Chief Human Resources Officer

Summary Of Job Responsibilities

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.

IDEAL CANDIDATE

The ideal candidate is a strategic, forward-thinking HR executive with deep expertise across human resources functions, including workforce planning, talent management, organizational development, and compliance. They are a trusted advisor to executive leadership and the Board, aligning people strategies with organizational priorities while fostering a high-performing, equitable, and inclusive culture. This leader combines vision with execution—designing and implementing effective HR programs that enhance organizational effectiveness and support PERA’s mission. They lead with integrity, emotional intelligence, and a commitment to continuous improvement, and they inspire confidence through their ability to build strong relationships, navigate complexity, and drive meaningful, sustainable organizational outcomes.

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.

• 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.
  
  

Supervisory Duties

• 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.
  
  

Other Duties/Responsibilities

• Performs other duties as assigned
  
  

Education

Job Qualifications

• Bachelor’s degree in Human Resources, Public Administration, Business Administration, Organizational Development, or a related field required.
• Master’s degree or advanced HR certification (e.g., SHRM-SCP, SPHR) preferred.
  
  

Experience

• 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.
  
  

Knowledge, Skills & Abilities

• 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)
  
  

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.

• Standard office environment with frequent telephone communication, computer operation, and other office productivity machinery, such as a copy and printer machine.
• Occasional moving and positioning supplies in excess of 20 pounds
• All employees are expected to present themselves in a professional manner in alignment with the financial services industry
• Ability to sit for prolonged periods of time
• Ability to operate standard PC equipment
• Ability to manage frequent deadlines and tight schedules
  
  

Hybrid Work Option

• Opportunity to work from home up to two days per week. Eligibility dependent upon factors detailed in PERA's Work from Home Policy.