Human Resources & Inclusive Community Strategic Plan
Mission, Vision & Values
Vision
BE the HR team that empowers a resilient, truly inclusive and future-ready workforce - driving institutional excellence and public good through innovation, and strategic collaboration.
Mission
We will attract, retain, and inspire exceptional talent by:
- Aligning HR practices with institutional mission and evolving workforce needs
- Fostering a culture of transparency, trust, and continuous learning
- Prioritizing employee wellbeing, belonging, and career mobility
- Embracing data-driven decision-making and proactive risk managementÌý
Values
Inclusive Community
It’s in our name. We matter, and all of you, as individuals, matter.ÌýÌý
Partnership & Collaboration
We are here to serve as a responsive and thoughtful partner.Ìý
Lifelong Learning
As a part of the DU vision, we are committed to maximizing the potential of each individual.Ìý
Fall Quarter Message From the Vice Chancellor
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DDear Colleagues,
As we navigate a transformative era in higher education, I’m excited to share how our HRIC strategy is evolving to meet emerging trends with optimism and purpose. We’re aligning our efforts to enhance employee experience, embrace innovation, and foster inclusive excellence at DU.
Key initiatives include:
- Employee engagement surveys with actionable follow-ups
- Completion of our Job Architecture Project via Salary.com
- Launch of PageUp for performance, onboarding, and succession planning
- Transition to Salesforce for streamlined HRIC service management
- Integrated inclusion strategy across HR functions
- Supervisor training with enhanced change management tools
Together, we’re building a future-ready workforce that reflects the values and vision of our institution.Ìý
Warm Regards,Ìý
Jeff Banks
Vice Chancellor for Human Resources
HRIC Strategic Priorities
Although our priorities have not changed, we have enhanced our path to include one additional area, Employee Engagement and Wellbeing. Our priorities will be at the forefront of what we do as our employees dedicate themselves to the public good.
- Enhance Value for EmployeesÌý
- Leverage Strategic PartnershipsÌý
- Foster Inclusive CommunityÌý
- Develop & Retain Exceptional TalentÌý
- Employee Engagement, Whole Wellbeing, & BelongingÌý
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Enhance Value for Employees
Being a part of the DU community means we are a part of a great organization doing great things. We want to ensure that our employees go out into the world knowing what makes DU a great place to work.ÌýÌý
We have defined three characteristics of what it means to work here:
Make Real Contributions
We recognize that each of our employees furthers DU’s mission to promote learning by engaging with students in advancing scholarly inquiry, cultivating critical and creative thought, and generating knowledge. Whether in the back office or in the classroom with our students, we dedicate ourselves to advancing the public good.Ìý
Be Rewarded & Recognized for Excellence
We hire and retain the best and know how important it is for individuals to strive for the best. Our competitive total rewards package, which includes generous benefits and a supportive work environment fostering lifelong learning and development, is evolving to meet the needs of our ever-growing and changing workforce. We embrace flexibility and aspire to help our employees reach the best work-life harmony.Ìý
Prioritize Professional Growth
We at DU are all on a lifelong journey of learning and development. We believe in developing our people and opening doors to continued career success. We believe in delivering learning opportunities that meet employees' learning needs and meet their needs wherever they are in their career journey. Our success, and that of our students, depends on the growth and collaboration of all our DU employees and community.ÌýÌý
Our Current Work
- Employee Engagement Survey
- Based on surveys data, we have found the need for more town halls, meetings with senior leaders, and pulse surveys
- Building a culture of engagement and wellbeingÌý
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On the Horizon
- High performing merit system enhancementsÌý
How We Delivered
- Enhancing our suite of benefits to meet the needs of our growing workforceÌý
- Launched the highly anticipated Flexible Work Policy
- Added Beneplace DU Discounts & Deals to help employees access amazing savings and deals
- Added pet insurance administered by MetLife for our animals
- Streamlining/enhancing our Benefits Enrollment Experience
- Engaging our employees to improve the orientation and onboarding process
- Better website experience for HRIC
Leverage Strategic Partnerships
Our ability to achieve goals is dependent on the strength of and collaboration with our partners at DU. HRIC are committed to strengthening our relationships and finding the best ways to address challenges.Ìý
Our commitment to our partners:Ìý
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Build Genuine, Durable RelationshipsÌý
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Trust and AccountabilityÌý
Create Common and Transparent GoalsÌý
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Data-Driven Solutions and Continuous ImprovementÌý
Our Current Work
- Collaborate with thought partners around campus to deliver learning and growth opportunities
- Job Architecture ProjectÌý
- Completion of all current jobs into Salary.com and streamlined workflows
- Continue to Support DU in all its sustainability measures
- Provide a consultative partnership approach to all workforce changesÌý
On the Horizon
- Talent Metrics related to selection and development that are clear and concise, comprehensive,Ìýand easily accessible to inform our future decision-makingÌý
How We Delivered
- Expanded and enhanced our HR Partner team and leadership structure to prioritize critical stakeholders
- Expanded our HR Operations team and enhanced our leadership structure to meet the future demands of DU
- Published policies to improve talent acquisition and compensation processes
- Update and improve our policy structure and create easily accessible and transparentÌýdocumentationÌý
- Provide an updated and engaging employee handbook which reflects our culture, history, and values
- Strengthening our support model to ensure compliance
Foster Inclusive Community
An inclusive community is not something we do, but what we are. As a campus, we seek ways to create space for every individual, every group, and every voice regardless of whether you are a student, educator, or staff member. We aspire to be the best at making people feel welcome, respected, and proud to show up as themselves.Ìý
We work closely with many groups to achieve this including CSE, OEO/TIX, SOCA, Staff Advisory Council, Faculty Senate, and Community+Values (C+V).
