FAMLI Workforce Specialist

Job Title The salary range for this position is: $28.30 - $41.24 Hourly $2,264.31 - $3,299.22 Biweekly $4,906.00 - $7,148.31 Monthly The purpose of the FAMLI Division is to implement and support the new Colorado Family and Medical Leave Insurance program and provisions, ensuring all Colorado workers have access to paid leave in order to take care of themselves or their family during life circumstances that pull them away from their jobs. The Workforce Management unit is responsible for ensuring optimal organizational capacity and operational continuity across the division through comprehensive staffing operations and strategic workforce analytics. This work unit operates as the central hub for all FAMLI workforce-related functions, bridging tactical staffing coordination with strategic capacity planning to support business objectives and maintain service levels across the division. The work unit manages the complete range of staffing operations, overseeing staffing coordinators who execute critical employee lifecycle processes including recruitment support, onboarding and offboarding procedures, contractor onboarding and offboarding procedures, division roster maintenance, daily staff tracking, and organizational chart updates. These foundational operations ensure seamless workforce transitions and accurate organizational structure documentation. Furthermore, the work unit delivers workforce analytics and capacity planning insights that inform strategic decision-making across the division. By leveraging a variety of systems, tools and analytical methodologies, the unit provides comprehensive visibility into staffing levels, leave patterns, workload trends, and service demands across all business areas, with particular focus on high-impact operations such as the contact center. The unit proactively delivers actionable intelligence to Executive and senior leadership, enabling data-driven capacity planning decisions that help the division plan ahead to maintain service levels and ensure efficient operational productivity. Through predictive analysis of factors including scheduled and unscheduled leave, call volume trends, seasonal fluctuations, and resource allocation patterns, the work unit ensures FAMLI leaders have the insights necessary to anticipate and address potential capacity challenges before they impact service delivery. The Workforce Specialist is responsible for assisting in optimizing organizational capacity and operational efficiency by making recommendations to the Workforce Manager (WF). This role encompasses critical functions in assisting to formulate FAMLI's workforce analytics and capacity while involved in initiatives that provide actionable insights to the Workforce Manager. The position ensures data-driven workforce insights to enable proactive planning across key operational areas including the contact center and other service-critical branches. Through comprehensive analysis of staffing levels, leave patterns, workload trends and service demands, the Workforce Specialist leverages data to ensure the division maintains appropriate staffing capacity while mitigating potential service disruptions through thoughtful and timely communication with leadership, enabling them to make informed decisions that maintain optimal service levels and ensure the division is meeting the needs of customers. Minimum Qualifications, Substitutions, Conditions of Employment & Appeal Rights Minimum Qualifications: Experience Only: Six (6) years of relevant experience in an occupation related to the work assigned to this position OR Education and Experience: A combination of related education and/or relevant experience in an occupation related to the work assigned equal to six (6) years Extensive experience in workforce management systems and concepts, reports and analytics tools for workforce insights. Expert at reporting skills to present actionable insights to the Workforce Manager. Extensive experience in data analysis and interpretation skills to provide information to the Workforce Manager about staffing levels, leave patterns, workload trends and service-demands. Required Competencies: Experience in data analysis and interpretation skills to provide information to the Workforce Manager about staffing levels, leave patterns, workload trends and service-demands. Proficiency in workforce management systems and concepts, reports and analytics tools for workforce insights. Capacity planning and forecasting experience needed to predict staffing needs and service disruptions. Data visualization and reporting skills to present actionable insights to the Workforce Manager and a diverse group of leaders. Strong communication (verbal and in writing) including the ability to clearly and concisely communicate complex information in a way that is easily understood by the intended audience. Ability to collaborate to drive inclusive teamwork, fostering positive relationships and facilitating open dialogue to achieve collective goals. Ability to adjust to new or changing situations, priorities, and information. This includes being open to different perspectives and approaches, and being willing to modify plans or strategies as needed. Demonstrate a willingness to step outside of one's comfort zone, think creatively, and explore alternative solutions when faced with ambiguous situations. It involves being open-minded and embracing new ideas and possibilities. Be able to handle uncertainty, setbacks, and unexpected challenges with a positive and proactive mindset. Resilient individuals can bounce back from failures or obstacles, learn from them, and continue moving forward. Demonstrated ability to communicate clearly, this includes when conveying and receiving information in ambiguous situations is crucial, asking clarifying questions, actively listening to others, and communicating ideas and expectations clearly, even when the circumstances are unclear. Ability to be proactive and self-driven in ambiguous situations, taking ownership of tasks and projects, and seeking out opportunities for learning and growth. Individuals with this competency are comfortable working independently and taking responsibility for their decisions. Exceptional attention to detail: understanding of the necessity and value of accuracy and attention to detail; ability to process information with high levels of accuracy in a fast-paced environment. Problem-Solving: Identifying problems and reviewing related information to develop and evaluate options and implement solutions. Managing Multiple Priorities: Knowledge of effective self-management practices and ability to manage multiple concurrent objectives, projects, groups, or activities, making effective judgments as to prioritizing and time allocation. Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. Time Management: Managing one's own time Exceptional organizational skills Ability to manage multiple priorities and work in a fast-paced environment. Must be a Colorado resident at time of application. You must pass a thorough background check prior to employment which will include the E-Verify process. Appeal Rights: An applicant who has been removed from an employment list or removed from consideration during the selection process may request a review by the State Personnel Director. As an applicant directly affected by the results of the selection or comparative analysis process, you may file a written appeal with the State Personnel Director. Review of the completed, signed and submitted appeal will be timely on the basis of written material submitted by you, using the official appeal form signed by you or your representative. This form must be completed and delivered to the State Personnel Board by email at View email address on click.appcast.io within ten (10) calendar days from your receipt of notice or acknowledgement of the Department's action. For further information on the Board Rules, you can refer to 4 Colorado Code of Regulations (CCR) 801-1, State Personnel Board Rules and Personnel Director's Administrative Procedures, Chapter 8, Resolution of Appeals and Disputes, at spb.colorado.gov/board-rules. #J-18808-Ljbffr Colorado Department of Transportation