People Operations Manager

CORE Electric Cooperative; Sedaila (CO); On-site; USD 90,000 - 130,000; Full time

Job summary

CORE Electric Cooperative in Colorado seeks a seasoned Human Resources Manager to partner with leaders, oversee Total Rewards, Talent Acquisition, Talent Management, and HR technology/operations, and drive strategic HR initiatives.

You will guide policy development, workforce planning, and employee relations while ensuring compliance and ethical governance across the organization.

Qualifications

• Bachelor’s Degree in Human Resources or related field.
• 10 years HR experience including 3+ years in a leadership role.
• Experience managing union relationships and collective bargaining.
• Experience administering HRIS and HR analytics; Dayforce and Cornerstone preferred.
• Proficiency with Microsoft 365 applications.

Responsibilities

• Serve as strategic HR business partner to leaders across CORE; diagnose issues, evaluate alternatives, and implement compliant solutions.
• Lead the assigned HR portfolio (Total Rewards, Talent Acquisition, Talent Management, HR technology/operations).
• Plan, organize, direct, and evaluate staff; recruit, coach, develop, and support succession.
• Develop and interpret HR policies; maintain handbook with review cycle.
• Oversee compliance, audits, and employment-law risk management.
• Oversee employee and labor relations matters and investigations.
• Manage HR programs, HRIS governance, data integrity, and analytics.
• Establish HR metrics and reporting; communicate trends and actions.
• Lead cross-functional HR projects and organizational change initiatives.
• Build relationships with leaders, employees, union reps, vendors, and counsel.

Skills

Leadership

HR Strategy

Employee Relations

HRIS / HR tech

Talent Management

Data Analytics

Communication

Education

Bachelor’s Degree

SHRM-SCP

Tools

Dayforce

Cornerstone

HRIS

Job description

Job Summary

The Human Resources Manager reports to the People Operations Director and is responsible for managing the operational oversight of the human resources functions of the People Operations Department. This includes the overall administration, coordination, and execution of the human resources functions to include Total Rewards (benefits and compensation), Talent Acquisition, Talent Management (Performance Management, Employee Relations, Labor Relations, and Workforce Planning), and HR Technology/Operations (HRIS, other HR systems, and workforce analytics). The People Operations departmental structure includes two Human Resources Managers who divide these functional responsibilities.

Essential Duties and Responsibilities

• Serve as a strategic HR business partner and credible advisor to leaders across CORE; understand business and workforce needs, diagnose issues, evaluate alternatives, and recommend practical, consistent, and legally compliant solutions specific to organizational design, staffing, workforce planning, performance management, employee engagement, retention, succession planning, and related talent strategies.
• Lead the assigned Human Resources portfolio, which may include Total Rewards, Talent Acquisition, Talent Management, employee and labor relations, workforce planning, HR technology and operations, and workforce analytics; integrate work across disciplines to provide coordinated HR service delivery.
• Plan, organize, direct, and evaluate the work of assigned staff; establish priorities and performance expectations; recruit, coach, develop, and hold employees accountable; and support succession and continuity within assigned functions.
• Develop, implement, interpret, and continuously improve HR policies, programs, procedures, and service standards; maintain the employee handbook through a documented review cycle and promote equitable, inclusive, agile, and effective workforce practices.
• Monitor federal, state, and local employment requirements and HR trends; oversee required recordkeeping, reporting, recurring and ad hoc audits, and corrective actions to maintain compliance and reduce legal, operational, and reputational risk.
• Oversee employee and labor relations matters, including workplace investigations, performance and corrective action, conflict resolution, grievance administration, interpretation and administration of collective bargaining agreements, collective bargaining support, and employment-risk management.
• needs.
• Oversee assigned HR programs and systems, including performance management, employee engagement surveys, exit interviews or surveys, HRIS governance, data integrity, system access and controls, and effective use of HR technology in partnership with HR subject-matter experts and other stakeholders.
• Establish meaningful HR metrics and reporting; analyze workforce and program data, identify trends and risks, communicate findings, and recommend actions that improve decision‑making, employee experience, compliance, and operational outcomes.
• Lead cross‑functional HR projects and organizational change initiatives by defining scope, responsibilities, timelines, risks, communications, training, adoption measures, and expected outcomes.
• Build productive and appropriately independent working relationships with leaders, employees, union representatives, HR colleagues, legal counsel, vendors, and other partners; communicate sensitive or difficult recommendations clearly, professionally, and respectfully.
• Manage assigned budgets, contracts, and vendor relationships; monitor service levels, performance, cost, compliance, and contractual obligations and address issues promptly.
• Maintain confidentiality and complete, accurate, and defensible documentation of significant HR decisions, actions, and recommendations.
• Perform other duties as assigned.

