Qureos Mentor

Colorado Public Employees' Retirement Association

<div>Summary of Job Responsibilities 
The Workforce and Talent Development Specialist is responsible for empowering employee growth by designing, developing, and implementing impactful learning programs that enhance skills, knowledge, and performance. Through tailored initiatives, this role supports the continuous professional development of the workforce and aligns learning strategies with organizational objectives.
Essential Duties and Responsibilities 
Employees are held accountable for all duties of the job. Individuals must be able to perform these duties with or without reasonable accommodations.<ul><li>
Collaborates with the Human Resources Director to translate organizational goals and strategic priorities into learning requirements, development experiences, and curriculum design.</li><li>
Participates in the new-hire onboarding experience including but not limited to Blueprint and CORE to strengthen culture assimilation, increase early engagement, and accelerate knowledge transfer.</li><li>
Continuously evaluates the effectiveness of new-hire programs and adapts content, delivery, or timing based on feedback, business needs, and outcomes.</li><li>
Administers the Performance Development and Learning Management System (Achieve), serving as a system administrator and subject-matter expert to support processes such as goal setting, performance appraisals, training assignments, content creation, and reporting.</li><li>
Curates and tailors accessible learning content within the LMS, generating new materials and recommending high-quality external resources to meet evolving organizational needs.</li><li>
Leads the Pathways Retirement Education Program, overseeing program design, content updates, facilitation support, and continuous improvement.</li><li>
Designs and develops learning content and determines the optimal mix of instructor-led, hands-on, and multimedia learning approaches that align with talent needs and business requirements.</li><li>
Partners with the HR Director to build leadership capability by developing tools, resources, and learning experiences that support leader knowledge, growth, and performance.</li><li>
Provides CliftonStrengths coaching to individuals and teams to enhance self-awareness, leverage strengths, and improve collaboration and performance.</li><li>
Serves as an engagement champion by coordinating employee engagement survey administration and facilitating post-survey action planning and follow-up.</li><li>
Administers the Mentoring Program, including conducting information sessions, pairing participants, coordinating meetings, and supporting follow-through.</li><li>
Supports administration and facilitation of the leadership and related programs.</li><li>
Oversees the InFre continuing education program, ensuring accurate coordination, administration, and participant support.</li><li>
Participates in budgeting, monitoring expenditures, and tracking budget utilization.</li><li>
Contributes to succession planning and workforce planning efforts by supporting capability assessments, identifying skill gaps, assisting with readiness evaluations, and integrating learning solutions that strengthen the talent pipeline and future-focused workforce capabilities.</li><li>
Attends and actively participates in staff meetings and team events.</li><li>
Performs other duties as assigned.</li></ul>
Job Qualifications<ul><li>
Proficiency in MS Office Suite</li><li>
Demonstrated ability to work effectively with employees and leadership
</li><li>Demonstrated problem-solving skills, attention to detail and focus on quality</li><li>
Demonstrated ability to self-direct work including the ability to set priorities, organize work, meet deadlines and communicate issues in a timely manner</li><li>
Ability to balance efficiency with quality</li><li>
Demonstrated ability to learn and effectively utilize new software and technologies quickly</li><li>
Experience and demonstrated ability to participate in a team environment to complete project work</li><li>
Ability to maintain consistent performance and follow-through even when balancing multiple priorities and shifting demands</li></ul>
See leveling guide
Working Conditions 
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.<ul><li>
Standard office environment with frequent telephone communication, computer operation, and other office productivity machinery, such as a copy and printer machine.
</li><li>Occasional moving and positioning supplies in excess of 20 pounds</li><li>
All employees are expected to present themselves in a professional manner in alignment with the financial services industry</li><li>
Ability to sit for prolonged periods of time</li><li>
Ability to operate standard PC equipment</li><li>
Ability to manage frequent deadlines and tight schedules</li></ul>
Hybrid Work Option<ul><li>
Opportunity to work from home up to two days per week. Eligibility dependent upon factors detailed in PERA's Work from Home Policy.</li></ul>
Workforce and Talent Development Specialist II and Workforce and Talent Development Senior Specialist requirements include those of the preceding level or levels.<div><div> 
Specialist I 
Specialist II 
Senior Specialist</div><div> 
Scope and complexity of work<div> 
Partners with HR Director in assessing learning and development needs through surveys, interviews, observations, and basic data gathering.
Documents current state of workforce talent, desired end state, and identified gaps in a clear and organized manner.
