Director of Human Resource Operations

Director of Human Resource Operations Pueblo County, CO

• 2.8 Pueblo, CO Job Details Full-time $9,552
• $14,326 a month 1 day ago Benefits Paid parental leave AD&D insurance Paid holidays Disability insurance Health insurance Dental insurance Flexible spending account Parental leave Vision insurance Retirement plan Qualifications Managing human resources teams Team supervision Regulatory compliance HR legal compliance Bachelor's degree Data-driven problem-solving Employee relations strategy Strategic workforce planning Full Job Description

POSITION SUMMARY

Serves as the senior operational leader of the Human Resources Department and reports directly to the Chief Human Resources Officer (CHRO). Responsible for the daily management and oversight of Human Resources operations, including talent acquisition, onboarding, employee experience, HR service delivery, HR compliance administration, workforce transactions, process improvement, and departmental operations. The Director ensures the efficient execution of human resources programs, policies, and services while supporting the County's workforce strategy and organizational goals. The Director of Human Resource Operations serves as a strategic and operational partner to department leaders throughout the County and provides leadership to assigned HR managers, supervisors, and staff. This position is responsible for ensuring a high level of customer service, operational excellence, process consistency, workforce development, cross-functional collaboration, and regulatory compliance across all Human Resources functions.

NOTE:

Applications will not be collected electronically through this posting. If interested in applying, please email a Cover Letter and updated Resume directly to the

Pueblo County Chief Human Resources Officer:

Trish Turner at Please use the follow email subject line: Application Submission

• Director of Human Resource Operations

WHAT YOU WILL DO

Exercises direct, first-level supervision of assigned Human Resources managers, supervisors, and professional staff; includes assigning work, monitoring performance, coaching employees, participating in hiring decisions, approving leave requests, conducting evaluations, and addressing performance concerns. Provides leadership and oversight for Countywide talent acquisition activities, including recruitment strategy, workforce planning support, candidate sourcing, interviewing processes, selection procedures, onboarding activities, and recruitment marketing initiatives. Directs daily Human Resources operations and service delivery to ensure efficient processing of personnel actions, employee transactions, records management, HR communications, and employee support services. Oversees administration and execution of employee onboarding, orientation, employee experience, and workforce integration programs designed to improve engagement, retention, and organizational culture. Partners with County departments to identify staffing needs, workforce challenges, recruitment opportunities, succession planning considerations, and operational improvements related to workforce management. Oversees HR compliance administration activities and ensures personnel actions, hiring practices, documentation, and records management activities comply with applicable federal, state, and local laws, County policies, and Human Resources procedures. Collaborates with the CHRO on organizational restructuring efforts, workforce planning initiatives, succession planning activities, strategic workforce initiatives, and major Human Resources projects. Leads continuous improvement initiatives designed to streamline HR processes, improve service delivery, enhance customer satisfaction, reduce operational risk, and maximize departmental efficiency. Monitors Human Resources operational performance metrics and develops reports, dashboards, scorecards, and recommendations to support data-driven decision-making. Assists with implementation of Countywide performance management programs, employee engagement initiatives, leadership development efforts, organizational effectiveness projects, and strategic workforce initiatives. Provides support during employee relations matters, investigations, disciplinary processes, workplace conflict resolution efforts, and complex Human Resources matters as assigned by the CHRO. Supports the One HR Team philosophy by sharing knowledge, participating in cross-functional initiatives, and contributing to department-wide projects and operational support efforts. Responsible for ensuring appropriate cross-training, succession planning, and operational coverage across Human Resources functions to maintain uninterrupted service delivery and organizational effectiveness. Develops and implements departmental cross-training plans designed to reduce operational risk, strengthen workforce capability, improve employee development, and increase organizational resiliency. Ensures Human Resources staff maintain sufficient knowledge and competency across multiple HR disciplines to support operational continuity during employee absences, vacancies, peak workloads, and organizational transitions. Supports strategic workforce planning initiatives and evaluates future staffing, organizational, and operational needs within the Human Resources Department. Attends meetings, classes, conferences, professional development activities, and leadership training programs as required or requested. Performs additional tasks as assigned, including filling in for other staff as necessary and/or required.

