Anticipated Term Duration: September 2026 – January 2028
El Paso County is seeking a Human Resources Coordinator - Limited Term to help deliver programs, services, and support that create an exceptional employee experience.
This limited-term position is anticipated to run from September 2026 through January 2028 and offers the opportunity to coordinate HR activities, support employee programs, maintain records and systems, prepare important documentation, and serve as a trusted resource for employees, leaders, and applicants. Every day brings opportunities to solve problems, build relationships, and support the workforce that serves our community.
The ideal candidate is organized, adaptable, and service-oriented, with strong communication skills and a commitment to accuracy. They enjoy collaborating with others, learning new processes, managing competing priorities, and finding satisfaction in helping both people and programs succeed.
If you're seeking an opportunity to build your HR experience, contribute to meaningful work, and gain valuable public-sector experience through this anticipated September 2026 through January 2028 assignment, we'd love to hear from you.
Hiring Rate: $65,000.00 annually
This position has an anticipated work schedule of Monday – Friday, 8:00am – 4:30pm; subject to change.
The Human Resources (HR) Coordinator provides administrative and operational support across multiple HR divisions, including but not limited to Talent Acquisition, Employee Benefits, Employee Relations, Risk Management, Organizational Development, and Compensation. This position plays an integral role in ensuring smooth day-to-day operations and may be assigned to one or more divisions based on departmental needs. The HR Coordinator performs a wide range of duties involving data management, communication with employees or other stakeholders, scheduling, record-keeping, and assisting with the implementation of HR processes, programs, and initiatives. Employment is subject to the terms, conditions, and policies detailed in the Personnel Policies Manual (PPM). This position requires regular in-person presence as an essential job function.
- Coordinates and facilitates human resources functions throughout the employment lifecycle. Updates and maintains HR records, databases, systems, and HR processes/standard operating procedures. Inputs, changes, and updates information and records promptly, ensuring data integrity, accuracy, completeness in compliance with organizational policies and procedures. Tracks relevant data and compiles reports as requested.
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Organizes, generates, prepares, and/or reviews documents, forms, packets, or brochures and routes them to the appropriate parties, ensuring adherence to applicable laws, policies, and procedures.
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Prepares Personnel Change Request (PCR) forms for personnel actions and payroll changes, applicable to the HR division responsible for completion.
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Provides exceptional customer service, both internally and externally, regarding inquiries related to assigned HR functional area. Prepares correspondence and provides accurate and detailed information. Answers and directs incoming communication, including greeting and assisting visitors. Answers human resources-related questions and escalates to appropriate divisions/departments as needed.
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As assigned, assists with coordinating HR programs, policies, procedures, or initiatives commensurate with coordinator-level work.
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Participates in workgroups, committees, special projects, and events as requested.
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Performs other duties as required.
Division-Specific Essential Functions May Include but Not Limited to:
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Talent Acquisition: Coordinate job postings, interview scheduling, background checks, employment verifications, and onboarding and offboarding activities.
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Employee Benefits: Assist with benefits enrollment, employee communications, and vendor coordination.
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Employee Relations: Support the tracking of employee concerns, documentation of investigations, and communication of policies.
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Risk Management: Help monitor workplace incidents, maintain safety records, and support pre-employment and workers’ compensation processes.
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Organizational Development: Assist with training logistics, employee engagement activities, and performance review processes.
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Compensation: Maintain pay-related data, assist with compensation administration, and support job classification and reclassification activities.
Supervision Exercised: This classification does not have supervisory authority and requires no supervision or direction of others.
Supervision Received: Receives intermittent supervision. This classification normally performs the job by following established standard operating procedures and/or policies. Regular direction, guidance, and coaching from supervisor is expected. There is a choice of the appropriate procedure or policy to apply to duties. Performance reviewed periodically.
Duties are primarily performed in an office and remote work environment dependent upon Department discretion and business needs.
The classification specification above is intended to describe the general nature of work, key responsibilities, and minimum qualifications. Minimum qualifications reflect the baseline experience required for the classification. Departments may establish additional or preferred qualifications to address operational needs, assignment complexity, and specialized functions, provided such qualifications are job-related, consistent with the intent of the classification, and as approved by the Human Resources department. Specific job assignments, duties, education, experience, licenses/certifications, and working conditions may vary based on the department or office's needs and the requirements of the assigned position. Changes to this classification specification may only be made by the Human Resources Department.