Our Current Work
- Integrated Inclusion Strategy
- Inclusion embedded across HR functions and aligned with the Division of Community Support and Engagement (DCSE) for the 2025–26 academic year.
- Develop a shared set of goals with DCSE around recruiting and retaining an inclusive workforce.
On the Horizon
- Accessibility as a part of ongoing operations in all areasÌý
- Policies that ensure we hold ourselves and each other accountable for providing a welcoming environment
How We Delivered
- Integrated with 4D Experience to increase employee engagement and sense of belonging
- Partnered to deliver awareness opportunities at Global Accessibility Awareness Day, Earth Week
- Partner across the campus to sponsor engaging discussions around heritage, community and celebrating ways to uplift each otherÌý
- Implement an ongoing yearly pay equity reviewÌý
- Learning programs that ensure a welcoming communityÌý
Develop & Retain Exceptional Talent
While developing talent has always been a priority for HRIC, we understand that the events of 2020 leading up to the current day have brought on unanticipated challenges to our workforce. Our focus has increased on how we can ensure the best work experience for employees at DU.Ìý
Our People Development and Talent Acquisition team is dedicated to providing growth resources and opportunities to meet the learner where they whether at career stage, learning needs and preferences, empowering our employees to gain the skills, knowledge and abilities to thrive with our changing global work environment. Learning is not only about offerings and tools but reinforcing a culture of learning and development.ÌýÌý
Our four pillars for developing our people are:Ìý
Talent Acquisition Focus
At DU, we champion difference-makers. Our community uses its natural talents and learned skills to improve the public good and tackle today's critical issues. Our strategic focus is on diversity and improving our hiring processes and systems to support finding the right person people to support our success.Ìý
Learning & Development Opportunities
Through ongoing learning and development, we strive to expand professional opportunities, identify career ladders, promote family-friendly policies, and create an environment of well-being at DU.Ìý
Performance Management and Our Pay-for-Performance Philosophy
All benefited staff members participate in the Performance Management at DU program, designed to encourage regular conversations with a focus on employee development. The program is dual-focused on pay for performance and growth and development.ÌýÌý
Engaging Employees at the Arc of Their Career
Whether you are a student entering the workforce, or a seasoned professional, we commit to bringing forth the 4D model for all employees and providing an exceptional experience working at DU.
Our Current Work
- Performance Management System and Cycle Enhancements
- Create an optimal DU candidate experience including the application process, pre-onboarding, onboarding and beyondÌý
- Create a seamless process and structure for hiring managers including the application, pre-onboarding and beginning work at DU
- Implementation of PageUp onboarding and succession planning modules
- Performance cycle alignment for campus (staff and faculty)Ìý
- Benefit Changes
- HRIC has worked diligently with our insurance broker to contain and mitigate rising health insurance costs through careful negotiation and thoughtful plan design changes. By leveraging provider competition and making adjustments such as introducing modest deductibles and slightly higher out-of-pocket maximums, we successfully reduced Cigna’s proposed premium increase of over twenty-seven percent down to fifteen percent. These efforts reflect a balanced approach that protects employees from the full burden of escalating healthcare costs while responsibly managing University resources. The strategy demonstrates a commitment to safeguarding employee access to quality healthcare benefits in a financially sustainable way.Ìý
On The Horizon
- Develop learning champions to advise on learning needs in their areas and opportunities for partnering
- Participate in professional and community recruiting events representing the DU brand
- Implement succession planning module and practicesÌý
How We Delivered
- Expanded our Talent@DU learning management system offerings and specialized training programs
- Enhanced new hire orientation experience to help guide employees as they begin their journey with DU
- Enhanced supervisory training for incoming and newly transferred managers to help developÌýleadership skills
Employee Engagement, Whole Wellbeing, & Belonging
At DU we recognize how important employee engagement and total wellbeing is to the development of the whole person. We want to inspire a healthy community and promote a culture of work-life harmony across campus.Ìý
Our programming is built using an integrated approach that includes the Seven Facets of Well-being:Ìý
Physical & Nutritional
Nourishing our bodies to give us energy and strength, finding safety and empowerment through movement, breathing, stretching and self-careÌý
Mental & Emotional
Taking care of our mental health and emotional regulation in healthy, kind and healing waysÌý
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Social & Community
Securing, building, maintaining and taking part in healthy social connections, relationships and supportive communities
Environmental
Notice our physical surroundings — are we safe, cared for and in a sustainable place where we can thrive?Ìý
Spiritual
Taking care of spiritual needs and our inner selves in a way that is meaningful to each of usÌý
Financial
Building and maintaining a financial foundation to support our needs and endeavorsÌý
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Agency, Purpose & Career
Making conscious, intentional decisions that align with the life we desireÌý
Our Current Work
- Establish a consistent engagement survey and pulse survey schedule campus-wide
- Coors Fitness Center collaboration and partnership for additional benefits to faculty and staff
- Collaborating across campus to encourage healthy habits for our community - Crimson Classic 5k and wellbeing events
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On the Horizon
- More programming with Coors Fitness Center
- More community events to include students, faculty and staff
How We Delivered
- Resources enabling faculty and staff to manage burnout
- Partnerships with retirees, and other stakeholdersÌýÌý
- Launched Wellness Series to actualize our Seven Facets of Wellbeing
- Enhanced Cigna program to incentivize healthy behaviors
- Integrate wellbeing goals into HRIC to bring wellness to the forefront of the discussion within our communityÌý
- Adding additional benefits and resources to address wellnessÌý
- Leadership Development emphasizing the role of managerial behavior on total employee well-being and engagement