Compensation
Compensation, Benefits & Payroll
Partner with executive leadership on compensation decisions — new hire pay, promotions, adjustments, incentives, and org changes — supported by market data, benchmarking, job leveling, and internal equity analysis
Oversee payroll processes, controls, and reporting; ensure approved compensation decisions are consistently administered and documented; monitor for competitive, internally equitable pay practices and compliant, well-administered benefits.
Partner with Finance on labor costs, comp trends, and workforce budgets to inform financial planning
HR Operations, Systems, Policies & Compliance
Ensure HR operations are accurate, responsive, scalable, and aligned with business requirements — establishing processes, workflows, and service standards that improve HR effectiveness, and maintaining HR policies, procedures, and the employee handbook.
Oversee HRIS, ATS, payroll, and performance management systems, ensuring employee records and confidential information are maintained accurately.
Own compliance with employment, wage and hour, leave, and recordkeeping requirements across all Company locations — including EEO-1, I-9, OSHA 300 support, and required postings — partnering with Quality, Safety, and Operations on workforce-related regulatory needs.
Talent, Recruiting & Culture
Direct culture, engagement, and talent acquisition strategy, ensuring recruiting, onboarding, and engagement programs are executed effectively and aligned with business needs.
Maintain visibility and trusted relationships with employees and leaders at all levels; proactively identify organizational or cultural issues and partner with leadership on root causes
Partner with leadership to set the direction for workplace culture (accountability, respect, collaboration, quality, continuous improvement), translating that direction into programs the team executes and sustains.
Drive recruiting strategy and full-cycle execution including sourcing, assessment, interviewing, selection, offers, and onboarding, across corporate, technical, and high-volume production roles with a focus on quality of hire and long-term retention. Build and maintain sourcing channels for skilled production and technical positions through trade schools, staffing partners, and local workforce pipelines, while managing contingent labor utilization and conversion.
Lead engagement initiatives such as performance recognition programs, wellness initiatives, and team-building activities.
- HR Team Leadership
- Lead, coach, develop, and hold accountable members of the HR team, establishing clear roles, priorities, and performance expectations
- Stay actively engaged in the department's work, maintaining enough functional knowledge to direct, problem-solve, and step into critical matters when needed
Build internal HR capability through coaching, knowledge transfer, and delegation — engaging outside expertise only where needed — and build an HR function capable of scaling with the Company's growing workforce, operations, and complexity
WORK ENVIRONMENT
Duties are performed primarily in a professional office and manufacturing environment.
Position requires regular interaction with employees, managers, and leadership across multiple functional areas.
PHYSICAL & TRAVEL REQUIREMENTS
Frequent sitting, standing, and walking throughout office and operational environments.
Ability to communicate effectively in person, electronically, and by telephone.
Ability to lift and carry up to 25 pounds on an occasional basis.
Ability to travel as needed between the Henderson, Nevada headquarters and Broomfield, Colorado operations, as well as to supplier and manufacturing-partner locations, laboratories, universities, trade shows, conferences, and other business locations.
