Salary: $5,930.00 - $8,895.00 Monthly
Location : 215 W 10th St, Pueblo, CO
Job Type: Full Time
Job Number: 02911
Department: HR Policy Compliance
Opening Date: 06/18/2026
Closing Date: 6/24/2026 11:59 PM Mountain
FLSA: Exempt
Bargaining Unit: N/A

POSITION SUMMARY
Serves as the County's professional staff resource responsible for supporting classification and compensation administration, workforce analytics, salary administration, market pricing, compensation reporting, compa-ratio calculations, and compensation policy support. Reports directly to the Manager of Employee Relations & Compliance and assists with the administration, maintenance, and continuous improvement of compensation programs designed to support equitable, competitive, legally compliant, and fiscally responsible pay practices throughout Pueblo County. The Compensation & Workforce Analytics Specialist serves as a resource to Human Resources leadership, County leadership, supervisors, and hiring managers by providing compensation analysis, workforce reporting, market research, classification support, salary administration assistance, and workforce analytics. This position plays an important role in maintaining compensation structures, supporting pay decisions, monitoring workforce trends, and ensuring compliance with applicable compensation laws and regulations.

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 [email protected]

Please use the follow email subject line: Application Submission - Compensation & Workforce Analytics Specialist

WHAT YOU WILL DO

• Conducts classification reviews, job analyses, position evaluations, and compensation studies; assists with recommending job classifications and salary grade assignments based upon established compensation methodologies.
• Performs compensation analyses utilizing market data, internal equity reviews, compa-ratio calculations, workforce data, and compensation guidelines to support salary administration decisions.
• Assists hiring managers and Human Resources leadership with the evaluation of starting salary recommendations through the use of compensation guidelines, compa-ratio calculations, market pricing, candidate qualifications, and internal equity reviews.
• Conducts salary surveys, market benchmarking studies, compensation trend analyses, and competitive pay assessments to support recruitment, retention, and workforce planning efforts.
• Develops, maintains, and analyzes compensation reports, workforce analytics, salary administration data, turnover statistics, vacancy reports, compensation dashboards, and workforce metrics used to support organizational decision-making.
• Assists in the development, maintenance, and communication of compensation policies, salary administration guidelines, compensation procedures, pay practices, and workforce compensation reporting tools.
• Performs internal equity reviews, compression analyses, compensation impact assessments, and pay structure reviews, and provides recommendations to Human Resources leadership.
• Supports compliance with federal, state, and local laws and regulations affecting compensation administration, including Equal Pay for Equal Work Act requirements and other compensation-related regulations.
• Assists with annual compensation reviews, salary structure maintenance, workforce compensation forecasting, and budget planning activities related to employee compensation.
• Prepares compensation reports, workforce analytics, presentations, and recommendations for Human Resources leadership, County leadership, and departmental stakeholders.
• Supports the One HR Team philosophy by sharing knowledge, participating in cross-functional initiatives, and contributing to department-wide projects and operational support efforts.
• Solicits changes to improve procedures that would result in efficiencies, cost savings, improved service delivery, and organizational effectiveness.
• 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, Finance, Economics, Statistics, Data Analytics, Accounting, Organizational Development, or a closely related field required
• Master's Degree in Human Resources, Business Administration, Public Administration, Finance, Organizational Leadership, Data Analytics, or related field preferred

EXPERIENCE:

• Minimum of two (2) years or more of professional experience in Human Resources, compensation administration, workforce analytics, data analysis, finance, business analysis, or a related field required
• Conducting compensation studies, salary surveys, market analyses, classification reviews, workforce reporting, or compensation administration activities preferred
• Utilizing HRIS systems, reporting tools, databases, and workforce analytics software preferred
• Public sector or local government experience preferred

LICENSES/CERTIFICATIONS:

• Certified Compensation Professional (CCP) 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
• World at Work Compensation Certification preferred
• Lean Six Sigma Green Belt 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

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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 PLANEmployee 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/DedEmployee 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 HMOEmployee 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
Emp