Supervisory Responsibilities

• Plan, organize, assign, and direct the work of assigned staff; establish clear performance expectations and development goals; monitor and evaluate results; and provide timely coaching, feedback, and support to improve performance and build capability.

Minimum Qualifications of Position

• Bachelor’s Degree and 10 years of human resources experience to include at least 3 years in a leadership role
• Experience managing union relationships with collective bargaining agreements, grievances, investigations, and corrective actions
• Demonstrated experience administering and optimizingan enterprise Human Capital / HRIS and related HR technologies, including data integrity, reporting, system access and controls, workflow configuration, testing, implementation, and vendor partnership.
• Proficiency with Microsoft 365 applications is required.
• Excellent teamwork, interpersonal, collaboration and communication skills required

Preferred Qualifications of Position

• SHRM‑SCP, SPHR, or equivalent Human Resource Certification
• Master’s degree in human resources, business, organizational development or a related field
• Electric utility, cooperative, regulated‑industry, or unionized‑workforce experience
• Experience managing union relationships with collective bargaining agreements, grievances, investigations, and corrective actions
• Demonstrated experience administering and optimizing an enterprise Human Capital / HRIS and related HR technologies, including data integrity, reporting, system access and controls, workflow configuration, testing, implementation, and vendor partnership. Current systems include: Dayforce and Cornerstone
• Experience leading organizational change or enterprise human resources implementations

Knowledge and Skills

• HR functional expertise: Comprehensive knowledge of human resources principles, practices, and applicable employment laws across assigned areas, including compensation, benefits, talent acquisition, performance management, organizational design, workforce planning, employee and labor relations, leave and accommodation administration, affirmative action and EEO compliance, policy administration, HR technology, and workforce analytics.
• Leadership and team development: Demonstrated ability to establish priorities and performance expectations; delegate with appropriate oversight; coach, develop, and hold staff accountable; and build a capable, collaborative, and high‑performing team.
• Business and strategic acumen: Ability to understand CORE’s business model, operational priorities, workforce needs, and utility environment and to align HR strategies, programs, and recommendations with organizational goals, risk considerations, and service outcomes.
• Consultation and influence: Ability to serve as a credible, solutions‑oriented advisor; diagnose underlying issues; evaluate alternatives; and influence sound decisions through evidence, business context, policy, and professional judgment.
• Judgment, ethics, and confidentiality: Ability to handle sensitive employee and organizational information with discretion; make consistent, impartial, and defensible decisions; identify ethical, legal, reputational, and employee‑relations risks; and recognize when escalation or specialized guidance is required.
• Employee and labor relations: Knowledge and skill to oversee investigations, performance and corrective action matters, grievance administration, policy and collective bargaining agreement interpretation, collective bargaining support, conflict resolution, and employment‑risk management.
• Communication and presentation: Ability to communicate complex or sensitive information clearly, concisely, and professionally in writing and verbally; facilitate productive discussions; deliver effective training and presentations; and adapt messages for employees, leaders, executives, union representatives, and other stakeholders.
• Collaboration and relationship management: Ability to build productive working relationships across organizational levels and functions, maintain appropriate professional independence, address disagreement constructively, and coordinate work among leaders, employees, HR colleagues, vendors, legal counsel, and labor representatives.
• Change leadership and continuous improvement: Ability to assess the organizational impact of change; develop practical implementation, communication, training, and adoption plans; anticipate resistance; and improve HR policies, processes, systems, and service delivery based on results and stakeholder needs.
• Analytical thinking and decision support: Ability to evaluate workforce data, trends, benchmarks, and operational information; assess data quality; select meaningful measures; identify risks and opportunities; and translate findings into clear recommendations and actions.
• Execution and accountability: Ability to balance strategic priorities with operational detail; organize competing demands; establish responsibilities, milestones, and service expectations; manage projects, vendors, and budgets; and deliver accurate, timely, and sustainable results.
• Inclusion and professional respect: Demonstrated ability to apply policies and practices consistently and respectfully, consider relevant perspectives, identify barriers to fair participation, and support an inclusive workplace consistent with legal and organizational requirements.

Working Conditions and Physical Requirements

• Sedentary work: Exerting up to 10 pounds of force occasionally. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.
• The worker is not substantially exposed to adverse environmental conditions (as in typical office or administrative work).

Note: This job description is intended to describe the general nature and level of work performed and is not to be construed as an exhaustive list of responsibilities, duties, and skills required. Other duties may be assigned.

Application Timeline

The application deadline for this job is estimated to be 10/6/2026. However, this timeline may be shortened or extended depending on business needs, the availability of qualified candidates, and whether the role is filled or not. We encourage qualified candidates to submit their application(s) expediently so as not to miss out on opportunities.