Summary
Description
Position Title: People & Operations Manager
Reports To: Deputy Director
Employment Type: Full-Time
FLSA Status: Exempt (subject to classification review)
Work Location: Onsite with flexibility to work remotely
Schedule: Full-time, 40 hours/week; occasional evening and weekend work required
Travel Requirements: Local travel to meetings, events, and partner sites as needed
Salary: $65,000 – $70,000 + benefits (proposed, aligned with lateral Finance Manager position)
About Youth on Record
Youth on Record (YOR) is a Denver-based creative community that empowers young people to achieve their artistic, personal, and academic best by employing Colorado musicians and artists as their coaches and mentors. YOR intentionally reaches youth historically marginalized within the creative industries, including BIPOC, LGBTQ+, youth with disabilities, and women.
YOR's programs operate as one connected pathway across three portfolios: Creative Pathways, Young Creative Ecosystem, and Rising Creatives. Creative Pathways serves as the front door to Youth on Record, introducing Denver Public Schools students to creative lives and creative careers that are real, accessible, and within reach. The Young Creative Ecosystem provides a creative home where young people build belonging, creative identity, and community. Rising Creatives is YOR's workforce development initiative, where young creatives access paid opportunities, build portfolios, gain real-world experience, and take meaningful steps toward long-term economic mobility across music, media, sports, and entertainment.
Across all portfolios, Youth on Record integrates mental health and wellness offerings, while fostering belonging, reative identity, and community, ensuring young people have the stability and support needed to succeed creatively and professionally.
Position Summary
The People & Operations Manager is responsible for managing the day-to-day people, administrative, and operational systems that support Youth on Record's staff, programs, and organizational effectiveness. This position serves as the primary administrator of YOR's human resources systems, including Insperity, and manages employee onboarding, offboarding, benefits administration, personnel records, contractor compliance, and workplace policies. The Manager also oversees facilities, technology coordination, administrative systems, and operational vendors.
Working closely with the Deputy Director, this position helps maintain a well-organized, compliant, and supportive workplace while strengthening systems that allow YOR to grow sustainably. The ideal candidate is a highly organized, resourceful, and people-centered professional who enjoys building efficient systems, managing details, solving problems, and supporting a positive employee experience.
Essential Duties & Responsibilities
1. Human Resources & Employee Administration
● Serve as the primary administrator of YOR's Insperity HR and payroll platform, coordinating
directly with Insperity's HR, benefits, and payroll specialists.
● Manage employee onboarding and offboarding, including required documentation, system
access, orientation, benefits enrollment, and exit procedures.
● Administer employee benefits, including health insurance (Insperity), retirement plans, paid time
off, and other employee benefits and stipends.
● Maintain accurate personnel records, employment agreements, job descriptions, compensation
records, and employee documentation.
● Manage employee status changes, compensation adjustments, promotions, and other personnel
updates as approved by organizational leadership.
● Manage timekeeping, PTO tracking, and payroll-related personnel updates in coordination with
the Finance Manager and Insperity.
● Support annual benefits open enrollment and serve as the primary administrative resource for
employee benefits questions in partnership with the HR specialist at Insperity
● Maintain compliance with required employment documentation, background checks,
fingerprinting, and all required trainings.
● Manage the administrative process for employee leave, accommodation requests, workplace
injuries, and workers’ compensation claims. Coordinate with employees, supervisors, Insperity,
and applicable providers. Maintain confidential records, track deadlines and return-to-work steps,
and escalate decisions that require leadership review.
● Coordinate with Insperity and organizational leadership to support compliance with applicable
federal, state, and local employment laws.
2. Recruitment, Employee Experience & Professional Development
● Manage recruitment and hiring processes, including job postings, candidate communications,
interview scheduling, and onboarding preparation in partnership with the Deputy Director.
● Support the Deputy Director and department leaders in implementing consistent employee
recruitment, retention, and development practices.
● Coordinate annual performance review processes, including schedules, documentation, and
completion tracking in partnership with the Deputy Director.
● Maintain and update the employee handbook, working with the Deputy Director, Insperity, and
legal counsel to ensure policies remain current and compliant.
● Coordinate & manage staff training, professional development opportunities, and required
workplace certifications.
● Support employee engagement initiatives, staff appreciation, team-building activities, and internal
communications.
● Help maintain a welcoming, inclusive, and supportive workplace culture.