WHAT YOU HAVE EDUCATION

Bachelor's Degree in Human Resources, Business Administration, Public Administration, Organizational Development, Management, or a closely related field required Master's Degree in Human Resources, Business Administration, Public Administration, Organizational Development, Management, or a closely related field preferred

EXPERIENCE

Minimum of seven (7) years or more of progressively responsible Human Resources experience across multiple HR disciplines, including recruitment, employee relations, HR operations, workforce planning, compliance, employee services, organizational effectiveness, and workforce development required Minimum of three (3) years or more of supervisory or management experience leading professional Human Resources staff required Public sector or local government Human Resources experience preferred Human Resources Information Systems (HRIS), applicant tracking systems, reporting tools, dashboards, and workforce analytics experience preferred

LICENSES/CERTIFICATIONS

Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM-Certified Professional (CP), or SHRM-Senior Certified Professional (SCP) preferred

• Must successfully pass background check

WHAT PUEBLO COUNTY OFFERS

Comprehensive Benefits package (medical, dental, vision, etc.) for full-time employees Generous Vacation and Sick Leave Accrual Remote & Hybrid working opportunities County Retirement Program Autonomy to grow and find your career path with supportive leadership Truly inclusive and diverse environment Fitness Center (Historic Pueblo Courthouse Building) May be eligible for up to 12-weeks Paid Parental Leave Benefits (full-time employees)

EMPLOYEE BENEFITS SUMMARY 2026 PAID HOLIDAYS

New Year's Day

• January 1st Day after New Year's Day
• January 2nd Martin Luther King, Jr. Day
• January 19th Memorial Day
• May 25th Employee Appreciation Day
• June 3rd Juneteenth Day
• June 19th Independence Day (observed)
• July 3rd Day before Labor Day
• September 4th (Early Release at 12:00pm) Labor Day
• September 7th Francis Xavier Cabrini Day
• October 5th Columbus Day / Indigenous Peoples' Day
• October 12th Veteran's Day
• November 11th Day before Thanksgiving
• November 25th (Early Release at 12:00pm) Thanksgiving Day
• November 26th Day after Thanksgiving
• November 27th Christmas Eve Day
• December 24th Christmas Day
• December 25th Day before New Year's Day
• December 31st (Early Release at 12:00pm) One Personal Day (County employees will have one paid personal day off in 2026. This paid day off is to be chosen by the employee and approved by their Elected Official or Department Director.)
• = Regular Part-Time Employees who are scheduled to work on a 2026 Holiday will receive Holiday Pay for two (2) of the Holidays of their choice (marked with the single asterisk
• above) as approved by their Elected Official or Department Director When a holiday falls on a Saturday, Friday will be celebrated as the County holiday When a holiday falls on a Sunday, Monday will be celebrated as the County holiday Early releases are at the discretion of the Elected Official or Department Director and may vary based on the operational needs of their offices/departments.

All time off work taken by County employees for the days designated as Early Release shall be considered holiday time off for purposes "worked time" in determining Overtime in accordance with the Fair Labor Standards Act (FLSA). If an employee is absent the day preceding or following the holiday without prior approval, the employee will not be paid for the holiday The following time off types will not contribute to the daily or weekly overtime calculation: Unpaid Days Off, Unpaid Personal Days, and Unpaid Early Release Days. Any employee that is required to work by their supervisor on a designated Unpaid Day Off, a designated Unpaid Personal Day or during a designated Unpaid Early Release period shall be paid for work required and performed during such days and periods. No employee may work during an Unpaid Day Off, an Unpaid Personal Day, or during an Unpaid Early Release period without the express authorization of their supervisor. This Resolution contemplates and authorizes supervisors to direct work during Unpaid Days Off, Unpaid Personal Days, or Unpaid Early Release Periods for community safety and County government essential activities such as snow removal, social worker visits for child welfare and other family emergencies, response to emergency calls by facilities and fleet employees, and required court appearances by County employees. For weeks in which an Unpaid Day Off or an Unpaid Early Release takes place, County Exempt employees are designated as Non-Exempt employees under the Fair Labor Standards Act. Those employees so designated will be required to clock in and out of work via email to their Director for all days worked during weeks that include an Unpaid Day Off. No employees shall be permitted to work over 40 hours during a week that includes an Unpaid Day Off or an Unpaid Early Release without the express written authorization of their Director or Elected Official.

