Chief Administratve Officer

Pueblo County Colorado

Pueblo, CO

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JOB DETAILS

SALARY

$160,000–$165,000 Per Year

SKILLS

Accidental Death and Dismemberment (AD&D), Administrative Management, Analysis Skills, Budget Management, Budgeting, Business Administration, Cadence, Change Management, Channel Strategies, Child Protection/Welfare, Course Coordination, Dental Insurance, Disciplinary Action, Emergency Response, Fast Food, Finance, Fitness, Flexible Spending Accounts, Government, Head of Finance, Health Insurance, Health Plan, Human Resources, Industrial Relations, Internet Security, Leadership, Lean Six Sigma, Legal, Maintain Compliance, Needs Assessment, Nonprofit, Operations Management, People Management, Plan Meetings, Political Science, Problem Solving Skills, Process Improvement, Procurement Software, Project Management Professional (PMP), Project Tracking, Project/Program Management, Public Administration, Purchasing/Procurement, Reporting Skills, Retirement Plan, Risk, Risk Analysis, SPHR (Senior Professional in Human Resources), Six Sigma Certification, Social Work, Society for Human Resource Management (SHRM), Staff Policies, Staff Requirements, Staff Training, Time Management, Training/Teaching, Vehicle Fleets, Vision Plan, Workforce Planning

LOCATION

Pueblo, CO

POSTED

30+ days ago

Chief Administratve Officer

Salary

$11,558.00 - $17,335.00 Monthly

Location

Pueblo, CO

Job Type

Full Time

Job Number

02827

Department

County Commissioners

Opening Date

05/01/2026

Closing Date

5/17/2026 11:59 PM Mountain

FLSA

Exempt

Bargaining Unit

N/A

Description
Benefits
Questions

POSITION SUMMARY

Serves as the County's Chief Administrative Officer (CAO), strategic partner, and advisor to the Board of County Commissioners (BOCC) by providing independent, source-attributed analysis and recommendations within the incumbent's functional domain, elevating enterprise risks and tradeoffs, and supporting timely, transparent Board decision-making and implementation consistent with adopted policy and delegated authority. The CAO is the enterprise integrator responsible for day-to-day cross-department execution and ensuring BOCC direction is implemented through coordinated action, removal of operational blockers, and transparent reporting. Operates within a C-suite peer model in which the Chief Financial Officer (CFO), Chief Human Resources Officer (CHRO), Chief Technology Officer (CTO), and Chief Legal Officer (CLO) maintain independent authority over standards, risk, and enterprise platforms in their domains; the CAO drives implementation by coordinating accountable owners and timelines while respecting those independent controls.

Although the full pay range of the position is provided, the anticipated starting range is projected to be $160,000 - $165,000 annually*

WHAT YOU WILL DO

Exercises direct, first-level supervision of positions, employees, operations, and activities. Includes coordinating staff training, assigning and reviewing work, 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 and approving staff timesheets.
Translates BOCC direction into executable implementation plans that identify accountable owners (typically the relevant Department Director or EO), milestones, decision points, dependencies, and measurable outcomes; monitors progress and elevates exceptions. Establishes and runs an enterprise execution cadence (cross-department coordination meetings, issue-resolution sessions, milestone reviews) to ensure BOCC priorities advance on schedule and within constraints. Identifies cross-department constraints and risks (resource conflicts, sequencing issues, procurement timing, technology dependencies, workforce impacts, legal risk) and convenes the right parties to develop options; escalates unresolved matters to the BOCC with documented alternatives and impacts. Maintains an enterprise implementation tracker for BOCC-directed initiatives and projects, providing routine status updates and flagging items that require BOCC action or C-suite control/enablement decisions.
Partners with the CFO to align implementation plans with budget constraints and to ensure financial impacts/assumptions are reviewed by Budget & Finance; the CAO does not replace the CFO's technical finance responsibilities.
Partners with the CHRO on workforce planning, classification, labor relations considerations, and personnel policy impacts necessary to execute BOCC direction, consistent with BOCC policy and law.
Partners with the CTO to ensure technology enablement and cybersecurity requirements are integrated into execution plans and that dependencies are surfaced early.
Partners with the Chief Legal Officer/County Attorney to ensure legal review, risk assessment, and statutory compliance needs are identified early and addressed through proper legal channels.
Provides the BOCC routine implementation reporting, including milestone status, risks, resource constraints, and decisions needed to unblock progress. Coordinates preparation of decision-ready materials when BOCC action is required, ensuring source attribution and that accountable departments/EOs present their operational recommendations directly to the BOCC. Does not serve as the exclusive channel for directors or elected officials to communicate with the BOCC.
Coordinates contracting/procurement for CAO-supervised functions in compliance with BOCC procurement policies and signing authority limits; exercises any signing authority only to the extent delegated by BOCC policy/resolution and provides required reporting.
Represent the County at meetings as directed by the BOCC.
Perform other duties as appropriate or necessary for the performance of the job.

WHAT YOU HAVE

EDUCATION:

Bachelors Degree from an accredited four-year college or university in Business Administration, Public Administration, Management, Political Science, or related field. Required

EXPERIENCE:

Minimum of Ten (10) years or more progressively responsible leadership and operations management experience and/or state/local board or commission experience that includes high-level problem solving, regular contact with elected officials, and oversight of complex initiatives. Required
Minimum Three (3) years or more experience in a supervisory capacity, supervising manager-level employees or higher. Required

SPECIAL REQUIREMENTS:

Senior Certification in ONE of the following from an accredited program or course: Public Management, Process Improvement, People Strategy, Project Management, or Change Management (e.g., International City/County Management Association - Credentialed Manager (ICMA-CM), Senior Professional in Human Resources (SPHR)/SHRM Senior Certified Professional (SHRM-SCP), Project Management Professional (PMP), Lean/Six Sigma, Certified Change Management Professional (CCMP)) upon hire. Required upon hire

PREFERRED QUALIFICATIONS:

Master's Degree from an accredited four-year college or university in Business Administration, Public Administration, Management, Political Science, or related field. Highly Preferred
Minimum of Two (2) years or more Public Sector non-profit leadership experience. Preferred
Senior Certification in TWO of the following from an accredited program or course: Public Management, Process Improvement, People Strategy, Project Management, or Change Management (e.g., ICMA-CM, SPHR/SHRM-SCP, PMP, Lean/Six Sigma, CCMP). Preferred upon hire

NOTE: For preferred qualifications, 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, including by way of example, specific experience or skill-based qualifications that may substitute for certain educational requirements, or a combination of relevant education and experience including supervisory experience.

Must successfully pass background check.

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-week Paid Parental Leave Benefits (full-time employees)

EMPLOYEE BENEFITS SUMMARY

2026 PAID HOLIDAYS

New Years Day - January 1st
Day after New Years 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
Veterans 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 Years 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*

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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 employees monthly pay.

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EMPLOYER MEDICAL CONTRIBUTION

Pueblo Countys 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

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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