Chief technology officer serp_jobs.h1.location_city

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Pay found in job post

Retrieved from the description.

Base pay range

$200,744.00 / yr - $311,154.00 / yr

Please complete the application in its entirety. Include all previous employment so that it may be taken into consideration. Please include a resume attachment with submittal of your application. Resume should document months and years with your dates of employment. Failure to submit a complete and timely application may result in the rejection of your application. Applicants are responsible for ensuring that application materials are received before the closing date and time listed.

At Regional Transportation District (RTD), We make lives better through connections! When you join RTD, you will be among dedicated employees exhibiting RTD's values of passion, respect, diversity, trustworthiness, collaboration, and ownership. RTD is committed to an inclusive and diverse workplace. As part of our diversity value statement, we encourage our employees to honor diversity in thought, people, and experience. Come join RTD on this great journey to be the trusted leader in mobility, delivering excellence and value to our customers and community.

RTD Employee Benefits :

https : / / www.rtd-denver.com / careers / benefits

RTD Represented Employee Benefits :

Please refer to the Labor Agreement included in the above link for details.

The Chief People Officer (CPO) serves as a strategic leader and steward overseeing all facets of human resources (HR) and people operations within the agency. The CPO is responsible for driving the development and execution of innovative people and culture strategies that enhance organizational effectiveness, strengthen workforce engagement, and support operational excellence. With a focus on cultivating a high-performing, inclusive, and employee-centered workplace, the CPO combines visionary leadership and human capital expertise to lead, evolve, and manage the agency’s overall people strategy in alignment with its mission, values, and vision.

Duties & Responsibilities

Leadership and Strategy

Provides executive leadership and strategic direction to the Human Resources (HR) Department, establishing department goals, objectives, and performance metrics aligned with the agency’s strategic priorities.

Represent the agency in interactions with the Board of Directors, regulatory agencies, external partners, and community stakeholders related to workforce matters.

Direct all HR functions, including employee and labor relations, talent acquisition, total rewards, HR administration and support services, training and organizational development, and HR Department of Transportation (DOT) compliance.

Oversee employee and labor relations, including contract administration, collective bargaining, grievance resolution, and fostering productive relationships with unions and employee groups.

Direct talent acquisition efforts to attract, recruit, and onboard high-quality candidates, ensuring a fair, transparent, and inclusive hiring process.

Lead total rewards strategy, including compensation, benefits, recognition, and performance management programs that attract, retain, and motivate employees.

Directs and manages HR administration and support services, ensuring efficient and effective delivery of programs, processes, onboarding, and systems that support a diverse workforce.

Oversee training, professional development, and succession planning initiatives that enhance workforce capability and support career growth.

Drive organizational development strategies, including leadership development, change management, and workforce planning to meet evolving agency needs.

Ensure compliance with federal and state employment laws, regulations, and DOT requirements applicable to safety-sensitive positions.

Annually review and update employee policies and procedures to maintain compliance, reflect best practices, and ensure consistency with agency values and operational requirements.

Serves as a trusted advisor to the General Manager / Chief Executive Officer and executive leadership team on workforce trends, organizational effectiveness, and human capital strategies.

Collaboratively develop Employee Engagement strategies to help the workforce connect their work to organizational success and positively communicate their engagement through an employee feedback process and surveys.

Manage all HR activities, communications, reports, requests, and documents created and received by the team.

People Power Management

Maintains appropriate staffing levels and reviews progress to ensure the quality and quantity of work meet standards and deadlines for deliverables to meet program goals and objectives.

Recruits staff to include interviewing, hiring, assigning work, training, coaching, and counseling to ensure consistent application of Employee Guidelines, processes, and procedures.

Conducts performance reviews and holds employees accountable for optimal performance of their responsibilities.

Fosters a safety-first culture, prioritizing prevention, accountability, and continuous improvement.

Takes action to advance the goals of Equal Employment Opportunity, Small Business Enterprise, Title VI and ADA Plans, thereby ensuring RTD's hiring programs, work environment, contracting and procurement practices, and transit services / programs are fair, equal, and non-discriminatory.

Additional Duties

Provides leadership and direction to accomplish the agency's strategic goals and objectives for HR.

Informs and advises the General Manager / Chief Executive Officer regarding current trends, problems, and activities to facilitate both short, mid, and long-term strategic plans as well as improve organizational performance.

Performs other duties as assigned.

Other

All other job-related duties as assigned.