● Serve as the first point of contact for routine employee and supervisor questions about workplace
policies and processes. Provide guidance on documentation and next steps, coordinate follow-up
with Insperity, and elevate sensitive employee relations matters to the Deputy Director.
3. Contractor & Seasonal Workforce Administration
● Own the administrative clearance process for contractors and seasonal staff. Verify that
role-specific agreements, screenings, training, and insurance documentation are complete before
work begins. Notify department leads of clearance status and provide Finance with the
documentation needed for payment setup.
● Manage onboarding and offboarding for part-time, seasonal, and contract workers across YOR's
programs and events.
● Maintain contractor agreements, employment classifications, required documentation, and
compliance records.
● Manage background checks, fingerprinting, all required trainings, and other requirements for
youth-facing personnel.
● Coordinate with Insperity and the Finance Manager to ensure personnel are appropriately
classified and set up in the correct employment or payment systems.
● Maintain organized records for contractors, seasonal employees, fellows, and other temporary
personnel.
● Support department managers with administrative processes for engaging and managing
temporary and seasonal workers.
4. Facilities & Workplace Operations
● Own facilities requests for the administrative office and Youth Media Studio from intake through
resolution. Prioritize repairs, coordinate vendor access and preventive maintenance,
communicate disruptions to staff, and verify completion. Maintain workplace emergency
procedures and coordinate facilities-related incident response and follow-up.
● Oversee daily operations and maintenance coordination for YOR's facilities, including
administrative offices and program spaces.
● Serve as the primary administrative contact for property management, facilities vendors, and
maintenance providers.
● Coordinate & manage building maintenance requests, repairs, inspections, cleaning services, and
security systems.
● Manage building access, keys, employee access cards, and security credentials.
● Monitor facilities-related agreements, permits, insurance documentation, and renewal schedules.
● Manage & coordinate purchasing and inventory of office supplies, furniture, equipment, and other
administrative resources.
● Support meeting and workplace logistics, including room reservations, technology, supplies, and
hospitality.
● Work with program staff to ensure shared facilities are functional, accessible, and appropriately
maintained.
5. Organizational Systems & Technology
● Own the intake and follow-through for staff technology requests. Coordinate resolution with
YOR’s IT provider, track equipment assignments, review access permissions periodically, and
verify that access is removed and equipment is returned at offboarding.
● Coordinate YOR's administrative technology systems, working with external IT providers and
software vendors.
● Manage employee technology onboarding and offboarding, including equipment, email accounts,
software licenses, and access permissions.
● Maintain organized internal administrative files, shared drives, operational calendars, and
documentation.
● Oversee administrative software subscriptions, renewals, and vendor relationships.
● Maintain and improve YOR's Business & Operations Manual, ensuring procedures remain
current, accessible, and consistently implemented.
● Identify opportunities to streamline administrative processes and reduce unnecessary work
across departments.
● Provide training and support to staff on organizational systems, tools, and administrative
procedures.
6. Contracts, Compliance & Administrative Support
● Own the People & Operations compliance calendar. Track registrations, permits, insurance
renewals, required filings, and inspections through completion. Coordinate annual compliance
work with the Deputy Director, Business & Finance, and external advisors, and gather
documentation for insurance renewals, claims, and audits.
● Manage administrative vendor relationships and coordinate contractor and vendor agreements
from preparation through signature, filing, and renewal. Maintain current agreements, certificates
of insurance, and compliance records.
● Bring decisions that require leadership approval forward with a recommendation, estimated cost,
and decision deadline.
● Manage logistics for monthly staff and board meetings, leadership meetings, and staff gatherings,
including scheduling, materials, and meeting setup.
● Provide Business & Finance with the documentation and approvals needed to process employee
changes, vendor payments, and operational expenses.
Position Scope & Financial Responsibilities
The People & Operations Manager works alongside the Finance Manager as a peer-level position within the Business & Finance Department. Both positions report directly to the Deputy Director. The Finance Manager is responsible for financial transactions, accounts payable and receivable, monthly reconciliations, financial reporting support, and coordination with YOR's external finance and accounting professionals.
The People & Operations Manager is responsible for HR administration, employee and contractor records, benefits coordination, facilities, administrative systems, and organizational operations. The People & Operations Manager coordinates payroll-related employee information through Insperity but does not own financial reconciliations, accounting, accounts payable, or financial reporting.
