Coordinator, HRIS (HR Data Management)

The City of Fort Collins is replacing its core systems for Finance, HR, Payroll, and Budget with a new enterprise platform, and several members of our Human Resources team are dedicating significant time to that work. We’re looking for a HRIS Coordinator to keep employee records and pay changes accurate and on time throughout the transition.

This is a limited-term position expected to last three years with the possibility of extension depending on project needs. You’ll step into an established role, working alongside colleagues who are partly focused on the implementation. Your core work will be processing and verifying employee pay and status changes, maintaining records, and answering employee and manager questions with accuracy and discretion. You will work with HR colleagues, managers and other internal partners to communicate information, navigate established procedures, identify process gaps, and recommend efficiencies that improve assigned tasks and support team effectiveness. You’ll be trusted with sensitive information about the people who serve this community, and we take that trust seriously.

We want to be honest that this role sits in the middle of change. You’ll spend much of your time in systems that are being retired. If you take pride in getting the details right and can stay steady while things shift around you, this is a rare chance to see a major systems transition from the inside, and to build experience that will serve you well wherever you go next., Receive, review, verify, and process employee status and pay changes derived from forms, contracts, or memorandums. Ensure accuracy prior to processing for all employment types (including classified, hourly, unclassified management, and contractual employees).*

• Review incoming personnel forms for accuracy, identify discrepancies, and correct errors proactively to ensure seamless downstream payroll and status updates.
• Maintain accurate position control data within the HRIS.
• Conduct employment and income verifications for external entities (e.g., lenders, government agencies, background check firms) in accordance with company policy and privacy regulations.
• Maintain organized digital and physical personnel records, ensuring compliance with company retention policies and legal privacy standards. Update and manage records efficiently using document management system.
• Document and maintain comprehensive standard operating procedures (SOPs) regarding pay changes, data entry steps, and recordkeeping protocols.
• Conduct periodic audits of HRIS data and personnel forms to identify missing information or data entry inconsistencies, proactively resolving them before payroll runs.
• Assist managers and employees with inquiries to employee status, pay and policy questions
• Coordinate closely with Payroll, Benefits, and Finance teams to ensure precise execution of compensation adjustments and data reconciliation.
• Provide general operational assistance across other areas of Human Resources as business needs require, ensuring no disruption to core HR services during organizational transitions.
• Perform other duties as assigned to support the overall goals of the Human Resources department during the ERP implementation.

This job description is a living document and may not be all-inclusive; employees are responsible for other duties as assigned., Decision Making: Applies judgment in defined situations. Seeks guidance for variables. Complexity: Applies established practices to resolve varied issues or coordinate multiple processes. Business Acumen: Identifies process gaps, contributes to task design. Collaboration & Engagement: Disseminates information and navigates processes and procedures with customers. Specific Knowledge: Grows knowledge in specific subject matter to complete tasks. Organizational Impact: Identifies efficiencies and recommends improvements to assigned tasks within a team.

Job Specific: * Knowledge of human resource information system functionality, employee data fields, record maintenance, and data management procedures.

• Knowledge of data entry standards, employee records maintenance practices, and procedures for identifying and correcting discrepancies.
• Understanding of established HR policies, procedures, confidentiality requirements, and applicable guidelines for handling employee information.
• Knowledge of standard reporting processes and methods for retrieving, reviewing, and validating employee data.

• Demonstrated cultural competence to effectively interact and work with people of diverse identities, perspectives and cultural backgrounds.
• Strong learning orientation. Leverages all resources and is creative in ways of learning for self to continue adapting to changing issues and trends.
• Read and comprehend City and Service Area/Department policies, regulations, rules and standard operating procedures.
• Communicate clearly and concisely, both verbally and in writing.
• Routine software and business applications including, but not limited to, word processing, spreadsheets, presentation software and databases.
• Establish and maintain effective working relationships with City employees, representatives of other agencies and organizations and members of the community., 3 years related experience/education

Three years of experience in human resources data management, payroll or related area, or equivalent combination of education and experience.

• Background check (Background checks are considered in relation to the responsibilities and requirements of the posting.

While the City of Fort Collins offers many remote and/or hybrid positions, all remote or hybrid work must be performed in the state of Colorado.

Why Work For the City of Fort Collins?

• Medical, dental, vision (for self, spouse, domestic partner, children) - eligible on the 1st of the month following date of hire
• Paid vacation, paid holidays, sick leave, and additional one-time bank of 40 PTO hours for new, full-time, Classified and Unclassified Management hires
• Retirement + company contributions - after 6 month probation period and immediate vesting
• Flexible spending: Medical expenses FSA, dependent FSA or both
• Employee Assistance Program: counseling, legal, financial assistance
• Life insurance, short-term and long-term disability
• Wellness program, workout facilities
• Employee/family onsite health clinic
• Learning and development opportunities at all levels in the organization with opportunities for career mobility
• Collaborative work environment