Benefits, Leave, Workers Compensation, & Unemployment Analyst

Benefits, Leave, Workers' Compensation, & Unemployment Analyst Pueblo County, CO

• 2.8 Pueblo, CO Job Details Full-time $5,391
• $8,086 a month 1 day ago Benefits Paid parental leave AD&D insurance Paid holidays Disability insurance Health insurance Dental insurance Flexible spending account Military leave Parental leave Vision insurance Life insurance Retirement plan Qualifications Optimizing workflow processes Disability support services Appeals Insurance products customer support Process audits ADA accessibility regulations Healthcare benefits management FMLA HR communication Healthcare Administration Leave management Handling customer inquiries Health insurance customer support Dental insurance Filing Performance Reporting HR legal compliance Employee orientation Collaborating with government agencies Metrics Reporting Mid-level 3 years Workers' compensation insurance knowledge Bachelor's degree in business administration Life insurance knowledge Public Administration Employee data management Bachelor's degree Internal employee customer service Disability benefits programs Full Job Description

POSITION SUMMARY

Serves as the County's professional staff resource responsible for benefits administration, leave administration, workers' compensation coordination, unemployment claims administration, accommodation process support, employee benefits education, and employee service delivery. Reports to the Manager of Benefits, HRIS & Organizational Development, and serves as a primary point of contact for employees, supervisors, healthcare providers, vendors, and third-party administrators regarding employee benefits, leave programs, workers' compensation matters, unemployment claims, and related Human Resources services. The Benefits, Leave, Workers' Compensation & Unemployment Analyst is responsible for ensuring the accurate administration of employee benefit programs, leave management processes, workers' compensation coordination activities, unemployment claims administration, and related compliance requirements while providing exceptional customer service and support to County employees.

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

• Benefits, Leave, Workers' Compensation, & Unemployment Analyst

WHAT YOU WILL DO

Administers employee benefit programs, including health insurance, dental insurance, vision insurance, life insurance, disability programs, deferred compensation programs, and other employee benefit offerings. Coordinates leave administration activities, including Family and Medical Leave Act (FMLA), Colorado FAMLI, military leave, paid parental leave, sick leave, leave tracking, leave documentation, and return-to-work processes. Coordinates workers' compensation activities, including employee communications, injury reporting, claim documentation, return-to-work coordination, modified duty assignments, third-party administrator communications, and departmental support. Administers unemployment claims activities, including claim review, documentation preparation, hearing coordination, unemployment responses, appeals support, and communication with applicable agencies. Provides employee benefits education and support, including new hire benefits orientation, employee benefits consultations, open enrollment activities, employee communications, and benefits resource development. Supports ADA accommodation and interactive process activities by gathering documentation, coordinating meetings, tracking requests, maintaining records, and assisting Human Resources leadership with accommodation administration. Maintains employee benefit records, leave records, workers' compensation files, unemployment documentation, and related Human Resources records in accordance with legal requirements and County policies. Participates in cross-training activities across Human Resources functions and provides support to other HR operational areas as needed to ensure service continuity, workforce flexibility, employee development, and organizational effectiveness. Serves as a liaison with insurance carriers, benefits vendors, healthcare providers, third-party administrators, government agencies, and County departments regarding benefits and leave administration matters. Develops and maintains reports, metrics, and administrative records related to benefits utilization, leave administration, workers' compensation claims, unemployment claims, and related programs. Assists with benefits audits, compliance reviews, reporting requirements, and process improvement initiatives. Supports the One HR Team philosophy by sharing knowledge, participating in cross-functional initiatives, and contributing to department-wide projects and operational support efforts. Attends meetings, classes, conferences, and professional development activities as required or requested by supervisor. 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, Healthcare Administration, Organizational Leadership, or related field required

EXPERIENCE

Minimum of three (3) years or more of professional experience in benefits administration, leave administration, workers' compensation, unemployment claims, insurance administration, Human Resources, or related field required Administering FMLA, FAMLI, employee benefits, workers' compensation, or unemployment claims preferred Public sector or local government Human Resources preferred

EDUCATION/EXPERIENCE SUBSTITUTION

Required Bachelor's degree and three (3) years of required experience OR seven (7) total years of specialized experience in benefits, workers' compensation, or

FMLA. LICENSES/CERTIFICATIONS

Professional in Human Resources (PHR) preferred Senior Professional in Human Resources (SPHR) preferred SHRM-Certified Professional (CP) preferred SHRM-Senior Certified Professional (SCP) preferred Certified Employee Benefits Specialist (CEBS) preferred Certified Leave Management Specialist (CLMS) preferred Workers' Compensation Certification preferred Other related professional certifications 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: