Job Description

We will be accepting applications until Sunday, April 5, 2020.

About Us

Kroenke Sports & Entertainment (KSE) is an American Sports and entertainment holding company based in Denver, Colorado. Kroenke Sports & Entertainment is committed to providing world class sports and entertainment for both live and broadcast audiences. We will welcome fans into our venues as family, providing respect and care from the purchase of a ticket, to the drive home. We will celebrate the best in sport and entertainment by recognizing the diversity and human spirit around us, and by working within our community to improve the lives of all those within the community. We will strive to perform this mission within a viable and self-sustaining business model.

About Our Job

The Director of Human Resources will report directly to the Senior Vice President of Human Resources. This position will supervise the Senior Managers, Human Resources and Human Resources Generalist. This position will be responsible for the Employee Relations function with KSE. Direct and implement KSE’s EEO policies and procedures to ensure compliance with EEO laws and any other government reporting requirements. Work closely with SVP, Human Resources to set the HR agenda by developing a keen understanding of the business goals and strategies and recommending appropriate HR initiatives in support of those strategies. Assist and advise senior management on employee relations issues. The incumbent in this position needs to develop a reputation and operate as a trusted advisor and business partner to all levels of management, functioning as the expert on employee relations and other human resources related topics.

Job responsibilities will include:

• Assist Senior Vice President, Human Resources in supporting the core business units of KSE, to include management of employee relations.
• Develop and revise EEO policies and procedures to incorporate all EEO and employee related laws into business operations.
• Participate in management decisions with EEO ramifications, and in particular, those decisions relating to budget, discipline, terminations, job eliminations, consolidations, layoffs, and other matters directly affecting employees.
• Assist management in the development of programs to ensure the effective accession and transition of supervisory and management employees.
• Audit and analyze data and make recommendations to management to further compliance with EEO laws, policies and procedures. Develop and implement strategies for gathering and understanding data, controlling cost of employment, including absenteeism and turnover.
• Act as liaison between the Corporate office and field personnel in investigating and responding to employee claims and charges of discrimination, violations of law and violations of company policies and procedures.
• Advise, create, and recommend staff development education and training programs for field and corporate employees.
• Conduct training to line management and employees which address contemporary employment issues.
• Interact with and support Field Managers on significant EEO issues or concerns.
• Direct a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company. Make recommendations to senior management. Identify opportunities and resolve discrepancies.
• Oversee job description development and implementation of job analysis processes.
• Conduct studies and prepare reports that address organizational development and makes recommendations to senior management.
• Stay abreast of changing events in employment legislation and its effect on business operations and advise management of same.
• Possess in-depth knowledge of an ability to apply to business settings all EEO and employee-related laws and all company EEO policies and procedures.
• Formulate and recommend to Senior HR management, human resources policies and objectives for the entire company.
• Identify legal requirements and government reporting regulations affecting human resources function (e.g., OSHA, EEO, ERISA, Wage & Hour). Monitor exposure to company. Direct the preparation of information requested or required for compliance. Approve all information submitted.
• Assist with the development of HR-related employment processes. Assist with establishing wage and salary structure, pay policies, performance appraisal programs, staffing and recruitment programs and processes. Monitor for effectiveness and cost containment.
• Update Employee Handbook, in conjunction with Legal, when required.
• Protect interests of employees and the company in accordance with company policies and governmental laws and regulations, by state.
• Manage company-wide unemployment claims.
• Provide necessary education and materials to line management and employees—workshops, manuals, employee handbook, and standardized reports.
• Other duties as assigned.

Compensation responsibilities:

• Direct a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the business units you serve. Evaluate plans and changes to plans. Make recommendations to Senior HR management.
• Assist with the administration of company-wide Salary Administration Program in order to ensure company compensation policies and procedures are administered fairly and consistently.
• Create Workforce Planning Module for appropriate business units.
• Validate job requirements by developing and maintaining a job analysis system to analyze all jobs.
• Define jobs by developing a format for job qualifications.
• Ensure internal equity is established by evaluating and ranking jobs.
• Establish external equity by defining the labor market; identifying benchmark jobs; conducting pay surveys; and analyzing pay and related data.
• Maintain guidelines by writing and updating pay policies and procedures, for review and approval.

Training and Development responsibilities:

• Management training will be an essential function of this position. Conduct training sessions covering specified areas such as elements of supervisory/management training, staffing, diversity, etc., with the approval of Senior HR management.
• Assist the HR team in New Employee Orientations, as requested.
• Assist in the development of new company-wide management training material.
• Assist with the design and development of other training programs, as needed.

Metrics, Financial, and Budgetary Compliance responsibilities:

• Prepare projections, operating costs, overhead costs, and capital requirements, if necessary, and with any and all rationales underlying the numbers. The budget itself is strictly the projection of these values for the next fiscal year.
• Establish monthly budget reviews to track performance against the budget – once the budget has been finalized by the Executive Management team.
• You will be evaluated by your performance against the budget.

Supervision responsibilities:

• Effectively supervise and manage direct reports and provide, by example and leadership, motivation and direction to employees of the organization.
• Carry out supervisory responsibilities in accordance with the organization’s policies and applicable state and federal employment laws.
• Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; recognizing and rewarding employees; corrective disciplinary procedures and practices (under direction of supervisor and in partnership with Human Resources), addressing complaints and resolving problems.
• Evaluate performance of employees for compliance with established policies and objectives of the organization and contributions in attaining objectives.
• Help set the tone of the department to ensure morale, teamwork, and that the positive employment culture of the organization is maintained.
• Regularly schedule leadership/management, department, and staff one-on-one meetings to provide leadership, development, and a forum for communication to ensure coordination and collaboration in meeting organization and individual goals.

Miscellaneous responsibilities:

• Conduct a continuing study of all human resources policies, programs, and practices to keep Senior HR management informed of new developments.
• Keep supervisor informed of significant problems that jeopardize the achievement of objectives, and those, which are not being addressed adequately at the line management level.
• Compile appropriate monthly reports according to company requirements.
• Demonstrate a commitment to the quality improvement process and the philosophy of continuous improvement; identifies and responds actively and with sensitivity to the needs of all concerned; participates as a team player in all phases of the organization; and is open and responsive to change.
• Communicate and interact with co-workers and all others in a pleasant and professional manner at all times.
• Maintain strict confidentiality of personnel data, proprietary information, and sensitive materials as required.
• Maximize cost efficiency and productivity in the use of all resources of the department and organization.
• Attend all required department events, staff meetings, and any other job-related functions. Attend and successfully completes all mandatory trainings.
• Does not communicate with any news media or volunteer business information to other agencies. Direct public relations issues to the appropriate person.
• Does not enter into any contract without approval which commits the organization to any obligation, or which transfers company assets to any outside interests, or which involve expenditures of a capital nature.
• Performs within position and personal limitations and provides information to employees, co-workers, business contacts, and others only as able and appropriate for position.

About You

We appreciate your interest in working with KSE but please do not apply if you do not have the following required minimum qualifications:

• Education Requirement – Bachelor’s degree in Human Resources or related field.
• Experience Requirement – Minimum of eight (8) years’ Director-level experience gained through increasingly responsible management positions within Human Resources. Minimum of seven years’ experience in investigating and responding to employee claims. Minimum of seven years’ supervisory experience. Extensive knowledge of state and federal employment law. Experience managing budgets, conducting financial analysis, and completing metrics. Demonstrated expertise with capturing, verifying, and interpreting data.
• Education & Experience Equivalency – None
• Licensure/Certification – None

How to Apply

Job Categories: Equal Opportunities. Job Types: Full-Time.

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