Qualifications

Required Qualifications

Bachelor’s degree in human resources, business administration, public administration, or related field.

Seven (7) years of C‑Suite or senior / executive‑level management experience.

Minimum of Ten (10) years of human resources experience.

Five (5) years of managing second‑level management experience.

Five (5) years of working in a public sector or other highly regulated entity.

Experience engaging with a Board of Directors.

Human Resources Certification required (SHRM‑CP, SHRM‑SCP, SPHR, PHR, etc.).

Previous experience with labor relations and contract negotiations.

Preferred Qualifications

Master’s degree in human resources, business administration, public administration, or related field preferred.

Ten (10) or more years of progressively responsible executive or senior leadership experience overseeing multiple HR functional areas in a complex or unionized environment.

Experience working within a politically sensitive environment.

Or an equivalent combination of education, experience, knowledge, skills, and abilities.

Key Competencies & Characteristics

Experienced change manager with proven background leading a diverse, multi‑faceted human resource organization with multiple human resource functions including hiring, recruiting, retention, benefits, risk, development, training, and compensation in a public sector, unionized, and non‑represented environment.

Demonstrated commitment to the values of RTD, ethics, integrity, and confidentiality.

Ability to communicate and interact with elected and public officials at all levels of government, business, and industry, and work effectively with a wide range of diverse constituencies and stakeholders.

Excellent written and verbal communication and interpersonal skills with the ability to develop and deliver effective professional presentations to governing bodies, regulators, employees, and the general public.

Demonstrated ability to lead the development of an employee feedback process, provide leadership and management to the process, and support the performance evaluation of a diverse workforce of over 3,000 employees.

Proven experience leading negotiations with collective bargaining, working with organized labor in similar public entities.

Proven experience developing and implementing employee workforce solutions derived through employee feedback.

Demonstrated experience interpreting organizational focus and strategies to determine innovative solutions supporting strategic plan implementation.

Demonstrated comprehensive knowledge of policies, procedures, federal and state human resource laws.

We are considering all applications for this position up until the position close date of November 20, 2025. For consideration, please be sure to apply before the posting end date.

The hiring range is $200,744 – $282,551.50, based on demonstrated education and experience; the full salary range extends to $311,154.

For additional information on the Chief People Officer position and RTD, please follow this link : https : / / cdn.rtd-denver.com / image / upload / v1761927056 / ChiefPeopleOfficer_Brochure_kdc64t.pdf

Working Environment And Physical Requirements

The work environment and physical demands described here are representative of those required by an employee to perform the essential functions of this job with or without reasonable accommodations.

The work environment is a typical office environment with minimal exposure to excessive noise or adverse environmental issues.

Prolonged periods sitting at a desk and working on a computer.

CAREER MAP

Deputy Chief Executive Officer (DCEO)

Pay Range

$200,744.00 - $283,551.50 Annual

EEO POLICY AND ADA ACCOMMODATIONS

RTD is proud to be an Equal Opportunity Employer, supporting diversity, equity, and inclusion in the workplace. All applicants will be considered for employment regardless to the race, sex, disability status or any other characteristic protected by law and we encourage candidates from all identities, backgrounds, and abilities to apply. Therefore, in all aspects of the employment process, we provide employment opportunities to all qualified applicants without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity or expression, pregnancy, medical condition related to pregnancy, creed, ancestry, national origin, marital status, genetic information, or military status, or any other protected status in accordance with applicable law. RTD is committed to the full inclusion of all qualified individuals. As part of this commitment, our agency will assist individuals who have a disability with any reasonable accommodation requests related to employment, including completing the application process, interviewing, pre‑employment testing, participating in the employee selection process, promotions, and / or to perform essential job functions where the requested accommodation does not impose an undue hardship. If you have a disability and require a reasonable accommodation, please reach out to our Employment ADA Coordinator Kris Frazier at adarequests@rtd-denver.com, or the Talent Acquisition team rtd.ta@rtd-denver.com.

To learn more or see our EEO policy, please visit our EEO page at : https : / / www.rtd-denver.com / sites / default / files / files / 2022-12 / EEO%20Policy%20Statement-%20UPDATED.pdf

RTD posts a compensation range that represents a good faith estimate of what RTD anticipates paying for the position at the time of posting. Starting salary is based on the candidate’s relevant and verified education, training and work experience. Applicants should submit all relevant and verifiable education, training and work experiences at the time of application.

Seniority level

Not Applicable

Employment type

Full‑time

Job function

Human Resources

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