Creates, organizes, and delivers training using established materials and templates. This includes but is not limited to Blueprint, CORE, LEAD, Pacesetters and other ad hoc training sessions to all levels within the organization.
Contributes to the design of training solutions based on defined requirements.
Develops or updates training guides, manuals or other learning materials.
Maintains accurate training records and LMS data.
Administers the application process for LEAD Pacesetter and LEAD programs. Oversees the logistics of the program in collaboration with the HR Coordinator.
Participates in employee engagement efforts.
Demonstrates foundational facilitation, instruction, and classroom leadership skills. 
</div><div>Independently partners with managers and teams to assess learning needs; builds relationships that support major L&amp;D initiatives.
Translates complex business requirements into competency and capability-building talent needs.
Conducts thorough needs analyses, identifying current vs. future state capability gaps and recommending targeted interventions.
Designs and develops training programs in collaboration with subject matter experts, ensuring accuracy and business relevance.
Collaborates with stakeholders to enhance and modernize the onboarding experience.
Contributes to content creation and facilitation for LEAD and LEAD Pacesetter; leads portions of program delivery.
Actively identifies innovative approaches to strengthen engagement, learning accessibility, and employee experience.
Provides LMS (Achieve) administration support, troubleshooting, reporting, and content configuration with increasing independence.
Supports mentoring, engagement, and strengths-based programs with limited guidance.
Participates in workforce planning and succession planning activities by collecting data, mapping capability needs, and identifying skill gaps.</div><div> 
Leads the strategy for talent development, performance development processes, and capability-building programs, aligning efforts with organizational goals.
Collaborates with Executive Leadership and other stakeholders to ensure L&amp;D strategy supports business priorities, culture, succession planning, and workforce planning outcomes.
Creates multi-year learning roadmaps, including budget recommendations, resource planning, and phased implementation plans.
Anticipates and forecasts organizational capability needs and develops scalable programs to close future skill gaps.
Leads the design and evolution of new-hire onboarding experiences to ensure cultural alignment, workforce readiness, and organizational cohesion.
Conducts advanced program evaluations (onboarding, leadership development, engagement, strengths) and drives continuous improvement based on data.
Provides strategic insights to enhance employee engagement, knowledge transfer, organizational capability, and learning culture.
Facilitates LEAD and LEAD Pacesetter programs; may train others to facilitate.
Serves as a lead strategist for engagement, mentoring, and strengths-based development programs.
Serves as a key contributor to succession planning and strategic workforce planning by advising on capability readiness, learning pathways, skill mapping, and development strategies.
Acts as a strategic advisor to leaders, elevating L&amp;D maturity and organizational effectiveness.</div></div><div> 
Education<div> 
Bachelors Degree preferred or in a related field, or any equivalent combination of education and/or experience 
</div><div>Bachelors Degree preferred or in a related field, or any equivalent combination of education and/or experience 
</div><div>Bachelors Degree preferred or in a related field, or any equivalent combination of education and/or experience 
</div></div> 
<div>Experience<div> 
At least 1-3 years experience training or supporting adult learners.
Basic understanding of competency models, facilitation, and learning design. 
</div><div>3 + years experience in learning and development or a closely related field.
Proven experience performing in-depth analyses and designing learning solutions in a variety of modalities. 
</div><div>4-6+ years experience of corporate learning/training experience with evidence of increasing responsibility.
Experience designing and implementing enterprise-level learning, onboarding, and leadership programs.</div></div><div> 
Skills<div> 
Strong written and verbal communication skills.
Ability to translate ideas into clear learning content.
Ability to research training options and evaluate alternatives.
Strong interpersonal skills and professionalism when interacting with diverse audiences.
Basic facilitation and presentation skills.</div><div> 
Strong analytical and problem-solving skills.
Demonstrated ability to design content with limited guidance using research and SME input.
Strong facilitation and presentation capabilities.
Applies adult learning theory and instructional design concepts.
Independently supports LMS (Achieve), SharePoint, Gallup tools, Captivate, and PERA systems as needed.
Proficient in PERA systems and processes and able to translate those into training resources (preferred).
Maintains awareness of system updates and ensures training materials are current.</div><div> 
Expert proficiency with organizational systems, tools, and platforms related to L&amp;D programs.
Ability to adapt communication style to various audiences, including executives.
Strong consultative and influencing skills.
Skilled facilitator capable of leading high-impact sessions and coaching others to facilitate.
Strategic thinking and the ability to integrate data, insights, and organizational goals into development strategies.
