Manager of Employee Relations & Compliance

Manager of Employee Relations & Compliance Pueblo County, CO

• 2.8 Pueblo, CO Job Details Full-time $6,523
• $9,786 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 Bachelor's degree Employee relations strategy Full Job Description

POSITION SUMMARY

The Manager of Employee Relations & Compliance provides strategic leadership, oversight, and operational management for employee relations, workplace compliance, leave administration, accommodations, workers' compensation coordination, unemployment administration, and related Human Resources compliance functions. This position serves as a trusted advisor to County leadership, supervisors, managers, and elected officials on complex employee relations matters, policy interpretation, workplace investigations, disciplinary processes, performance management concerns, and employment law compliance. The Manager is responsible for ensuring organizational compliance with federal, state, and local employment laws and regulations while promoting fair, consistent, and legally compliant employment practices across Pueblo County. This position oversees workplace investigations, employee complaint resolution, leave and accommodation programs, policy administration, and compliance initiatives designed to reduce organizational risk and support a positive workplace culture. Reporting to the Director of Human Resource Operations, the Manager supervises assigned staff, develops employee relations and compliance training programs, monitors workforce trends and compliance metrics, and partners closely with County leadership and the County Attorney's Office on sensitive personnel matters. The position plays a critical role in advancing the County's One HR Team philosophy by promoting consistency, accountability, workforce flexibility, and exceptional customer service throughout the organization.

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

• Manager of Employee Relations & Compliance

WHAT YOU WILL DO

Provides guidance and consultation to supervisors, managers, and elected officials regarding employee relations concerns, workplace conflicts, policy interpretation, disciplinary processes, performance concerns, and documentation practices. Coordinates and conducts routine workplace investigations and fact-finding activities involving employee complaints, policy violations, workplace conflicts, and other employee relations concerns; partners with Human Resources leadership and the County Attorney's Office on complex, sensitive, or high-risk matters. Administers and monitors compliance with federal, state, and local employment laws and regulations, including FMLA, ADA, PWFA, FLSA, EEO, COBRA, USERRA, and other applicable employment requirements. Exercises direct supervision over assigned compliance, leave administration, and employee relations staff; includes assigning work, monitoring performance, coaching employees, conducting evaluations, participating in hiring decisions, and approving leave requests. Oversees employee leave administration processes, including Family Medical Leave, ADA accommodations, paid leave programs, return-to-work coordination, and related compliance activities. Participates in cross-training activities across Human Resources functions and maintains a working knowledge of assigned HR disciplines outside of primary responsibilities. Provides support to other Human Resources operational areas as needed to ensure service continuity, workforce flexibility, employee development, organizational effectiveness, and uninterrupted service delivery. Coordinates workers' compensation administration activities, return-to-work efforts, employee communications, and collaboration with third-party administrators and departmental leadership. Coordinates unemployment claims administration, hearing preparation, documentation management, and responses to unemployment inquiries and proceedings. Maintains and assists with updates to Human Resources policies, procedures, compliance documentation, forms, and employee resources; provides guidance regarding policy interpretation and application. Develops and delivers employee relations, workplace compliance, harassment prevention, leave administration, and policy education training programs for supervisors and employees. Monitors employee relations trends, leave administration activities, accommodation requests, unemployment claims, compliance concerns, and workplace issues, and provides recommendations for process improvements and risk reduction. Partners with Human Resources leadership and County departments to promote consistent application of personnel policies, employment practices, and workplace standards across the organization. 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, and trainings 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, Organizational Leadership, Employment Law, Law, Pre-Law, or a closely related field required Master's Degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, or related field preferred

EXPERIENCE

Minimum of five (5) years or more of progressively responsible Human Resources experience with responsibility for employee relations, leave administration, compliance activities, workplace investigations, policy administration, or related Human Resources functions required Supervisory, lead worker, or project leadership experience preferred Conducting workplace investigations and advising supervisors regarding employee relations concerns preferred Public sector or local government Human Resources preferred

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 Workplace Investigator Certification preferred Certified Employee Relations Professional (CERP) 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: