HR Operations & Employee Experience Coordinator

Salary: $31.10 - $46.65 Hourly
Location : 215 W 10th St, Pueblo, CO
Job Type: Full Time
Job Number: 03046
Department: Human Resources (HR)
Opening Date: 10/06/2026
Closing Date: 10/14/2026 11:59 PM Mountain
FLSA: Non-Exempt
Bargaining Unit: N/A

POSITION SUMMARY
Serves as the County's primary coordinator for employee onboarding, new hire experience, employee experience initiatives, training coordination, employee feedback collection, workforce engagement support activities, and Human Resources operational support functions. Reports directly to the Director of Human Resource Operations and is responsible for creating a positive and consistent employee experience from pre-employment through onboarding and integration into the organization. The HR Operations & Employee Experience Coordinator serves as the primary point of contact for newly hired employees during the onboarding process and works collaboratively with hiring managers, Human Resources staff, Information Technology, departmental leadership, and County employees to ensure successful employee transitions, workforce engagement, and organizational integration. This position coordinates and facilitates New Employee Orientation, onboarding activities, employee surveys, training schedules, employee experience initiatives, exit interviews, workforce feedback collection, and operational support functions designed to improve employee retention, engagement, and organizational effectiveness.

NOTE: While the full pay range is posted, the budgeted starting pay will be at or near the beginning of the range; DOE
WHAT YOU WILL DO

• Coordinates and conducts onboarding activities for all newly hired employees, including orientation scheduling, onboarding communications, benefits coordination, introduction to County resources, and employee integration efforts.
• Plans, develops, coordinates, and facilitates Countywide New Employee Orientation programs and onboarding experiences to ensure a consistent and positive employee experience.
• Serves as the primary post-hire contact for newly hired employees and conducts scheduled follow-up communications, surveys, and check-ins throughout the onboarding process to assess employee satisfaction, identify concerns, and support successful integration into the organization.
• Develops, administers, and analyzes onboarding surveys, new hire feedback surveys, and employee experience assessments; prepares reports and recommendations for hiring managers and Human Resources leadership to improve retention and onboarding outcomes.
• Conducts employee exit interviews, compiles workforce feedback, identifies trends, and prepares reports and recommendations regarding employee retention, engagement, turnover, and workplace experience.
• Coordinates Countywide Human Resources training schedules, maintains training calendars, tracks participation, communicates training opportunities, and supports learning and development initiatives by training hiring managers on stay interview techniques.
• Assists hiring managers with onboarding planning, employee integration activities, orientation preparation, and transition support to improve employee retention and early employment success.
• Maintains onboarding records, training documentation, employee feedback data, survey results, and employee experience metrics; prepares reports, dashboards, and summary reports for Human Resources leadership and hiring managers.
• Coordinates employee engagement initiatives, recognition activities, workforce events, employee appreciation efforts, and culture-building activities in partnership with the Manager of HR Communications & Employee Engagement.
• Provides operational and administrative support to the Director of Human Resource Operations, including project coordination, meeting preparation, workforce communications, and special assignments.
• Assists with Human Resources process improvement initiatives, workflow documentation, employee experience projects, and strategic workforce initiatives.
• Supports the One HR Team philosophy by sharing knowledge, participating in cross-functional initiatives, and contributing to department-wide projects and operational support efforts.
• Assists with preparation and coordination of training schedules, training registrations, attendance tracking, and employee development communications.
• Compiles onboarding, engagement, retention, and exit interview data and prepares reports identifying workforce trends, opportunities, and recommendations for improvement.
• Coordinates employee experience surveys and workforce feedback initiatives and assists in developing recommendations to improve employee engagement and retention.
• Supports special projects, strategic initiatives, and operational improvement efforts assigned by the Director of Human Resource Operations.
• 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:

• Associate's Degree in Human Resources, Business Administration, Public Administration, Communications, Organizational Development, Training & Development, or a related field required
• Bachelor's Degree in Human Resources, Business Administration, Public Administration, Communications, Organizational Development, Training & Development, or a related field preferred

EXPERIENCE:

• Minimum of three (3) years or more of Human Resources, employee onboarding, training coordination, employee engagement, workforce development, customer service, project coordination, or related field required
• Experience coordinating onboarding programs, employee engagement initiatives, training programs, surveys, or employee experience activities preferred
• Public sector or local government experience preferred

SUBSTITUTION:

• In lieu of the required Associate's Degree as outlined above, we may consider applicants who hold a HS Diploma/GED equivalent AND a minimum of five (5) years or more of Human Resources, employee onboarding, training coordination, employee engagement, workforce development, customer service, project coordination, or related field

*** 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 Contributio