Description

The HR Director for Partner Services, Operations provides senior-level HR leadership for the Office of the Senior Vice Chancellor for Operations and the units it supports. This position advises executive and senior leaders on complex HR issues, supervises the HR team supporting Operations and works across workforce planning, employee and labor relations, compensation, performance management, employee engagement, organizational development, policy interpretation, leave and HR operations. The role helps leaders make practical decisions that are consistent with policy, compliance requirements, risk considerations and HR best practices. Because the position operates in a public-sector higher education environment, it requires strong knowledge of State of Colorado classified staff requirements, partnership agreements, State Personnel Board Rules and campus and system policies. The HR Director works directly with central Human Resources, Legal, Employee Relations, Organizational and Employee Development and other campus and system partners. 

The HR Director works regularly with the Senior Vice Chancellor for Operations and central Human Resources, Legal, Employee Relations, Organizational and Employee Development, Talent Acquisition, and other campus and system partners. This position reports to the Assistant Vice Chancellor, HR Partner Services in Central HR, with a dotted reporting line to the Associate Vice Chancellor and Senior Executive Advisor to the Senior Vice Chancellor for Operations. 

Strategic Advisory Role 

This role advises executive and senior leaders on sensitive and complex HR matters. The HR Director helps leaders identify workforce risks, understand policy and legal considerations, address public-sector and classified staff requirements, and make decisions that support the strategic direction and operational goals of the division. The role integrates workforce planning, succession planning, talent strategy, and organizational effectiveness to support employee engagement, compliance and operational continuity. 

The HR Director must be able to work across a broad range of HR issues, including recruitment and selection, leadership staffing decisions, performance management, employee development, succession, discipline, and separation, and bring the right partners and stakeholders into the discussion. The role also ensures that HR guidance is implemented throughout the Division of Operations, and that leaders receive consistent service and follow-through. 

The HR Director is expected to resolve matters at the appropriate level, recognize when an issue exceeds divisional authority or expertise, and promptly escalate sensitive, complex, or high-risk matters to the Senior Vice Chancellor for Operations or the appropriate campus or system partner. 

Units Supported 

Office of the Senior Vice Chancellor for Operations (SVCO) 
Department of Public Safety (DPS) 
Employee Health and Well-being (EHWB) 
Office of Compliance, Ethics, & Policy (OCEP) 
Office of Information Technology (OIT) 
Department of Human Resources (HR) 

CU is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws governing nondiscrimination in employment. We are committed to creating a workplace where all individuals are treated with respect and dignity, and we encourage individuals from all backgrounds to apply, including protected veterans and individuals with disabilities.

Who We Are

The Senior Vice Chancellor for Operations (SVCO) supervises CU Boulder's public safety, health and wellness, information technology, human resources and compliance, ethics and policy efforts. 

Vision 

CU Boulder will be nationally recognized for its inclusive and innovative learning and working environment. 

Mission 

SVCO provides creative and sustainable services that enable the CU Boulder community of faculty, staff and students to meet their educational and professional objectives. 

Values 

Integrity: We commit to acting with honesty, ownership and courage by aligning our words and actions. 

Collaboration: We commit to working together to ensure we are all successful. This can be achieved only if we are respectful, inclusive, open to change and willing to coordinate resources and compromise. 

Inclusivity: We commit to creating an environment that values people, honors different perspectives, demonstrates openness and kindness, asks for input and listens. 

Adaptability: We commit to meeting the needs of our campus through continuous improvement and learning, remaining resilient, and being creative and curious. 

Accountability: We commit to taking responsibility for our decisions, actions and consequences. 

Human Resources contributes leadership, guidance, tools and services to support employees throughout their careers at CU Boulder and to cultivate a culture that upholds the campus’ strongly held values. HR partners with campus in the achievement of the campus vision and strategic imperatives.  

What Your Key Responsibilities Will Be

The responsibilities below describe the primary work of the position, including senior-level HR advising, day-to-day HR generalist support, supervision of HR staff and coordination with campus partners.

Executive Consultation and Strategic HR Advising 
Workforce Planning 
Employee and Labor Relations 
Compensation 
Performance Management 
Employee Engagement 
HR Reporting and Technology 
Leave and System Policies 
Learning and Organizational Development 
Continuous Improvement 
Position Context and Scope 
Employee Types Supported 
Scope of Support 

What You Should Know

This position works in a hybrid modality. The in-person schedule will vary each week according to business needs, with likely at least three to four days a week in office on the Boulder campus. 

What We Can Offer

This is a full-time University Staff position based in Boulder, Colorado. The annual salary range is $136,300-$175,000.

At the University of Colorado Boulder, we are committed to supporting the holistic health and well-being of our employees. Our comprehensive benefits package includes medical, dental, and retirement plans; generous paid time off; tuition assistance for you and your dependents; and an ECO Pass for local transit. As one of Boulder County’s largest employers, CU Boulder offers an inspiring academic community and access to world-class outdoor recreation. In fact, CU Boulder has been named one of Forbes' America's Best Large Employers, ranking #4 among large employers in Colorado and #28 among universities nationwide. 

Special Instructions
 
Application Link: HR Director Partner Services, Operations
 
Please apply by October 5th, 2026, for consideration.
 
Note: Application materials will not be accepted via email. For consideration, please apply through CU Boulder Jobs.

Requirements

What We Require

Bachelor's degree or equivalent combination of education and experience. 
Five or more years of progressive professional human resources experience, including lead or supervisory responsibility. 
Experience providing HR consultation across multiple HR areas, such as workforce planning, employee and labor relations, compensation, performance management, engagement, organizational development, policy interpretation, leave or ADA processes, or HR operations. 
Experience advising senior leaders on workforce, employee relations, organizational effectiveness, or people-related initiatives. 
Experience leading, supervising, coaching, or assigning work to HR staff or HR professionals. 
Experience applying employment laws, policies, documentation standards, and HR best practices to support organizational needs and reduce risk. 
Experience working with central HR, legal counsel, employee relations professionals, or other subject-matter experts to resolve complex HR matters. 

What We Would Like You to Have

Master's degree in Human Resources, Business Administration, Higher Education Administration, Organizational Development, Public Administration, or related fields. 
Seven or more years of progressively responsible HR leadership experience, including experience leading HR teams and partnering with senior executives. 
Experience as a senior HR generalist or HR business partner in a complex, decentralized, matrixed, public-sector, higher education, public safety, technology, or similarly complex organization. 
Experience advising executive leaders on workforce planning, organizational effectiveness, complex personnel matters, risk mitigation and change management. 
Experience supporting multiple employee groups common to higher education, including classified staff, university staff, temporary employees, student employees, retirees, graduate appointments, or stipend employees. 
Experience leading organizational change initiatives, including reorganizations, workforce planning, succession planning, organizational design, culture and engagement initiatives, or new HR process implementation. 
Knowledge of higher education employment laws, state personnel systems, public-sector HR practices, partnership agreements and university policies and procedures. 
Expertise in employee and labor relations, including investigations, grievances, disciplinary actions, performance management, documentation, partnership agreements, and collaboration with legal counsel. 
Experience using HR data, analytics and compensation information to advise leaders and support consistent decision-making. 
Professional HR certification, such as SHRM-SCP, SHRM-CP, SPHR, or IPMA-HR certification.