Facilities Director

Salary: $9,552.00 - $14,326.00 Monthly
Location : 215 W 10th St, Pueblo, CO
Job Type: Full Time
Job Number: 02978
Department: Facilities
Opening Date: 08/17/2026
Closing Date: 8/24/2026 11:59 PM Mountain
FLSA: Exempt
Bargaining Unit: N/A


POSITION SUMMARY
Plans, organizes, directs, and oversees all aspects of the County's facilities management program, including operations, maintenance, and repair; custodial services; security; capital improvement planning; and optimization of the County's physical facilities and real estate portfolio. Provides strategic and operational leadership in preventive maintenance, asset preservation, space planning, contracted services, regulatory compliance, emergency preparedness, and departmental financial administration to ensure safe, efficient, and cost-effective facility operations. Establishes performance metrics, key performance indicators (KPIs), and benchmarks for the facilities program, measures results against them, and reports performance regularly to the Chief Administrative Officer and County leadership. Operates with a high standard of accountability, following through on commitments to completion and keeping leadership informed of progress, risks, and results without prompting. Serves as the County's principal advisor on facilities planning, operations, and capital improvement initiatives to the Board of County Commissioners, the Chief Administrative Officer, County leadership, elected officials, department directors, and regulatory agencies. Collaborates with County departments, contractors, community partners, and the public to deliver innovative, customer-focused facilities management services that support organizational objectives and responsible stewardship of County assets.
WHAT YOU WILL DO

• Exercises direct, first-level supervision of positions, employees, operations, and activities within a main or branch office; includes coordinating staff training, assigning and reviewing work, setting clear performance expectations and holding staff accountable for completing assignments on time and to standard, participating in the interview and selection process, making recommendations impacting pay, status, and disciplinary action, evaluating performance independently or in conjunction with a higher-level supervisor/manager, and approving time off. Responsible for the completion, accuracy, and distribution of staff timesheets.
• Plans, manages, and assesses custodial services, building and grounds maintenance, preventive care, work order systems, operating procedures, energy initiatives, quality control, and skilled trades to ensure safe, efficient, and cost-effective county facility operations. Coordinates procurement requests, monitors costs, analyzes ongoing maintenance problems, follows corrective actions through to verified completion, and updates priorities as necessary. Travels independently to county facilities to review operations and service quality.
• Directs the Facilities Division's financial administration by developing and managing operational and capital budgets, business plans, accountability reports, expenditure monitoring, and financial forecasts. Oversees procurement activities, prepares cost estimates and procurement documentation, evaluates bids and quotations, administers service contracts, and monitors contractor performance, holding contractors accountable for adherence to County procurement policies and contractual commitments.
• Evaluates operational performance, develops and implements improvements to facility management systems, policies, procedures, and service delivery. Establishes, monitors, and reports Facilities Division performance measures, Key Performance Indicators (KPIs), and benchmarks; analyzes operational trends; and presents performance results and recommended enhancements to the Chief Administrative Officer and County leadership to improve efficiency, accountability, and customer service.
• Ensures compliance with applicable federal, state, and local laws, regulations, building codes, environmental requirements, the Americans with Disabilities Act (ADA), the Occupational Safety and Health Administration (OSHA), and County policies. Develops emergency response, safety, and continuity plans in coordination with the Building Safety Officer; supervises building security systems; coordinates safety training; investigates workplace incidents; identifies potential hazards; maintains required safety documentation; and actively participates in County emergency management and Risk Management initiatives.
• Monitors changes to federal, state, and local laws and regulations affecting facilities management and ensures ongoing compliance.
• Evaluates and recommends improvements to facilities management systems, policies, and procedures.
• Serves on county committees, task forces, work groups, emergency management teams, and special projects.
• Provides statistical analysis and reporting on Facilities Division Key Performance Indicators (KPIs), benchmarks, and performance trends to County leadership.
• Responds to operational emergencies and unexpected facility issues as needed.
• Performs additional tasks as assigned, including filling in for other staff as necessary and/or required.

