Director of Human Resources

Job Details: Job Location: Durango Coca-Cola - Durango, CO, Salary Range: $110000.00 - $125000.00Salary/year, Travel Percentage: Up to 25%, Reports To: Chief Executive Officer (CEO) 

Direct Reports: HR Generalist 

Key Partnerships: VP of Finance, Executive Leadership Team

Overview: 

This is a high-impact role for an experienced HR professional who thrives in a visible, accessible leadership position and is passionate about employee engagement, retention, and organizational development. The Director of People & Culture will balance strategic planning with day-to-day workforce support, ensuring HR practices are compliant, effective, and people centered.

Reporting directly to the CEO, this role is an integral part of the executive leadership team. To be successful in this role, you will cultivate employee communication, foster positive change, and be a leading ambassador of the Durango Coca-Cola culture.

Teamwork: 

Our company is a dynamic, ever-changing environment that requires flexibility and a team-based attitude.

Good communication and people skills are essential, as is the ability to lead by example and maintain a proactive, solution-focused mindset
Actively listen to all employees’ needs and concerns responding with thoughtful, respectful solutions that balance employee and business needs
Manage conflicts and/or misunderstandings with diplomacy and emotional regulation
Represent the company’s values and culture through every interaction using clear, consistent communication and documentation

Director of People & Culture Key Attributes 

Identifies potential risks and provides thoughtful assessment to ensure responsible and informed decision-making
Communicates difficult messages with clarity and empathy while adapting messaging for different audiences (board/ownership, managers, workforce)
Demonstrates Self-awareness and is approachable and trustworthy
Responds calmly during stressful situations and helps to build trust across the organization
Demonstrates neutral facilitation during conflict management utilizing de-escalation techniques effectively
Balances empathy with policy enforcement

Core Responsibilities 

Strategic Leadership & Culture 

Partner with the CEO and leadership team to develop and execute HR strategies that support business goals and long-term growth
Champion a culture of transparency, trust, accountability, and respect across all levels of the organization
Serve as a trusted advisor to leadership on employee relations, organizational design, and workforce planning

Employee Experience & Retention 

Design and implement employee engagement and retention programs tailored to a distribution workforce
Participate, recommend and review employee benefit programs including but not limited to Health Insurance, Dental, Wellness, and Time off programs
Oversee employee relations matters, providing fair, consistent, and timely resolution
Monitor workforce trends, turnover data, compensation structures and engagement feedback to recommend improvements
Recommend goals for organizational development such as retention, compensation comparisons, and overtime. Use metrics and data to inform, update and benchmark against company goals.

Talent Management, Onboarding, Training & Offboarding 

Responsible for workforce and leadership development
Oversee recruitment, hiring, onboarding, and offboarding processes to ensure consistent and positive employee experience
Develop onboarding programs that effectively integrate new hires into the company culture and operations
Help design and oversee training curriculum for departments
Develop and maintain career paths and talent development
Ensure clear communication and training of company benefits
Lead exit processes, analyze feedback, and identify opportunities for organizational improvement

HR Operations & Compliance 

Ensure compliance with federal, state, and local employment laws and regulations
Oversee HR policies, procedures, and documentation, keeping them current and aligned with company values
Partner closely with the VP of Finance on compensation, benefits, payroll coordination, and budgeting
Supervise and mentor the Part-Time HR Generalist, ensuring operational excellence and development
Oversee, maintain and train on HRIS system capabilities and have a continuous improvement mindset

Legal Guidance: 

Manage legal risk related to employee affairs
Provide risk assessment and recommendations on personnel matters
Conduct personnel investigations
Develop and maintain relationships with legal counsel
Have oversight of legal claims responding to inquiries such as unemployment, work comp, etc.

Safety 

Fosters the safety aspect of our company culture
Ensure compliance with all company safety policies and procedures
Support the Safety Committee and promote the safety culture with employees and leadership

Communication & Availability 

Act as a readily available HR resource for employees at all levels
Communicate HR initiatives, policy updates, and changes clearly and transparently
Support leadership and frontline managers with coaching, training, and HR guidance
Strong business acumen with the ability to collaborate cross-functionally
Comfortable working in a lean HR environment and rolling up sleeves as needed
Monday-Friday onsite. However, additional or alternative days/times may be occasionally needed, depending on business needs.
Monitor safety metrics to build strong safety communication across all employees
Participate in Workers Comp program and maintain OSHA records

Qualifications: Qualifications

HR Certification – SPHR or SHRM-SCP
Bachelor's degree in human resources, Organizational Leadership, Business Administration, or related field (master's degree preferred).
5-7 years of progressive HR experience, including leadership responsibility
Experience in distribution, manufacturing, logistics, or similarly fast-paced environments preferred
Strong knowledge of employment law, employee relations, and HR best practices
Proven ability to operate at both strategic and tactical levels
Exceptional interpersonal, communication, and relationship-building skills

Note: No posting can contain a fully comprehensive listing of activities, duties, or responsibilities that are required in this role. Durango Coca-Cola Bottling Company offers a dynamic, ever-changing environment requiring flexibility and a willing, team-based attitude. Some duties, responsibilities, and activities may change at any time, with or without notice.

To ensure the safety of our employees, our customers, and our products, Durango Coca-Cola Bottling Company offers a drug-free workplace. Employees are subject to pre-employment/post-offer, post-accident, and random drug testing.

AA/EOE