Human Resources

2025 Budget

2025 Budget:

$4,613,075

28.00 FTE

Department Overview:

The Human Resources (HR) Department seeks to maximize the city’s significant investment in people by fostering a culture and brand that embody our core values, and by aligning our workforce to best meet desired citywide business outcomes. This is done by providing services focused on improving the employee experience to attract, retain, and reward high performing staff at all levels of the city organization.

Summary of 2025 Budget Enhancements and Realignments:

Continuation of two fixed-term HR Generalist positions for one more year to assist with ongoing projects ($250,000).

Department Programs:

Photo of Boulder's iconic Flatiron formations in the background with a pond and some flowers in the foreground

Operating Budget (FY2023-2025)

Expenditure by Program

Program Overview

Human Resources Operations

Human resources Operations consists of systems and processes to ensure smooth activity for employees, from candidate selection to retirement. This team coordinates talent acquisition, employee onboarding and employee information, HR systems and manager/employee self-service transactions. This group is also primarily responsible for data integrity, data sharing and integration and records retention and request response.

Human Resources Strategy

The HR Leadership Team focuses on department work-planning in support of all departments and employees in the organization. Setting strategy and road-mapping full HR-systems plans, this team ensures alignment of all HR teams and implementation of initiatives in accordance with the city-wide plans. In addition, this team will respond to any new city initiatives which impact employees and structures in support of employees.

Labor and Employee Relations

Labor and Employee Relations teams support partnerships with three unions (each representing a different set of city employees) labor negotiations and contract implementation, and various labor-related study and work groups required by the contract. This team also coordinates any grievance or conflict resolution steps. Employee relations issues, such as discipline, conflict, performance management and improvement and manager support are also addressed by this group.

Learning and Development

As a core tenant of employee growth, learning and training are directly supported by this HR team. Learning program development, class content development, delivery of content and record tracking for all employees is facilitated by this group. Activity of this group also supports successful delivery of all other HR programs.

Total Rewards

A critical component of employee recruitment and retention, the Total rewards team focuses on quality compensation structures and employee benefit options. Through market analysis and tracking of employment trends, the team supports quality compensation structures for internal equity and role clarity in job descriptions. The team manages all benefit plans such as medical, dental, vision, life, disability insurances, and ancillary benefits focused on employee mental health, home health, and discretionary insurance plans.

Well-Being

The HR Well-Being program is supported by the Total Rewards team. This program delivers regular trainings, learnings, and support sessions to city employees related to physical, mental, relationship, financial and other health. Coordinated closely with benefit plans, the programs are designed to connect with overall health goals for employees, and are flexible with changing trends in health care and wellness.