Benefits, Leave, Workers' Compensation, & Unemployment Analyst

Pueblo County Colorado

Pueblo, CO

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JOB DETAILS

SALARY

$5,391–$8,086

SKILLS

Accidental Death and Dismemberment (AD&D), Americans with Disabilities Act (ADA), Analysis Skills, Business Administration, Child Protection/Welfare, Compensation Analysis, Compensation and Benefits, Conferences, Cross-Functional, Customer Support/Service, Dental Insurance, Documentation, Emergency Response, Employee Benefits, Employee Orientation, FMLA (Family and Medical Leave Act of 1993), Fast Food, Fitness, Flexible Spending Accounts, Government, HRIS/HRMS, Health Insurance, Health Plan, Healthcare Administration, Healthcare Management, Healthcare Providers, Human Resources, Insurance Claims, Leadership, Local Government, Metrics, Operational Support, Organizational Development/Management, PHR (Professional in Human Resources), Philosophy, Plan Meetings, Process Improvement, Public Administration, Record Keeping, Records Management, Regulatory Compliance, Regulatory Requirements, Retirement Plan, SPHR (Senior Professional in Human Resources), Service Delivery, Social Work, Society for Human Resource Management (SHRM), Staff Development, Staff Requirements, Vehicle Fleets, Vision Plan, Worker's Compensation

LOCATION

Pueblo, CO

POSTED

1 day ago

Benefits, Leave, Workers Compensation, & Unemployment Analyst

Salary

$5,391.00 - $8,086.00 Monthly

Location

215 W 10th St, Pueblo, CO

Job Type

Full Time

Job Number

02907

Department

HR Policy Compliance

Opening Date

07/13/2026

Closing Date

7/20/2026 11:59 PM Mountain

FLSA

Exempt

Bargaining Unit

N/A

Description
Benefits
Questions

POSITION SUMMARY

Serves as the Countys professional staff resource responsible for benefits administration, leave administration, workers compensation coordination, unemployment claims administration, accommodation process support, employee benefits education, and employee service delivery. Reports to the Manager of Benefits, HRIS & Organizational Development, and serves as a primary point of contact for employees, supervisors, healthcare providers, vendors, and third-party administrators regarding employee benefits, leave programs, workers compensation matters, unemployment claims, and related Human Resources services. The Benefits, Leave, Workers Compensation & Unemployment Analyst is responsible for ensuring the accurate administration of employee benefit programs, leave management processes, workers compensation coordination activities, unemployment claims administration, and related compliance requirements while providing exceptional customer service and support to County employees.

WHAT YOU WILL DO

Administers employee benefit programs, including health insurance, dental insurance, vision insurance, life insurance, disability programs, deferred compensation programs, and other employee benefit offerings.
Coordinates leave administration activities, including Family and Medical Leave Act (FMLA), Colorado FAMLI, military leave, paid parental leave, sick leave, leave tracking, leave documentation, and return-to-work processes.
Coordinates workers compensation activities, including employee communications, injury reporting, claim documentation, return-to-work coordination, modified duty assignments, third-party administrator communications, and departmental support.
Administers unemployment claims activities, including claim review, documentation preparation, hearing coordination, unemployment responses, appeals support, and communication with applicable agencies.
Provides employee benefits education and support, including new hire benefits orientation, employee benefits consultations, open enrollment activities, employee communications, and benefits resource development.
Supports ADA accommodation and interactive process activities by gathering documentation, coordinating meetings, tracking requests, maintaining records, and assisting Human Resources leadership with accommodation administration.
Maintains employee benefit records, leave records, workers compensation files, unemployment documentation, and related Human Resources records in accordance with legal requirements and County policies.
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.
Serves as a liaison with insurance carriers, benefits vendors, healthcare providers, third-party administrators, government agencies, and County departments regarding benefits and leave administration matters.
Develops and maintains reports, metrics, and administrative records related to benefits utilization, leave administration, workers compensation claims, unemployment claims, and related programs.
Assists with benefits audits, compliance reviews, reporting requirements, and process improvement 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.
Attends meetings, classes, conferences, and professional development activities 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, Healthcare Administration, Organizational Leadership, or related field required

EXPERIENCE:

Minimum of three (3) years or more of professional experience in benefits administration, leave administration, workers compensation, unemployment claims, insurance administration, Human Resources, or related field required
Administering FMLA, FAMLI, employee benefits, workers compensation, or unemployment claims preferred
Public sector or local government Human Resources preferred

EDUCATION/EXPERIENCE SUBSTITUTION: Required Bachelors degree and three (3) years of required experience OR seven (7) total years of specialized experience in benefits, workers compensation, or FMLA.

LICENSES/CERTIFICATIONS:

Professional in Human Resources (PHR) preferred
Senior Professional in Human Resources (SPHR) preferred
SHRM-Certified Professional (CP) preferred
SHRM-Senior Certified Professional (SCP) preferred
Certified Employee Benefits Specialist (CEBS) preferred
Certified Leave Management Specialist (CLMS) preferred
Workers Compensation Certification 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 Years Day - January 1st
Day after New Years 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
Veterans 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 Years 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*

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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 employees monthly pay.

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EMPLOYER MEDICAL CONTRIBUTION

Pueblo Countys 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 PLAN