Manager of HR Communications & Employee Engagement

Manager of HR Communications & Employee Engagement 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 Newsletters (communication methods) Full Job Description

POSITION SUMMARY

Serves as the County's lead professional responsible for Human Resources communications, employee engagement initiatives, employee recognition programs, internal branding, organizational communications, workforce engagement strategies, organizational change communications, and employee experience initiatives. Reports directly to the Chief Human Resources Officer and is responsible for developing and implementing communication strategies that strengthen employee engagement, improve organizational culture, enhance workforce communication, and support County-wide Human Resources initiatives. The Manager of HR Communications & Employee Engagement serves as the primary communication liaison between Human Resources and County employees and partners with departments to ensure employees receive timely, accurate, and meaningful information regarding County programs, benefits, initiatives, policies, training opportunities, and organizational changes. This position also supports strategic organizational development initiatives by creating communication plans, training materials, implementation resources, and employee engagement campaigns related to Predictive Index (PI), performance management, leadership development, strategic planning, organizational restructuring, workforce planning, and other County-wide transformation efforts.

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 HR Communications & Employee Engagement

WHAT YOU WILL DO

Develops and implements County-wide Human Resources communication strategies to support employee engagement, organizational culture, workforce initiatives, and Human Resources programs. Creates, manages, and distributes employee communications through multiple channels, including email, intranet, newsletters, digital platforms, presentations, videos, social media, and other communication methods. Leads employee engagement initiatives designed to improve employee satisfaction, retention, morale, organizational commitment, and workplace culture. Develops and administers employee surveys, engagement assessments, pulse surveys, focus groups, and other employee feedback mechanisms; analyzes results and provides recommendations to leadership. Coordinates employee recognition and appreciation programs, service awards, wellness campaigns, employee events, appreciation activities, and organizational celebrations. Partners with Human Resources leadership and County departments to develop communication plans supporting organizational change initiatives, restructuring efforts, performance management programs, benefit changes, policy updates, strategic projects, and workforce transformation efforts. Develops communication strategies, educational resources, implementation materials, and engagement campaigns to support organizational development initiatives, including Predictive Index (PI), performance management programs, leadership development efforts, workforce planning initiatives, and strategic Human Resources projects. Develops communication materials, toolkits, facilitator guides, participant workbooks, presentations, videos, and reference materials to support employee orientation, Predictive Index implementation, leadership development programs, performance management initiatives, strategic planning efforts, and workforce education programs. Tracks and reports employee engagement metrics, communication effectiveness measures, participation rates, survey outcomes, Predictive Index adoption metrics, and employee experience indicators. Serves as the primary content manager for Human Resources-related intranet pages, employee resources, forms, communication materials, and digital content. Assists with recruitment marketing initiatives, employment branding efforts, career fairs, social media recruitment campaigns, and workforce attraction strategies. Collaborates with County leadership to identify opportunities to strengthen organizational culture, improve employee communication, and enhance workforce engagement. 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. 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 Fine Arts/Graphic Design, Communications, Public Relations, Marketing, Organizational Development, Journalism, Business Administration, Public Administration, or a closely related field required

EXPERIENCE

Minimum of five (5) years or more in professional experience in graphic design, communication content creation, employee communications, employee engagement, organizational development, internal communications, public relations, marketing, or a closely related field required Minimum of two (2) years or more of project leadership, supervisory, or management experience preferred Public sector or local government Human Resources experience preferred Graphic design, digital communications, and content management experience preferred

LICENSES/CERTIFICATIONS

Lean Six Sigma Yellow Belt or higher from a professional recognized organization 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: