Senior HR Compliance, Employee Relations, & Compensation Specialist

Pueblo County Colorado

Pueblo, CO

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JOB DETAILS

SALARY

$5,930–$8,895

SKILLS

Accidental Death and Dismemberment (AD&D), Administrative Skills, Americans with Disabilities Act (ADA), Business Administration, Child Protection/Welfare, Conflict Resolution, Corrective Action, Cross-Functional, Dental Insurance, Disciplinary Action, Documentation Review, Documentation Standards, Emergency Response, Employee Relations, Employment Law, FMLA (Family and Medical Leave Act of 1993), Fast Food, Fitness, Flexible Spending Accounts, Government, Health Insurance, Health Plan, Human Resources, Leadership, Lean Six Sigma, Legal, Legal Reports, Local Government, Maintain Compliance, Metrics, Operational Support, Organizational Development/Management, PHR (Professional in Human Resources), People Management, Performance Management, Philosophy, Policy Development, Pricing, Process Improvement, Process Management, Public Administration, Regulatory Compliance, Reporting Skills, Resource Management, Retirement Plan, Risk, Risk Management, SPHR (Senior Professional in Human Resources), Social Work, Society for Human Resource Management (SHRM), Staff Development, Staff Policies, Staff Requirements, Training Program Development, Training/Teaching, Vehicle Fleets, Vision Plan

LOCATION

Pueblo, CO

POSTED

4 days ago

Senior HR Compliance, Employee Relations, & Compensation Specialist

Salary

$5,930.00 - $8,895.00 Monthly

Location

215 W 10th St, Pueblo, CO

Job Type

Full Time

Job Number

02910

Department

HR Policy Compliance

Opening Date

07/23/2026

Closing Date

7/29/2026 11:59 PM Mountain

FLSA

Exempt

Bargaining Unit

N/A

Description
Benefits
Questions

POSITION SUMMARY

Serves as the Countys senior-level Human Resources professional responsible for employee relations administration, workplace investigations, policy interpretation, workplace conflict resolution, compensation administration support, classification support, compliance activities, disciplinary consultation, leave administration support, training delivery, and employment law compliance. Reports directly to the Manager of Employee Relations & Compliance and serves as a subject matter resource to supervisors, managers, elected officials, and employees regarding employee relations matters, workplace concerns, policy interpretation, performance management issues, compensation practices, classification matters, workplace investigations, and Human Resources compliance requirements. The Senior HR Compliance, Employee Relations & Compensation Specialist plays a key role in promoting consistent application of County policies, supporting equitable compensation practices, reducing organizational risk, strengthening workplace relationships, and ensuring compliance with federal, state, and local employment laws.

WHAT YOU WILL DO

Conducts workplace investigations involving employee complaints, policy violations, workplace conflicts, harassment allegations, misconduct concerns, and other employment-related matters. Gathers evidence, interviews witnesses, prepares investigation summaries, and develops findings and recommendations.
Provides guidance and consultation to supervisors and managers regarding employee relations concerns, performance management issues, disciplinary actions, workplace behavior concerns, and policy application. Assists supervisors with documentation review and corrective action recommendations.
Assists with compensation administration activities, including market pricing, salary surveys, internal equity reviews, compensation studies, position evaluations, classification reviews, and compensation-related reporting. Supports compensation planning efforts and pay administration processes. Assists with Equal Pay for Equal Work Act compliance reviews and compensation audits. Provides guidance regarding compensation policies, pay practices, and classification procedures.
Assists with monitoring compliance with federal, state, and local employment laws, including FMLA, ADA, PWFA, FLSA, EEO, USERRA, COBRA, and Equal Pay for Equal Work Act requirements. Supports compliance audits and corrective action efforts.
Assists with interpretation, application, communication, and maintenance of Human Resources policies and procedures. Provides guidance regarding policy compliance and consistent application.
Supports employee leave administration activities, including FMLA, ADA accommodations, return-to-work processes, and related compliance requirements. Assists with documentation review and interactive process coordination.
Develops and delivers training programs related to workplace conduct, harassment prevention, employee relations, performance management, policy compliance, compensation practices, and supervisory responsibilities.
Develops reports and tracks employee relations metrics, investigation trends, compensation metrics, leave activity, compliance issues, and organizational risk indicators.
Identifies opportunities to improve compliance processes, investigation procedures, compensation administration practices, documentation standards, and employee relations activities.
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, 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:

Bachelor's Degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, Employment Law, Law, Pre-Law, or a closely related field required
Masters Degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, Employment Law, or related field preferred

EXPERIENCE:

Minimum of four (4) years or more of progressively responsible Human Resources experience involving employee relations, investigations, compliance administration, workplace conflict resolution, policy administration, or related Human Resources disciplines required
Supporting compensation administration, classification studies, salary surveys, internal equity reviews, or compensation planning activities preferred
Conducting job evaluations and position classification reviews preferred
Supporting Equal Pay for Equal Work Act compliance efforts preferred
Public sector or local government Human Resources preferred

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
Workplace Investigator Certification preferred
Certified Employee Relations Professional (CERP) preferred
Lean Six Sigma Yellow Belt 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