WHAT YOU HAVE
EDUCATION:

• High School Diploma or GED equivalency required
• Bachelor's Degree in Facilities Management, Construction Management, Property Management, Engineering, Architecture, or a closely related field required
• Master's Degree in Facilities Management, Construction Management, Property Management, Engineering, Architecture, or a closely related field preferred

EXPERIENCE:

• Minimum of eight (8) years or more of substantial experience in facilities management, construction management, building operations, maintenance, or a related field required
• Minimum of five (5) years or more of Supervisory or management experience leading facility maintenance, operations, or related programs required
• Minimum of seven (7) years or more of experience in general building trades, including HVAC, electrical, plumbing, mechanical systems, and preventive maintenance preferred
• Minimum of four (4) years or more of supervisory experience in local, state, or federal government preferred
• Minimum of one (1) year or more of coursework or other qualifications in data analysis, Structured Query Language (SQL), and the use of facilities management software to generate meaningful reports for management and leadership preferred

LICENSES/CERTIFICATES:

• Valid driver's license at the time of application and a valid Colorado driver's license within 60-days of hire required
• ICS-100 Introduction to the Incident Command System Certification from Federal Emergency Management Agency (FEMA), Emergency Management Institute (EMI), and/or a professionally accredited program or school required within 6-months of hire
• ICS-200 Basic Incident Command System for Initial Response Certification from Federal Emergency Management Agency (FEMA), Emergency Management Institute (EMI), and/or a professionally accredited program or school required within 6-months of hire
• Certified Facility Manager (CFM) Certification from the International Facility Management Association (IFMA) required within 1-year of hire
• OSHA 30 Hour General Industry or Construction Certification from the U.S. Department of Labor (DOL) preferred
• Facilities Management Professional (FMP) Certification from the International Facility Management Association (IFMA) preferred
• IS-700 Introduction to the National Incident Management System (NIMS) Certification from Federal Emergency Management Agency (FEMA), Emergency Management Institute (EMI), and/or a professionally accredited program or school preferred
• IS-800 National Response Framework Certification from Federal Emergency Management Agency (FEMA), Emergency Management Institute (EMI), and/or a professionally accredited program or school preferred
• Project Management Professional (PMP) Certification from the Project Management Institute (PMI) preferred
• Certified Energy Manager (CEM) Certification from the Association of Energy Engineers (AEE) preferred
• LEED Accredited Professional (LEED AP) Certification from Green Business Certification Inc. preferred

*** Must successfully pass background check ***

NOTE: The substitution of any combination of relevant and related education, training, and/or experience that provides the required knowledge, skills, and ability may be considered.
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 Year's Day - January 1st
• Day after New Year's 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
• Veteran's 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 Year's 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***

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 employee's monthly pay.

EMPLOYER MEDICAL CONTRIBUTION
Pueblo County's 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

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

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 Employee Only Employee + 1 Family
Plan Cost $823.00 $1,543.00 $2,12900
Employer Contribution $852.00 $1,428.00 $1,938.00
Employee Contribution $-29.00 $115.00 $191.00
PPO
Employee Only Employee + 1 Family
Plan Cost $889.00 $1,713.00 $2,351.00
Employer Contribution $860.00 $1,453.00 $1,969.00
Employee Contribution $29.00 $260.00 $382.00

HMO/Ded Employee Only Employee + 1 Family
Plan Cost $999.00 $1,926.00 $2,661.00
Employer Contribution $876.00 $1,484.00 $2,014.00
Employee Contribution $123.00 $442.00 $647.00

LOW HMO Employee Only Employee + 1 Family
Plan Cost $1,038.00 $2,002.00 $2,768.00
Employer Contribution $881.00 $1,495.00 $2,030.00
Employee Contribution $157.00 $507.00 $738.00

DENTAL INSURANCE - AMERITAS (optional)

Employee Only Employee + 1 Family
Plan Cost $27.00 $60.00 $91.00
Employer Contribution $7.00 $17.00 $25.00
Employee Contribution $20.00 $43.00 $66.00

VISION INSURANCE - ANTHEM BLUE CROSS/BLUE SHIELD (optional)

Employee Only Employee + 1 Family
Plan Cost $6.00 $12.00 $19.00
Employer Contribution $0.00 $0.00 $0.00
Employee Contribution $6.00 $12.00 $19.00

Note: There is no Employer Contribution to Vision Insurance

LONG TERM DISABILITY - THE STANDARD (required)
Coverage pays 60% of your wages up to $4,800 with a 90-day waiting period.
Your monthly cost = (monthly pay)/100 x 0.410

BASIC LIFE AND AD&D BENEFIT (required)
Employees are required to purchase the basic option for $3.10 , however, they may elect to purchase additional coverage.

