropriate solutions.
• Excellent communication, organizational and interpersonal skills with the ability to influence and interface with senior members of the business.
• Ability to train and execute organization’s emergency plans.
• Ability to manage multiple priorities simultaneously.
• An enthusiastic team player with a strong drive to create a positive work environment.
• Ability to gather and analyze reports and data.
• Experience with total rewards and compensation programs.
• Strong level of experience and comfort advising managers and employees on Leave related absences such as FMLA and ADA.
• Excellent skills and experience with Microsoft Office including excel and outlook, and HRIS (ADP preferred), and learning management systems.
• Experience in labor relations is highly preferred.
• Experience in non-profit and/or entertainment industry preferred.
• Ability to understand and to make oneself understood in Spanish preferred.

Working Conditions

This position operates in a professional office environment during regular business hours. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. Remote work opportunities may be available after the candidate is fully trained in their position, depending on business needs and prior supervisor authorization. Remote work is not guaranteed.

Physical Requirements

While performing the duties of this job, the Team Member is regularly required to talk and hear. The Team Member frequently is required to stand; walk; use hands to handle or feel; and reach with hands and arms. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus. The noise level in the work environment is usually moderate. Ability to work in an open, shared workspace with the typical distractions and noise levels found in a busy office environment.

Direct Reports

None

Benefits

Full time positions include the following benefits:

Medical, Dental, Vision, Disability, Flexible Spending Accounts, Life Insurance and Pet Insurance

401k Plan with employer contributions

Time off benefits including personal days, sick days, vacation days and 10 paid holidays.

Work from home options are available.

In order to provide high quality, culturally competent care to our patrons, students, guests and team members, it is of highest importance that our hiring practices reflect our values by offering an environment that celebrates diversity and embraces inclusion. All of our team members – regardless of race, ethnicity, sexual orientation, gender identity, age, language, abilities/disabilities, socioeconomic status, geographic region, or other defining characteristics – should feel welcome and valued.