• The above 2026 Holiday Schedule Resolution was originally approved by the Board of County Commissioners on December 15th, 2025 and then revised on February 12th, 2026 & March 12th, 2026
• ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

DEPARTMENTS SCHEDULED TO WORK ON HOLIDAYS

Due to operational requirements, some employees will be required to work on holidays. The employee must take the holiday by the end of the month following the holiday at a date approved by their Elected Official or Department Director

SICK LEAVE

Regular full-time employees accrue eight (8) hours per month with a maximum accrual of 960 hours.

VACATION LEAVE

Upon initial date of hire: earn eight (8) hours per month with a maximum accrual of 144 hours. After 5 years: earn twelve (12) hours per month with a maximum accrual of 216 hours. Ater 10 years: earn sixteen (16) hours per month with a maximum accrual of 288 hours.

RETIREMENT

All Regular Full-Time employees and Elected Officials are required to participate in the County Retirement Plan upon completion of one (1) month of continuous employment. A pre-tax deduction of 8.25% will be deducted from the employee's monthly pay. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

EMPLOYER MEDICAL CONTRIBUTION

Pueblo County's contribution toward the purchase of your benefit options on a tiered approach and based on which medical plan you elect.

If Benefit Selections:

Are greater than the employer contribution dollar amount, the difference is deducted from paycheck Are equal to the employer contribution dollar amount, there is no effect on pay Are less the employer contribution dollar amount, additional pay or cash back is not optional ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

MEDICAL INSURANCE

• ANTHEM

BLUE CROSS/BLUE SHIELD

(optional) Medical, Dental, & Vision Rates are for the 2026 Plan Year (effective January 1st, 2026)

HIGH DEDUCTIBLE HEALTH PLAN

Employee Only Employee + 1 Family Plan Cost $823.00 $1,543.00 $2,12900 Employer Contribution $852.00 $1,428.00 $1,938.00 Employee Contribution

• 29.

00 $115.00 $191.00 PPO Employee Only Employee + 1 Family Plan Cost $889.00 $1,713.00 $2,351.00 Employer Contribution $860.00 $1,453.00 $1,969.00 Employee Contribution $29.00 $260.00 $382.00 HMO/Ded Employee Only Employee + 1 Family Plan Cost $999.00 $1,926.00 $2,661.00 Employer Contribution $876.00 $1,484.00 $2,014.00 Employee Contribution $123.00 $442.00 $647.00 LOW HMO Employee Only Employee + 1 Family Plan Cost $1,038.00 $2,002.00 $2,768.00 Employer Contribution $881.00 $1,495.00 $2,030.00 Employee Contribution $157.00 $507.00 $738.00 ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

DENTAL INSURANCE

• AMERITAS (optional) Employee Only Employee + 1 Family Plan Cost $27.

00 $60.00 $91.00 Employer Contribution $7.00 $17.00 $25.00 Employee Contribution $20.00 $43.00 $66.00 ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

VISION INSURANCE

• ANTHEM

BLUE CROSS/BLUE SHIELD

(optional) Employee Only Employee + 1 Family Plan Cost $6.00 $12.00 $19.00 Employer Contribution $0.00 $0.00 $0.00 Employee Contribution $6.00 $12.00 $19.00

Note:

There is no Employer Contribution to Vision Insurance ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

LONG TERM DISABILITY

• THE

STANDARD

(required) Coverage pays 60% of your wages up to $4,800 with a 90-day waiting period. Your monthly cost = (monthly pay)/100 x 0.410 BASIC

LIFE AND AD&D BENEFIT

(required) Employees are required to purchase the basic option for $3.10 , however, they may elect to purchase additional coverage.

FLEXIBLE SPENDING ACCOUNT

(optional) This benefit allows you to pay for certain expenses (medical and/or dependent care needs) with "pre-tax" dollars. You specify the dollar amount you would like deducted from your monthly paycheck (minimum of $25), then when you incur an eligible expense, you pay it. Then you submit a claim form and original receipt for reimbursement.

Note:

According to IRS rules, any funds left in your FSA account(s) at the end of the year cannot be returned to you. They are considered "use or lose" funds.

ADDITIONAL INSURANCES/BENEFITS

(optional) Optional Life Insurance Spouse/Dependent Life Insurance Other Self-Funded Retirement Plans

• These are post-tax benefits.
• ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ For hiring related questions, please contact WPC
• Workplace Policy & Compliance; HR Staffing at: For benefits related questions, please contact TPS
• Talent & People Services; HR Benefits at: