Chief Human Resources Officer

Colorado Public Employees' Retirement Association•Denver, CO

2d•$240,000 - $300,000•Hybrid

About The Position

The Chief Human Resource Officer (CHRO) provides strategic leadership and direction for all human resources (HR) functions within the Colorado Public Employees’ Retirement Association (PERA). This role is responsible for designing and implementing HR strategies, programs, and policies and procedures that support PERA’s mission, enhance organizational effectiveness, and promote a high-performing, equitable, and inclusive culture. The CHRO serves as a key advisor to the Chief Executive Officer/Executive Director and executive leadership on workforce planning, talent management, organizational development, compensation, benefit management, and compliance with federal, state and local employment laws and regulations. Responsible for advising and reporting to the Board of Trustees (Board) and related Committees on HR-related issues, including but not limited to staffing, compensation, succession and workforce planning, and employee development efforts.

Requirements

Bachelor’s degree in Human Resources, Public Administration, Business Administration, Organizational Development, or a related field required.
Minimum 10–15 years of progressively responsible HR experience, with at least 5 years in a senior leadership role.
Experience working in a government agency, public pension fund, investment banking, public retirement organizations, or regulated public sector environment strongly preferred.
Demonstrated experience leading HR strategy, employee relations, organizational development, and major change initiatives.
Experience directing a comprehensive benefits package, from procurement through administration.
Experience managing a budget and advising on personnel-related budget items.
Experience directing a robust Learning & Development program.
Strong understanding of employment laws, HR best practices, compensation and benefits, organizational development, and employee relations.
Proven ability to build and lead high-performing teams.
Demonstrated skills in strategic planning, communication, and executive advising.
Ability to handle sensitive issues with discretion and sound judgment.
Knowledge of legal and regulatory restrictions on the use of AI tools for certain HR activities, as well as experience leveraging AI tools and leveraging emerging technologies where appropriate to improve workflows, outcomes, and enhance productivity and efficiency.
Experience working with and managing HR Information Systems (HRIS)

Nice To Haves

Master’s degree or advanced HR certification (e.g., SHRM-SCP, SPHR) preferred.

Responsibilities

Develop and execute a comprehensive human resources strategy aligned with PERA’s strategic plan, operational goals, and fiduciary responsibilities.
Lead all HR functional areas, including talent acquisition, workforce planning, position classification and compensation, including performance award and incentive compensation plans, payroll, and employee relations, performance management, benefits administration, training and development, and HR compliance.
Provide counsel to executive leadership on organizational structure, succession planning, compensation, performance and incentive pay, and workforce optimization.
Oversee the administration of PERA’s compensation and comprehensive benefits programs to include leaves, health insurance, professional development, and other employee programs, ensuring competitiveness and alignment with the Board’s compensation philosophy, and recruitment and retention of highly qualified talent.
Ensure compliance and proper administration of federal, state, and local employment laws, and pension-related regulations. This includes, but is not limited to, ensuring proper administration of and compliance with Family Medical Leave Act (FMLA), Protecting Opportunities and Workers’ Rights (POWR), Family and Medical Leave Insurance (FAMLI), Equal Pay Act, Workers Compensation, Short- and Long-term Disability (STD/LTD), Americans with Disabilities Act (ADA).
Promote and support leadership to build a culture of employee engagement, accountability, and community and belonging both within the HR division and at an enterprise level.
Design and develop an organization-wide training and development program that supports a learning organization that enables staff and leadership development, ensures compliance with legal requirements and best practice by leadership, and contributes to a highly engaged and competent workforce.
Identify and mitigate organizational risks related to HR functional areas.
Coordinate with the Legal Division and General Counsel regarding potential litigation risks, employment-related lawsuits, and ensure compliance with federal, state, and local labor laws.
Provide counsel to leadership on employee relations, conflict resolution, terminations, and other sensitive issues.
Coordinate with the Legal Division on these matters as appropriate.
Coordinate with Change Management Division on initiatives related to policy revisions, professional development, changes in organizational structure, and succession planning.
Oversee the HR team and encourage ongoing development, training and a focus on service to the organizational business activities.
Monitor HR metrics and provide analytical insights to inform decision-making and improve organizational performance.
Oversee HR technology systems to ensure efficiency, accuracy, data security, and user-friendly processes.
Contribute data and analysis, as needed, for organization-wide budgeting process.
Develop and manage HR budgets.
Provides leadership, direction, and oversight to the Human Resources team, including managers and staff across functional areas such as talent acquisition, employee relations, benefits, workforce and talent development, Payroll, and HR operations.
Establishes clear goals and expectations, fosters professional development, and ensures accountability for achieving strategic and operational objectives.
Builds and maintains a high-performing, collaborative team culture aligned with PERA’s values, emphasizing equity, inclusion, and continuous improvement.
Oversees staffing, performance management, succession planning, and resource allocation within the HR function to support organizational priorities.
Performs other duties as assigned