Human Resource Consulting Services

The Vendor is required to provide human resources consulting individual(s) to provide director-level human resources leadership.
1. Strategic HR and organizational leadership
• Serve as the city's principal human resources advisor and participate as a member of the executive leadership team.
• Advise the city manager, department directors, and supervisors on personnel, organizational, and employment matters.
• Assess workforce and organizational needs; recommend practical strategies that improve structure, culture, accountability, employee engagement, and service delivery.
• Promote consistent application of city policies and effective management practices across departments.
• Support leadership development, succession planning, and other organizational development initiatives.
2. Employee relations and performance management
• Coach supervisors on performance expectations, evaluations, documentation, progressive discipline, corrective action, and performance improvement plans.
• Advise on employee complaints, grievances, conflict resolution, workplace culture concerns, and resignations or separations.
• Help resolve workplace issues fairly, consistently, and promptly while reducing organizational risk.
• Develop strategies that strengthen employee performance, engagement, retention, and professional growth.
3. Hiring, classification, and compensation
• Review and update job descriptions and advise on position classification and organizational structure.
• Support interview planning, panel participation, candidate evaluation, selection decisions, and onboarding best practices. Full-service recruitment and executive search are excluded.
• Advise on internal equity, compensation philosophy, salary studies, and pay recommendations.
4. Policy and employment compliance
• Review, interpret, develop, and help implement personnel policies, the employee handbook, administrative procedures, and employment practices.
• Advise on applicable federal, state, and local employment requirements affecting colorado municipalities, including wage and hour, leave, disability accommodation, discrimination and harassment, personnel records, and discipline.
• Recommend policy and procedural changes needed to maintain compliance, improve consistency, and reduce risk; coordinate with city legal counsel as appropriate.
5. Workplace investigations
• Conduct or assist with impartial investigations involving complaints, harassment, discrimination, retaliation, policy violations, or misconduct.
• Provide written findings and recommendations when requested.
6. Leave and workplace accommodations
• Guide the city through ADA accommodations and the interactive process, medical leave, return-to-work planning, and fitness-for-duty matters.
• Coordinate with staff, legal counsel, and workers' compensation resources as appropriate.