Salary: $5,391.00 - $8,086.00 Monthly
Location : 215 W 10th St, Pueblo, CO
Job Type: Full Time
Job Number: 02909
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 organizational development initiatives, workforce analytics, performance management administration, employee engagement efforts, strategic planning activities, workforce assessments, process improvement initiatives, and organizational effectiveness projects. Reports directly to the Manager of Benefits, HRIS & Organizational Development, and assists with the development, implementation, administration, and continuous improvement of programs designed to enhance employee performance, leadership effectiveness, workforce engagement, operational efficiency, and organizational success. The Organizational Development Analyst serves as a key contributor to Countywide initiatives involving strategic planning, workforce metrics, performance management, employee development, Predictive Index implementation, employee engagement, workforce analytics, and organizational change efforts. This position utilizes data analysis, project management, process improvement, research, communication, facilitation, and reporting skills to support organizational effectiveness and continuous improvement throughout Pueblo County.

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 - Organizational Development Analyst

WHAT YOU WILL DO

• Supports the administration and continuous improvement of the County's performance management program, including employee goals, departmental metrics, performance reporting, evaluation processes, scorecards, and accountability measures.
• Develops, maintains, and analyzes workforce dashboards, executive scorecards, departmental scorecards, performance metrics, workforce trends, turnover reports, retention data, training participation statistics, and organizational effectiveness measures; prepares reports and recommendations to support organizational decision-making and strategic objectives.
• Assists with the development, implementation, maintenance, and continuous improvement of Countywide scorecards, executive dashboards, departmental performance metrics, and reporting tools in partnership with Information Technology, Human Resources leadership, and departmental stakeholders.
• Assists departments with the development of metrics, targets, key performance indicators (KPIs), performance measures, and reporting tools that support strategic objectives and operational goals.
• Coordinates and supports strategic planning activities, facilitation efforts, project tracking, implementation planning, action item management, and organizational improvement initiatives.
• Supports the implementation and administration of Predictive Index (PI) programs, including assessment coordination, reporting, workforce analysis, leadership support, workshop preparation, communication support, and maintenance of PI-related records and resources.
• Develops surveys, assessment tools, workforce feedback mechanisms, and employee engagement instruments; analyzes findings and prepares recommendations, reports, and presentations for leadership review.
• Coordinates employee engagement initiatives, workforce assessments, organizational development projects, leadership development activities, and employee development programs.
• Researches organizational development trends, workforce analytics, benchmarking information, strategic planning methodologies, and performance management best practices, and provides recommendations for improvement.
• Prepares reports, presentations, dashboards, executive summaries, project updates, strategic planning materials, and workforce analytics for Human Resources leadership, County leadership, and departmental stakeholders.
• Supports process improvement efforts by documenting workflows, identifying inefficiencies, conducting root cause analysis, gathering stakeholder feedback, and assisting with implementation of operational improvements.
• Participates in cross-training activities across Human Resources functions and provides support to other HR operational areas as needed to ensure service continuity, workforce flexibility, employee development, and organizational effectiveness.
• 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, 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.

WHAT YOU HAVE
EDUCATION:

• Bachelor's Degree in Human Resources, Organizational Development, Business Administration, Public Administration, Organizational Leadership, Human Resource Development, Industrial/Organizational Psychology, Data Analytics, Statistics, Management Information Systems, or a closely related field required
• Master's Degree in Organizational Development, Human Resources, Public Administration, Business Administration, Organizational Leadership, Industrial/Organizational Psychology, Data Analytics, or related field preferred

EXPERIENCE:

• Minimum of two (2) years or more of experience in Human Resources, workforce analytics, organizational development, project management, training and development, business analysis, data analysis, employee engagement, performance management, or a related field required
• Public sector or local government experience preferred

LICENSES/CERTIFICATIONS:

• Lean Six Sigma Green Belt Certification or higher current or required within 1 year of hire
• Predictive Index Practitioner Certification current or required within 1 year of hire

*** 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 $