Manager of Benefits, HRIS, & Organizational Development

Serves as the County's lead professional responsible for employee benefits administration, Human Resources Information Systems (HRIS) business ownership, workforce analytics, organizational development programs, learning and development initiatives, performance management administration, employee engagement strategies, and workforce effectiveness initiatives. Reports directly to the Director of Human Resource Operations and is responsible for administering, coordinating, and continuously improving programs that support employee development, workforce effectiveness, employee benefits, organizational performance, and Human Resources technology utilization. Responsibilities Oversees administration of the County's employee benefits programs, including health, dental, vision, life insurance, retirement plans, voluntary benefits, wellness initiatives, open enrollment activities, vendor coordination, employee communications, benefits compliance, and employee education programs. Exercises direct supervision over assigned benefits, organizational development, and workforce support staff; includes assigning work, monitoring performance, coaching employees, conducting evaluations, participating in hiring decisions, and approving leave requests. Serves as Human Resources' lead business process owner for Workday and related HR technology systems; responsible for HR workflow design, organizational structures, position management processes, workforce reporting requirements, user adoption, training coordination, testing participation, data governance, and continuous improvement efforts. Collaborates with Information Technology regarding system administration, integrations, security administration, technical support, and system enhancements. Develops, administers, and coordinates organizational development initiatives designed to improve organizational effectiveness, employee engagement, leadership capability, workforce performance, succession planning, and long-term organizational sustainability. Administers and supports the County's performance management program, including evaluation administration, goal alignment, workforce metrics, employee development planning, manager accountability, reporting, and performance improvement processes. Oversees workforce analytics and reporting functions, including development of dashboards, scorecards, workforce metrics, turnover analysis, retention reporting, succession planning data, performance management reporting, and executive workforce reports used to support strategic decision-making. Coordinates and oversees Countywide learning and development initiatives including compliance training, harassment prevention training, supervisory training, leadership development programs, Workday training, workforce education efforts, employee workshops, and professional development opportunities. Provides leadership and oversight for organizational effectiveness initiatives, including process improvement projects, organizational assessments, employee surveys, change management efforts, workforce planning initiatives, facilitation of strategic workforce discussions, and implementation of organizational improvement recommendations. Supports implementation and administration of Predictive Index (PI) initiatives including assessment coordination, reporting, manager training, employee communications, workforce analytics integration, and maintenance of PI-related resources and reporting. Serves as Human Resources' liaison with Information Technology regarding Workday enhancements, testing activities, workforce reporting capabilities, user experience improvements, and future HR technology initiatives. Chairs or co-chairs HR technology governance initiatives and partners with Information Technology leadership to prioritize Workday enhancements, workflow improvements, reporting needs, testing activities, process automation opportunities, and future workforce technology initiatives. Coordinates employee engagement initiatives, recognition programs, culture enhancement efforts, workforce assessments, and organizational development projects that improve employee experience and organizational effectiveness. Monitors workforce trends, turnover statistics, retention data, training participation, benefits utilization, performance management outcomes, engagement metrics, and other workforce indicators and provides recommendations for continuous improvement. Supports the One HR Team philosophy by sharing knowledge, participating in cross-functional initiatives, and contributing to department-wide projects and operational support efforts. Collaborates closely with the Manager of HR Communications & Employee Engagement to coordinate employee communications related to benefits programs, open enrollment activities, training opportunities, employee engagement initiatives, organizational development efforts, and workforce technology changes. Partners with the Organizational Development Analyst to support leadership development programs, succession planning efforts, organizational assessments, workforce planning initiatives, employee surveys, process improvement projects, and strategic organizational effectiveness initiatives. Provides consultation and guidance to County departments regarding employee development, workforce effectiveness, performance management, organizational improvement opportunities, workforce analytics, and employee engagement strategies. Evaluates future workforce support needs and provides recommendations regarding organizational development, learning and development, workforce analytics, HR technology utilization, and employee engagement strategies. 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. Education Bachelor’s Degree in Human Resources, Business Administration, Public Administration, Organizational Development, Human Resource Development, Information Systems, Organizational Leadership, Training & Development, or closely related field required Master's Degree in Human Resources, Organizational Development, Business Administration, Public Administration, Organizational Leadership, Human Resource Development, or related field preferred Experience Minimum of five (5) years or more of progressively responsible Human Resources experience in benefits administration, organizational development, workforce analytics, HRIS business ownership, learning and development, performance management administration, employee engagement, or closely related disciplines required Supervisory, lead worker, project leadership, or program management experience preferred Working with Human Resources Information Systems (HRIS), preferably Workday preferred Public sector or local government Human Resources preferred Licenses / Certifications Predictive Index Practitioner Certification preferred 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 Workday Certification preferred Association for Talent Development (ATD) preferred Other related professional certifications preferred Must successfully pass background check. Benefits 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 Benefit (full-time employees) #J-18808-Ljbffr Pueblo-County,-Co