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Human Resources Manager

Requisition Number:



Boulder, Colorado

Employment Type:

University Staff



Posting Close Date:


Job Summary

The CU Police Department is inviting applications for an HR Manager. The HR Manager provides professional and technical HR guidance and service to the continuing, temporary and student staff for the CUPD in all relevant HR competencies. The HR Manager oversees HR for all aspects of student and temporary employees and leave and payroll management. The HR Manager serves as lead for position management, recruitment, staff development, and performance management functions for continuing employees, as well as for employee relations issues for all employees. This position serves as a liaison between the CUPD and Campus HR to provide oversight of all HR functions as detailed below.

Who We Are

The members of the University of Colorado Boulder Police Department (CUPD) are dedicated to providing the highest quality police services in order to enhance community safety, protect life and property, and reduce crime and the fear of crime. To do this, we pledge to develop a partnership with the community, to lead a community commitment to resolve problems, and to improve the safety and quality of life for all CU affiliates. The CUPD is a full-service police agency with 46 sworn and 36 non-sworn employees providing community-based public safety services to a diverse community of 36,000 affiliates 24 hours a day, seven days a week, all year long. Every year the department responds to approximately 20,000 calls for service and ensures the safety and security for all of their PAC-12 Conference athletic events with attendance at football games exceeding 50,000 fans. Patrolling the campus by foot, bicycle, motorcycle, and vehicle, the CU-Boulder police work diligently with the University community and surrounding agencies to ensure a prompt and coordinated law enforcement response.

What Your Key Responsibilities Will Be

Lead Position Management, Recruitment, Performance Management, Leave Administration & Employee Relations functions for Classified/University Staff:
The HR Manager will ensure that the organizational structure, staffing levels, employee classification, compensation, and relations are aligned with strategic goals with regard to the broader CU-Boulder Academic, research and administrative community. The Manager will do so by: 
  • Position Management: Working with departmental hiring managers to create new/revise position descriptions in order to fill organizational gaps/needs, and to recommend job classifications and internal pay range comparators to Campus HR to ensure departmental equity and consistency. Partnering with Campus HR to develop an overall compensation and job classification strategy, including consolidation of current PD/PDQs into fewer unique positions within the organization for better clarity, to streamline compensation reviews and to better assess internal department equity as well as competencies required for promotional pathways for existing staff. 
  • Recruitment: Partnering with Campus HR recruitment function to fill new/vacant positions via open competitive recruitments or other recruitment strategies. This will include communicating with candidates about compensation and benefits of working for CU as well as status in recruitment process, performing minimum qualifications assessments, approving offer letters, providing coaching to hiring managers on appropriate interviewing questions & strategy and engaging in compensation negotiations when desired by the hiring manager.
  • Performance Management: Manage the performance management process for both classified and University staff. Develop annual communications to supervisors regarding the process for handling performance management. Answer supervisor/staff questions about the performance management process. Track supervisor compliance with completion of plans and evaluations for both classified and University staff, as well as coaching sessions for classified staff. Audit all performance plans and evaluations for completeness prior to submitting to campus Employee Relations. Follows-up (repeatedly if necessary) with supervisors who have failed to turn in signed plans, comply with coaching session requirements, or turn in complete (fully signed) evaluations by the deadline. Prepare reports regarding performance plans and evaluations not submitted by internal deadline for the Chief. Refer classified employees seeking to dispute any part of the performance management process to the Employee Relations. Provide guidance to supervisors on how to conduct coaching sessions and provide positive and constructive feedback to staff and develop effective metric based performance goals
  • Leave Administration: Interpret and apply Federal law, State Personnel Board rules and Regent law and policies to answer employee questions regarding all forms of paid/unpaid leave. Ensure proper FML paperwork is completed and updated as needed and that employees sustaining OJI file incident report form and are informed of approved worker’s compensation physicians. Liaises with University Risk Management as necessary to ensure proper tracking of OJI claims and complete missed time reports for ongoing OJI cases. Answer employees’ technical questions, troubleshoots and resolves employee issues when using leave and time management applications (e.g., My Leave or Kronos). Work with monthly employees throughout year to confirm that leave balances are correct, including the annual affirmation of leave balances. Make adjustments to employee leave balances as needed in CU Time. Stay up to date with changes in the state and campus policy and procedures through attendance at PPL meetings and HR seminars/trainings. Position uses a high degree of independent discretion and decision-making to interpret and apply Federal and State law, state and university rules and Employee Services payroll procedures regarding FLSA-eligible and exempt classified and professional exempt staff in order to ensure all employees use various forms of leave correctly, are afforded the various forms of medical leave (OJI/FML) as appropriate, maintain accurate leave balances and are paid accurately and in a timely manner. Liaise with UCB Human Resources department and Employee Services, when necessary. 
  • Employee Relations: Work with supervisors and engage Campus HR, ADA Coordinator, and University Counsel as necessary, to provide guidance and help supervisors devise strategies for handling supervisor/supervisee conflicts; co-worker conflicts and employee performance issues. This includes providing advice and managing logistics when progressive discipline and termination are necessary. 
  • Staff Development: Work with supervisors and engaging Campus HR to identify or create development opportunities for staff.
HR Manager for Student and Temporary Employees:
Position uses a high degree of independent discretion and decision-making to manage all aspects of HR for Student and Temporary Employees, including assisting supervisors in recruitment, hiring, background/reference checks and setting appropriate compensation; drafting offer letters/obtaining signatures; managing new temporary and student employee onboarding (including processing all required paperwork, informing employees of employee policies; training employees on use of MyLeave application and employee MyCUInfo portal, and ensuring employees are notified of required trainings); developing other relevant trainings and fact sheets as necessary to orient students/temps to employment in Integrity, Safety and Compliance; tracking student work-study and credit hour status to ensure individual is eligible for student employment; advising on appropriate situations for student/temp terminations; responding to all manager/staff questions regarding the employment of students and temps; and managing all student and temporary employee rosters, reports, email distribution lists and files.
Liaise with HRSC for HCM Entry and Payroll:
Provides operational oversight of HCM Entry, payroll and leave administration in partnership with the HRSC. 
  • HCM Entry: Processes departmental requests, initiates and tracks Cherwell tickets to ensure timely completion. 
  • Monthly and Biweekly Payroll: Ensures Time Collection is processed in a timely manner to meet ES-set monthly payroll deadlines. Includes investigating discrepancies and requesting manual adjustments as necessary, ensuring one-time payments, vacation leave payouts, DPDs, promotion, terminations, and other payroll changes have been entered and approved for each pay period and requesting hand-drawn warrants as necessary. After Time Collection closes, reviews the biweekly/monthly payroll registers to identify discrepancies in pay. When discrepancies/issues arise, position investigates possible reasons and works with Finance office/HRSC to obtain resolution/correction.
Professional Development:
The HR Manager participates in job-related professional development to maintain proficiency and acquire new HR knowledge by reading HR journals and websites, attending seminars and conferences, and participating in discussions with colleagues. This position is also responsible for identifying personal and team opportunities for targeted or participatory continuous improvement and knowledge development. This position is expected to attend HCM Community meetings, HR Council meetings and other HR related forums and communicate interpretation of state and UCB HR policies, rules and regulations and information about HR best practices, as well as changes to these provisions and practices learned in PPL/HR Council meetings to leadership.  

