JOB
Are you an experienced employee relations leader who thrives at the intersection of people, policy, strategy, and problem-solving? El Paso County is seeking an Employee Relations Division Manager to lead a high-impact team responsible for guiding complex employee relations matters, workplace investigations, performance management, leave and accommodation programs, and employment-related risk mitigation.
This is a unique opportunity for a collaborative and forward-thinking HR professional to influence the employee experience across El Paso County. In this role, you will directly manage three leadership positions and provide strategic direction to a division that supports departments, offices, leaders, and employees through some of the most complex and meaningful areas of human resources.
The ideal candidate is a trusted advisor, skilled communicator, careful reviewer, and steady decision-maker who can balance compassion with compliance, consistency with flexibility, and operational needs with sound employment practices. This position is well-suited for someone who enjoys listening to the workforce, developing people, improving processes, strengthening partnerships, identifying and mitigating employment-related risk, reviewing complex documents with a high degree of accuracy, and helping leaders navigate challenging workplace situations with confidence and care.
If you are ready to lead a knowledgeable team, shape employee relations strategy, strengthen organizational effectiveness, support clear and defensible employment practices, and advance a workplace culture aligned with the County’s strategic plan, vision, purpose, and values, we invite you to consider this opportunity.
Hiring Range: $130,000.00 - $150,000.00 annually
This position has an anticipated work schedule of Monday – Friday, 8:00am – 4:30pm; subject to change.
Please be advised this position may close without advance notice, should we receive a sufficient number of qualified applications.
Oversees the Employee Relations (ER) division of the Human Resources (HR) Department. Serves as a strategic resource to Departments and Offices, supporting collaborative workplace relationships, engagement, retention, and organizational effectiveness in alignment with organizational strategies, business objectives, and the County’s strategic plan, vision, purpose, and values. Provides oversight and guidance to leadership and staff on employee relations, performance management, equal employment opportunity, workplace investigations, and ER-related employment actions. Oversees leave, accommodation, disability, and modified duty programs not associated with workers’ compensation, ensuring compliance with applicable Federal, State, and Local laws. Assesses and mitigates employment-related risk through policy interpretation, consistent practices, and collaboration with the Office of the County Attorney.
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. EXAMPLE OF DUTIES
- Responsible for the planning, evaluation, and development of the Employee Relations (ER) division. Provides supervision, guidance, training, and leadership to assigned staff. Conducts performance evaluations and motivates employees to reach peak productivity and performance; participates in the hiring and disciplinary process.
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Manages the employee disciplinary and investigatory processes; meets with staff to identify and address complex problems or situations. Reviews investigatory and disciplinary-related documents and oversees the management of investigatory and employee relations files to support consistency, compliance, and defensible employment decisions.
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Maintains in-depth knowledge of legal requirements related to employee management, assesses and mitigates employment-related risk, and ensures regulatory compliance. Stays abreast of employment law changes and requirements; disseminates this information and takes action to implement as applicable. Partners with the Office of the County Attorney as needed/required.
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Manages employee leave, accommodation, and modified duty programs not associated with workers’ compensation, including, but not limited to, FMLA, ADA, USERRA, HFWA, CO FAMLI, PWFA, STD, LTD, religious accommodations, and internal County programs. Ensures the County complies with applicable Federal and State laws, regulations, and policies, and maintains awareness of legal and regulatory changes. Provides guidance to staff regarding these programs.
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Ensures processes are in place to promptly and equitably resolve complaints, inquiries, and discrepancies related to employee relations, leave, disability, accommodation, workplace investigations, and performance management programs; serves as a resource and manages related education, training, and guidance to support consistent administration and compliance with applicable laws, regulations, and policies.
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Serves as a strategic resource for Departments and Offices regarding employee relations matters, performance management, employee engagement and retention, workforce planning, training needs, and employment-related risk; collaborates with appropriate HR staff on recruitment, benefits, compensation, and other HR matters to support business strategy and organizational goals.
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Provides performance management guidance to leadership (e.g., coaching, counseling, career development, and disciplinary actions). Provides conflict resolution strategies.
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Supports County leadership and the ER division to strengthen workplace relationships and collaboration, build morale, increase engagement and retention, enhance organizational effectiveness, and foster a workplace culture aligned with the County’s strategic plan, vision, purpose, and values.
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Works with the Office of the County Attorney to respond to charges or demands from the Equal Employment Opportunity Commission (EEOC), Colorado Civil Rights Division (CCRD), or other agencies; attends mediation; and supports responses to subpoenas, preservation notices, CORA requests, litigation-related matters, and other legal requests, as directed.
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Oversees a variety of surveys and corresponding action plans for the County, departments, and offices, including employee engagement, experience surveys, and stay interviews.
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Provides consultation and interpretation to County staff related to County policies and procedures; ensures compliance with County-wide and departmental policies and State, Federal, and Local laws.
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Analyzes metrics and employee-related data to identify trends and develop solutions; compiles and disseminates reports as appropriate.
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Manages the unemployment insurance (UI) program.
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Provides guidance on business unit restructures, workforce planning, and succession planning.
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Establishes and fosters effective working relationships and strong business partnerships.
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Serves as a strategic partner and collaborates with County leadership and stakeholders to develop and implement goals, objectives, policies, priorities, and business strategies that support positive change, compliance, and achievement of organizational goals.
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Identifies and leads projects to improve service delivery methods, procedures, workflows, and resource allocation; establishes action plans, researches appropriate resources, and develops, recommends, and implements improvements in collaboration with appropriate leadership or staff.
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Assesses workforce strengths, gaps, and development needs; collaborates with leadership to support talent planning, employee development, and organizational effectiveness.
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Directs the development, maintenance, review, and continuous improvement of ER standard operating procedures (SOPs), workflows, templates, tracking tools, and documentation practices to support consistency, compliance, efficiency, and defensible decision-making.
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Manages internal reviews, audits, and quality-control processes for employee relations, investigations, leave, accommodation, modified duty, unemployment insurance, and related compliance programs.
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Oversees required employment-related reporting, employment law posting compliance, and other required reports or notices.
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Performs other duties as required.
Supervision Exercised: This classification requires managing and monitoring work performance of assigned staff, including making final recommendations on hiring and disciplinary actions, evaluating program/work objectives and effectiveness, and realigning work and staffing assignments, as needed. This classification may occasionally require director-level or above supervision in cases of absence.
Supervision Received: Receives minimal direction. This classification typically performs job duties with broad parameters defined by general organizational requirements and accepted practices. End results determine the effectiveness of job performance. SUPPLEMENTAL INFORMATION Duties are primarily performed in an office or remote work environment dependent upon Department discretion and business needs; some travel may be required.
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.