Experience with succession planning and workforce planning at the organizational level. 
</div></div> 
<div>Knowledge<div> 
Exposure to or growing proficiency in LMS (Cornerstone products preferred), SharePoint, and instructional design tools.
Working knowledge of Gallup's Q12 Model.
CliftonStrengths certified or willing to become certified within 6 months.
Basic awareness of PERA systems and processes.</div><div> 
Working knowledge of adult learning theory and instructional design frameworks.
Experience supporting engagement efforts, including State of the Team and Action Planning sessions.
Actively pursues additional training to strengthen capabilities in role.</div><div> 
Recognized subject-matter expert in L&amp;D programs, systems, and capability-building.
Broad understanding of PERA&rsquo;s operations and how L&amp;D supports organizational performance.
Pursues advanced training in L&amp;D, leadership development, workforce planning, change management, or related areas.</div></div><div> 
Leadership 
N/A<div> 
Mentors and trains new team members.
Serves as a role model for newer or less experienced staff.
Participates in cross-functional training sessions and supports new employee orientation</div><div> 
Provides leadership to project teams and division initiatives.
Acts as a coach, mentor, and change agent for the organization.
Influences stakeholders at all levels to support L&amp;D strategy and organizational priorities. 
</div></div> 
<div>Additional Requirements 
Complete understanding of how HR and L&amp;D interface with all other PERA departments; able to advise leaders on development implications of organizational changes.</div> 
</div>
Interested Candidates: 
Complete the employment application online at https://www.copera.org/careers. Please have copies of your resume and cover letter available to upload. Please review the following questions. You will be asked for a response to these as part of your application:<ul><li>
Describe a time in your work history when priorities continued to shift. What did you do? What impact did your actions have on the outcome or results?</li><li>
Describe a recent experience in which you have collaborated closely with teammates. How did you contribute to the team&rsquo;s effectiveness? What did you learn about yourself when working with others?</li><li>
Consider a time when a work situation did not go as planned. What happened? How did you respond? How did the experience influence your approach moving forward?</li></ul>
Job Description Disclaimer
This job description is not designed to cover or contain a comprehensive listing of activities, duties, or responsibilities that are required of an employee. Duties, responsibilities, and activities may change or be assigned with or without notice.
Unfortunately, at this time, PERA cannot consider candidates that require sponsorship (now or in the future), or are located outside of the US.
All Colorado PERA employees are subject to PERA&rsquo;s Ethics Policy and some employees are subject to the Personal Trading Policy. These policies include restrictions on outside business activities and employment and have certain requirements on personal trading. You may request copies of these policies from PERA&rsquo;s talent acquisition team and any questions can be answered by PERA&rsquo;s Investment Administration team.
About Colorado PERA
Looking for a career where you can make a difference? Colorado PERA offers benefit services to public employees across Colorado, including teachers, state troopers, snowplow drivers, correctional officers and many others who provide valuable services. As Colorado&rsquo;s largest pension plan, we serve and educate over 700,000 members who are former and current public employees.
At PERA you will earn more than a paycheck. PERA is a culture where you can grow your potential and work in an inclusive environment, where diverse perspectives are valued. We hire exceptional employees and recognize that our people are our best asset. Not only do we make sound investments for our members, PERA invests in our employees&rsquo; growth through training and leadership opportunities.
To promote wellbeing, we offer hybrid or flexible working options for most roles and a total rewards and benefit program including health, dental and vision coverage - eligibility starts the first day of the month following the date of hire for most plans; generous paid time off and volunteer hours; pension and retirement plans, including PERA&rsquo;s defined benefit plan, 457 defined contribution plan, and 401(k) employer match, as applicable; tuition assistance; free, convenient on-site parking or RTD subsidy; free on-site fitness center to stay active; employee assistance program; training, leadership and mentoring programs and more. PERA is a Public Service Loan Forgiveness qualifying employer.
To learn more about life at PERA, watch this video or visit www.copera.org/careers.
Position Title: Workforce Talent Development Specialist I or Il 
Division: Human Resources 
Reports to: Director of Human Resources 
Job Status: Full-time, Exempt 
Salary: $65,000.00 to $85,000.00 Annual, Commensurate with experience 
Posting Dates: 12/30/2025 to 01/18/2026</div>

Workforce and Talent Development Specialist I or II

Join Colorado Public Employees' Retirement Association and explore 1   exciting career opportunities. They're hiring for various roles with options for remote or on-site work. Apply today and become part of their innovative team.

Colorado Public Employees' Retirement Association

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Workforce and Talent Development Specialist I or II