Success in This Role Will Be Measured By
● Employee onboarding, offboarding, and benefits changes are completed accurately and on time.
Insperity and personnel, contractor, and operations records are kept current.
● Compliance requirements, filings, inspections, and renewals are completed by their deadlines,
with approvals secured and documentation on file.
● A rolling People & Operations plan forecasts upcoming deadlines, facilities and equipment needs,
vendor renewals, and anticipated costs. The Manager shares cost estimates with Business &
Finance in time to inform budget planning.
● Facilities, technology, and vendor issues are prioritized and managed from intake through
resolution. Staff receive timely updates, and the Manager verifies that work is complete.
● Recurring problems are identified and addressed through practical changes that reduce delays,
rework, or repeat requests and make it easier for staff to get support.
● Routine decisions and follow-up move forward independently within delegated authority. When
leadership approval is needed, the Manager brings a recommendation, estimated cost where
applicable, and a decision deadline.
Minimum Qualifications
● At least 3-5 years of relevant experience, with hands-on responsibility in both HR or people operations and workplace or business operations.
● Experience managing employee onboarding, offboarding, benefits administration, and confidential personnel records using an HR information system, payroll platform, or professional employer organization (PEO).
● Working knowledge of employment compliance practices, including maintaining required documentation, tracking deadlines, and handling sensitive information with discretion.
● Experience managing workplace operations, including coordinating facilities requests and working directly with vendors or service providers to resolve issues.
● Demonstrated ability to manage competing priorities independently, resolve routine issues within established authority, and bring forward clear recommendations when a decision needs approval.
● Experience building or improving a process, tracker, or work plan that helps a team anticipate deadlines, resource needs, and costs.
● Strong written and verbal communication skills, including the ability to explain procedures, communicate decisions, and keep staff and vendors informed.
● Experience with Google Workspace and a project management tool such as Asana.
Preferred Qualifications
● Experience with Insperity.
● Experience in a nonprofit or youth-serving organization.
● HR certification such as PHR or SHRM-CP, or relevant coursework.
Core Competencies
● People-Centered Service: Approaches employee support with professionalism, empathy, discretion, and consistency.
● Organization & Accountability: Manages complex administrative responsibilities with accuracy and dependable follow-through.
● Systems Thinking: Identifies opportunities to strengthen workflows, documentation, and organizational infrastructure.
● Proactive Problem-Solving: Anticipates needs, addresses challenges, and implements practical solutions.
● Communication & Collaboration: Works effectively across teams and with external partners.
● Adaptability: Responds effectively to changing organizational needs and priorities.
● Cultural Competency & Equity Lens: Contributes to an inclusive, equitable, and culturally responsive workplace.
Justice, Diversity, Equity, and Inclusion
Demonstrates a commitment to advancing racial, social, and economic justice through daily work, decision-making, and collaboration. Actively contributes to an inclusive, equitable, and culturally responsive workplace.
Culture, Physical & Work Environment Requirements
Youth on Record is an in-person organization. Flexibility is built in through flex time and occasional remote work, aligned with role and organizational needs. We work as a team in service of young creatives and each other. This includes stepping in where needed, contributing beyond defined roles, and supporting overall organizational success. Responsibilities may evolve based on organizational needs.
● Ability to sit or stand for extended periods.
● Ability to lift up to 50 lbs. for events, materials, equipment, and related needs.
● Ability to work in a fast-paced, youth-centered environment.
● Occasional evening and weekend work required.
Benefits & Perks
At Youth on Record, we believe that investing in our team is essential to advancing our mission. Eligible
employees receive a comprehensive benefits package designed to support their health, well-being,
professional growth, and creativity, including:
● Comprehensive health insurance
● Retirement plan with employer match
● 120 hours of paid time off annually
● Paid holidays
● Mental wellness stipend
● Cell phone stipend
● Professional development and learning opportunities
● Fitness center membership
● Access to Youth on Record's recording studio for personal creative projects
● Use of the Youth Media Studio for approved personal events
● Opportunities to attend arts, music, and cultural events
Equitable Hiring & Compensation
Youth on Record is committed to equitable hiring practices and ensuring candidates from diverse backgrounds and lived experiences have access to opportunities. We are committed to equitable and competitive compensation. Salary ranges are determined based on market data, internal equity, and candidate experience.
