Manager of Benefits, HRIS, & Organizational Development

Serves as the County's lead professional responsible for employee benefits administration, Human Resources Information Systems (HRIS) business ownership, workforce analytics, organizational development programs, learning and development initiatives, performance management administration, employee engagement strategies, and workforce effectiveness initiatives. Reports directly to the Director of Human Resource Operations and is responsible for administering, coordinating, and continuously improving programs that support employee development, workforce effectiveness, employee benefits, organizational performance, and Human Resources technology utilization. The Manager of Benefits, HRIS & Organizational Development serves as the County's subject matter expert for employee benefits administration, HRIS business processes, workforce reporting and analytics, performance management administration, leadership development, employee engagement, organizational effectiveness, and training administration. This position serves as Human Resources' business owner for Workday and other HR technology systems and collaborates closely with Information Technology staff regarding technical administration, system integrations, security architecture, upgrades, testing, reporting capabilities, and workforce technology initiatives. Human Resources maintains ownership of HR business processes, workforce reporting requirements, user adoption, training, data governance, and process design, while Information Technology maintains responsibility for technical administration, infrastructure, integrations, and system security., * Oversees administration of the County's employee benefits programs, including health, dental, vision, life insurance, retirement plans, voluntary benefits, wellness initiatives, open enrollment activities, vendor coordination, employee communications, benefits compliance, and employee education programs.

• Exercises direct supervision over assigned benefits, organizational development, and workforce support staff; includes assigning work, monitoring performance, coaching employees, conducting evaluations, participating in hiring decisions, and approving leave requests.

• Serves as Human Resources' lead business process owner for Workday and related HR technology systems; responsible for HR workflow design, organizational structures, position management processes, workforce reporting requirements, user adoption, training coordination, testing participation, data governance, and continuous improvement efforts. Collaborates with Information Technology regarding system administration, integrations, security administration, technical support, and system enhancements.

• Develops, administers, and coordinates organizational development initiatives designed to improve organizational effectiveness, employee engagement, leadership capability, workforce performance, succession planning, and long-term organizational sustainability.

• Administers and supports the County's performance management program, including evaluation administration, goal alignment, workforce metrics, employee development planning, manager accountability, reporting, and performance improvement processes.

• Oversees workforce analytics and reporting functions, including development of dashboards, scorecards, workforce metrics, turnover analysis, retention reporting, succession planning data, performance management reporting, and executive workforce reports used to support strategic decision-making.

• Coordinates and oversees Countywide learning and development initiatives including compliance training, harassment prevention training, supervisory training, leadership development programs, Workday training, workforce education efforts, employee workshops, and professional development opportunities.

• Provides leadership and oversight for organizational effectiveness initiatives, including process improvement projects, organizational assessments, employee surveys, change management efforts, workforce planning initiatives, facilitation of strategic workforce discussions, and implementation of organizational improvement recommendations.

• Supports implementation and administration of Predictive Index (PI) initiatives including assessment coordination, reporting, manager training, employee communications, workforce analytics integration, and maintenance of PI-related resources and reporting.

• Serves as Human Resources' liaison with Information Technology regarding Workday enhancements, testing activities, workforce reporting capabilities, user experience improvements, and future HR technology initiatives.

• Chairs or co-chairs HR technology governance initiatives and partners with Information Technology leadership to prioritize Workday enhancements, workflow improvements, reporting needs, testing activities, process automation opportunities, and future workforce technology initiatives.

• Coordinates employee engagement initiatives, recognition programs, culture enhancement efforts, workforce assessments, and organizational development projects that improve employee experience and organizational effectiveness

• Monitors workforce trends, turnover statistics, retention data, training participation, benefits utilization, performance management outcomes, engagement metrics, and other workforce indicators and provides recommendations for continuous improvement.

• Supports the One HR Team philosophy by sharing knowledge, participating in cross-functional initiatives, and contributing to department-wide projects and operational support efforts.

• Collaborates closely with the Manager of HR Communications & Employee Engagement to coordinate employee communications related to benefits programs, open enrollment activities, training opportunities, employee engagement initiatives, organizational development efforts, and workforce technology changes.

• Partners with the Organizational Development Analyst to support leadership development programs, succession planning efforts, organizational assessments, workforce planning initiatives, employee surveys, process improvement projects, and strategic organizational effectiveness initiatives

• Provides consultation and guidance to County departments regarding employee development, workforce effectiveness, performance management, organizational improvement opportunities, workforce analytics, and employee engagement strategies.

• Evaluates future workforce support needs and provides recommendations regarding organizational development, learning and development, workforce analytics, HR technology utilization, and employee engagement strategies.

• Attends meetings, classes, conferences, and professional development activities as required or requested.

• Performs additional tasks as assigned, including filling in for other staff as necessary and/or required., 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***, 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

Do you have a valid Senior Professional in Human Resources certification?, Do you have experience in Project coordination?, Do you have a Bachelor's degree?, * Bachelor's Degree in Human Resources, Business Administration, Public Administration, Organizational Development, Human Resource Development, Information Systems, Organizational Leadership, Training & Development, or closely related field required

• Master's Degree in Human Resources, Organizational Development, Business Administration, Public Administration, Organizational Leadership, Human Resource Development, or related field. preferred

EXPERIENCE:

• Minimum of five (5) years or more of progressively responsible Human Resources experience in benefits administration, organizational development, workforce analytics, HRIS business ownership, learning and development, performance management administration, employee engagement, or closely related disciplines. required
• Supervisory, lead worker, project leadership, or program management experience preferred
• Working with Human Resources Information Systems (HRIS), preferably Workday preferred
• Public sector or local government Human Resources preferred

LICENSES/CERTIFICATIONS:

• Predictive Index Practitioner Certification preferred
• 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
• Workday Certification preferred
• Association for Talent Development (ATD) preferred
• Other related professional certifications preferred

*** Must successfully pass background check

Pulled from the full job description

• Paid parental leave
• AD&D insurance
• Parental leave
• Health insurance
• Retirement plan
• Vision insurance
• Dental insurance, * 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), * 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, Dental, & Vision Rates are for the 2026 Plan Year (effective January 1st, 2026)