Rebecca Doane, MBA

Working Solutions LLC — 1999 to present

Human Resource Consultant
Provide HR management expertise to organizations on an as-needed or co-employment basis.  Design and develop effective recruitment and retention strategies. Advise client employers on strategic HR management, organizational development, employment law, risk managment, and employee marketing strategies. Develop legally defensible personnel policies and procedures, customized disciplinary procedures, I-9 compliance programs, and provide in-house training on a wide variety of topics, i.e., supervision, performance management, interviewing techniques, employment law, sexual harassment, workplace violence, safety, and others. Analyze and develop compensation and benefits programs; write job descriptions and determine competitive pay rates. Perform investigations and resolve wage & hour, discrimination, unemployment, worker compensation and wrongful termination claims.


City of Aspen — 2000 to 2008

Director of Human Resources
Provided all human resource services to a full service municipal government with 23 departments and approximately 450 employees (300 full time, and 150 part time and seasonal) and a total annual budget exceeding $100 million. Developed HR departmental staffing and services from a two person, minimal service HR office, to a full service department with four professional staff and one administrative position. Process and system improvements developed during my tenure that enhanced HR management and training include the following:

Human Resources Services, Policy Administration and Systems:

  • Advised the City Manager, City Attorney, Mayor and Council on human resources policy matters and served on the City management team.
  • Provided immediate assistance to managers to promptly resolve personnel issues including disciplinary actions and terminations.
  • Implemented new Human Resources Information System to convert paper personnel files and cut administrative expenses by more than 30%.
  • Represented the City of Aspen in wage and hour, unemployment, discrimination, and wrongful termination claims that increased first stage resolution by 50%.
  • Developed recruitment web site and on-line application tracking program that cut print advertising costs by approximately 25%.
  • Instituted job analysis and re-classification procedures to increase recruitment effectiveness.
  • Submitted and successfully completed an 18 month transition plan to properly train and on-board a new Human Resources Director before my resignation was effective.

Recruitment and Retention: Reduced annual turnover rate from 25% to 7% and improved employee retention through the following improvements:

  • New Employment Brand: Designed and developed an employment brand which doubled response and quality of applicants.
  • On-boarding process: Created an on-boarding process that consistently rated “excellent” from new hires.
  • Compensation plan improvements: Developed a compensation plan and survey process which increased retention by ~30% in upper management positions.

Training and Education:

  • Selection training and placement: Instituted a selection training program and new selection and placement policies to reduce false positive and negative new hires.
  • Supervisory Training Program: Designed and implemented a supervisory training program that reduced department personnel issues ~50%.

Employee Evaluation and Relations:

  • Designed individual employee performance plans to increase productivity and decrease terminations.
  • Updated and revised personnel polices and procedures to a user-friendly, searchable, intranet platform.
  • Implemented an employee relations program which resulted in reduced complaints to external entities and increased in-house resolution.

Employee Benefits:

  • Re-negotiated all health and welfare benefit contracts to improve coverage’s and stabilize costs.
  • Re-designed self-funded health plan to provide consumer incentives and a wellness program which included acquiring an on-line health assessment and medical self-service resources, hiring a part-time physician, certified nurse, and a licensed nutritionist to provide free consulting to all individuals on the City health plan, all of which decreased claims, improved health and reduced absenteeism.
  • Terminated poorly performing investment portfolio plans and decreased fees by approximately 20%.


Colorado Mountain College — 1999 to 2009

Adjunct Professor
Design and instruct college courses and workshops entitled Human Relations in Organizations, and The Legal and Regulatory Environment of Business, “Managing Economic Distress in the Workplace” and “Succession Planning for Mid-Managers“


Colorado Department of Transportation (CDOT) — 1987 to 1999

Civil Rights/ Human Resource Manager
Managed Civil Rights Programs for 400+ employees and all government construction contracts valued up to $450 million. Assured compliance to federal, state and local civil rights programs pertaining to all aspects of employment. Assisted contractors with the proper implementation of the civil rights specifications of their contracts, performed contract compliance reviews, monitored employment practices, investigated allegations of discrimination and determined corrective actions. Delivered training in all aspects of employment law, sexual harassment, discrimination, workplace violence, diversity, the Fair Labor Standards Act, and many others. Developed effective recruitment procedures. Mediated and resolved employee disputes. Advised managers with respect to personnel law and effective personnel management. Responded to and resolved discrimination charges brought against CDOT employees via the Colorado Civil Rights Division, the Equal Employment Opportunity Commission and the Department of Labor.


Human Resource Analyst, Colorado State University — 1981 to 1986

Provided employment services to faculty and staff for a university consisting of 3000 employees and more than 350 job classifications. Managed the employment process from job description and recruitment, through selection and placement. Classified positions; designed and administered employment tests; performed workforce planning; advised managers of employment procedures and laws. Investigated EEO complaints; trained and supervised staff.



University of Denver — MBA
Colorado State University — B.S., Personnel Psychology



National Association of Professional Employer Organizations (NAPEO)
Society of Human Resource Management (SHRM)
Executive Service Corp, Aspen
Rotary International Foundation

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With one phone call I was able to schedule a management training seminar for Anderson Ranch Arts Center. Rebecca delivered a well organized, thorough and valuable seminar which was very well received by our staff. She is professional, knowledgeable, and articulate. Her years of experience provide real-life examples for day to day problem solving.

Paul Collins, Interim President
Anderson Ranch Arts Center

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