Administrative Support:
This position is responsible for or supervising student employees who perform of the administrative updates regarding the hiring and terminations of student, temporary and full-time employees, as well as other pertinent personnel information. Updates include but are not limited to the following: org charts, tracking sheets, phone lists, and email distribution lists. As well as providing personnel data in custom reports as requested by leadership including but not limited to HR metrics data, payroll reports, training data, and compensation analysis data.

What We Can Offer

Salary Range Starts at $55,000.


The University of Colorado offers excellent benefits, including medical, dental, retirement, paid time off, tuition benefit and ECO Pass. The University of Colorado Boulder is one of the largest employers in Boulder County and offers an inspiring higher education environment. Learn more about the University of Colorado Boulder.

Be Statements

Be Impactful. Be Successful. Be Boulder.

What We Require

  • Bachelor’s Degree from an accredited institution in Human Resources, Psychology, Business, or related field. 
    • A combination of education and professional experience may be substituted on a year for year basis for the educational requirement.
  • 3 years of increasingly complex HR experience.
  • 1 year of payroll experience.

What You Will Need

  • Excellent verbal and written communication skills including the ability to exercise tact and diplomacy when necessary.
  • Respect for highly confidential and sensitive information encountered in an HR function.
  • Excellent organizational and time management skills.

What We Would Like You To Have

  • Previous HR experience in a law enforcement agency.
  • Previous HR experience in a college/university setting.
  • PHR or SHRM-CP Certificate.
  • Familiarity with HR related state and federal rules/regulations.
  • Familiarity with HR IT systems.

Special Instructions

To apply, please submit the following materials: 
1. A current resume. 
2. A cover letter that specifically addresses how your background and experience align with the requirements, qualifications, and responsibilities of the position.

You will not be asked to upload references at this time.

Please apply by January 20, 2019, for consideration.

Note: Application materials will not be accepted via email. For consideration, applications must be submitted through CU Boulder Jobs.

Posting Contact Name: Boulder Campus Human Resources

Posting Contact Email:

The University of Colorado is an Equal Opportunity/Affirmative Action employer