Position Summary

Pueblo County is seeking a visionary Chief Human Resources Officer (CHRO) to help lead a countywide transformation toward a modern, people-centered public organization. As the County’s senior strategic advisor on workforce and culture during this transition, the CHRO will sit at the center of enterprise decision-making—translating the Board’s transformation agenda into an integrated people strategy that shapes culture, capability, and performance across every department. This leader will champion innovation in how the County attracts, grows, and retains talent; reimagine policies, systems, and practices to be more agile, data-informed, and equitable; and build a compelling employee experience that enables high performance and trust in a changing environment. The successful candidate will bring not only deep HR and public-sector expertise, but also the curiosity, courage, and foresight to anticipate future workforce needs, influence major organizational changes, and serve as a trusted thought partner to elected officials and peer executives throughout this transformation.

***Although the full pay range of the position is provided, the anticipated starting range is projected to be $ 160,000 - $165,000 annually***

What You Will Do

Exercises direct, first-level supervision of positions, employees, operations, and activities within a main or branch office; Includes coordinating staff training, assigning and reviewing work, participating in the interview and selection process, making recommendations impacting pay, status, and disciplinary action, and evaluating performance independently or in conjunction with a higher-level Supervisor/Manager, and approving time off.
Provide executive HR leadership and strategic counsel to the BOCC; translate BOCC direction into countywide workforce strategy, priorities, and HR governance (standards, policies, and performance measures).
Direct and oversee countywide HR operations and service delivery (e.g. talent acquisition, classification/compensation, benefits administration, employee relations, training/organizational development, HRIS and people analytics, workers’ compensation/risk functions), ensuring consistent service levels and lawful, equitable practices.
Lead development, maintenance, and modernization of the County’s personnel policies and procedures (including updates to the Personnel Policy Manual and related administrative rules); ensure policies are clear, implementable, and supported by training and communication.
Provide enterprise oversight of employee relations, investigations, discipline support, grievances, and unemployment; advise leaders on risk and options and ensure processes are fair, timely, and well-documented in coordination with the CLO as needed.
Lead labor relations strategy, including collective bargaining preparation/negotiations and contract administration support as assigned; develop strategies to reduce disputes and improve workforce stability.
Oversee classification and compensation strategy, including job architecture, pay philosophy, market studies, pay equity considerations, and pay administration; provide recommendations to the BOCC with fiscal impacts coordinated with the CFO.
Oversee benefits strategy and administration (plan design recommendations, vendor/consultant coordination, compliance, open enrollment, leave programs such as FMLA/ADA coordination), ensuring programs are competitive, fiscally informed, and compliant.
Lead workforce planning and organizational development initiatives (leadership development, succession planning, training strategy, culture and change management) to improve performance, retention, and operational capability.
Provide strategic oversight of HR systems and people data governance; partner with the CTO on HRIS strategy, security/access governance, and modernization priorities, and partner with the CFO on budget impacts and cost modeling.
Performs other duties as appropriate or necessary for performance of the job.

What You Have

Minimum Qualifications

The substitution of any combination of relevant and related education, training, and/or experience that provides the required knowledge, skills, and ability may be considered.

Education

Bachelor's Degree from an accredited college or university in Human Resources, Business Administration/Management, Public Administration, Organizational Development, Industrial/Organizational Psychology, or a closely related field is REQUIRED
Master's Degree in Human Resources, Business Administration (MBA), Public Administration (MPA), Organizational Development, or related field is STRONG LY PREFERRED

Experience:

Minimum of ten (10) years or more professional human resources experience that includes responsibility across multiple HR disciplines and/or closely related work involving workforce policy, adjudication, or compliance is REQUIRED
Minimum of three (3) years Supervisory capacity supervising manager-level employees or higher is REQUIRED
Minimum of two (2) years Local government experience (County, municipal, town, etc.) PREFERRED

Certifications:

Senior Professional in Human Resources (SPHR) or SHRM-Senior Certified Professional (SHRM-SCP) REQUIRED
Certified Compensation Professional (CCP) or Compensation Analyst Credential (CAC) PREFERRED

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-week Paid Parental Leave Benefits (full-time employee

Pueblo County Government

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Chief Human Resources Officer (CHRO)