FLEXIBLE SPENDING ACCOUNT (optional)
This benefit allows you to pay for certain expenses (medical and/or dependent care needs) with "pre-tax" dollars. You specify the dollar amount you would like deducted from your monthly paycheck (minimum of $25), then when you incur an eligible expense, you pay it. Then you submit a claim form and original receipt for reimbursement.

Note: According to IRS rules, any funds left in your FSA account(s) at the end of the year cannot be returned to you. They are considered "use or lose" funds.


ADDITIONAL INSURANCES/BENEFITS (optional)

• Optional Life Insurance
• Spouse/Dependent Life Insurance
• Other Self-Funded Retirement Plans

*** These are post-tax benefits. ***


For hiring related questions, please contact WPC - Workplace Policy & Compliance; HR Staffing at:
View email address on click.appcast.io
For benefits related questions, please contact TPS - Talent & People Services; HR Benefits at:
View email address on click.appcast.io
01


Do you have a High School Diploma or GED equivalency?

• Yes
• No

02


Do you have a Bachelor's Degree in Facilities Management, Construction Management, Property Management, Engineering, Architecture, or a closely related field?

• Yes
• No

03


Do you have a Master's Degree in Facilities Management, Construction Management, Property Management, Engineering, Architecture, or a closely related field?

• Yes
• No

04


Do you have a minimum of eight (8) years or more of substantial experience in facilities management, construction management, building operations, maintenance, or a related field?

• Yes
• No

05


Do you have a minimum of five (5) years or more of Supervisory or management experience leading facility maintenance, operations, or related programs?

• Yes
• No

06


Do you have a minimum of seven (7) years or more of experience in general building trades, including HVAC, electrical, plumbing, mechanical systems, and preventive maintenance?

• Yes
• No

07


Do you have a minimum of four (4) years or more of supervisory experience in local, state, or federal government?

• Yes
• No

08


Do you have a minimum of one (1) year or more of coursework or other qualifications in data analysis, Structured Query Language (SQL), and the use of facilities management software to generate meaningful reports for management and leadership?

• Yes
• No

09


Will you have a valid driver's license at the time of application AND agree to have a valid Colorado driver's license within 60-days of hire?

• Yes
• No

10


Do you have a current and valid ICS-100 Introduction to the Incident Command System Certification from Federal Emergency Management Agency (FEMA), Emergency Management Institute (EMI), and/or a professionally accredited program or school?

• Yes - current and valid
• No - willing to obtain within 6-months of hire
• No

11


Do you have a current and valid ICS-200 Basic Incident Command System for Initial Response Certification from Federal Emergency Management Agency (FEMA), Emergency Management Institute (EMI), and/or a professionally accredited program or school?

• Yes - current and valid
• No - willing to obtain within 6-months of hire
• No

12


Do you have a current and valid Certified Facility Manager (CFM) Certification from the International Facility Management Association (IFMA)?

• Yes - current and valid
• No - willing to obtain within 1-year of hire
• No

13


Do you have an OSHA 30 Hour General Industry or Construction Certification from the U.S. Department of Labor (DOL)?

• Yes
• No

14


Do you have the Facilities Management Professional (FMP) Certification from the International Facility Management Association (IFMA)?

• Yes
• No

15


Do you have the IS-700 Introduction to the National Incident Management System (NIMS) Certification from Federal Emergency Management Agency (FEMA), Emergency Management Institute (EMI), and/or a professionally accredited program or school?

• Yes
• No

16


Do you have the IS-800 National Response Framework Certification from Federal Emergency Management Agency (FEMA), Emergency Management Institute (EMI), and/or a professionally accredited program or school?

• Yes
• No

17


Do you have a Project Management Professional (PMP) Certification from the Project Management Institute (PMI)?

• Yes
• No

18


Do you have a Certified Energy Manager (CEM) Certification from the Association of Energy Engineers (AEE)?

• Yes
• No

19


Do you have the LEED Accredited Professional (LEED AP) Certification from Green Business Certification Inc.?

• Yes
• No

Required Question