HR Operations & Employee Experience Coordinator

Pueblo County Colorado

Pueblo, CO

$31.10–$46.65 Per Hour

8 days ago

Job Description

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

Description
Benefits
Questions

POSITION SUMMARY

Serves as the Countys 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:

Associates Degree in Human Resources, Business Administration, Public Administration, Communications, Organizational Development, Training & Development, or a related field required
Bachelors 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 Associates 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 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