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

Job Qualifications

Education:

• 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.

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.

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’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’s talent acquisition team and any questions can be answered by PERA’s Investment Administration team.

Why Work at PERA

Colorado PERA offers more than a traditional pension career. We are a mission-driven organization with a growing focus on technology and modernization. Employees have the opportunity to do meaningful work with a real impact on over 700,000 members. From enhancing digital tools and member experiences to supporting major enterprise initiatives, employees are part of meaningful, future-focused work that blends public service with innovation. We take pride in our inclusive culture, career development opportunities, and our consistent recognition as a Top Workplace based on employee feedback. PERA is a place to connect, contribute, and be part of something bigger.

A Culture That Cares

At PERA, leveraging employee strengths and supporting strong engagement are the foundations of our culture. Employees are encouraged to grow through development opportunities and internal career movement, while also being part of an organization where people feel respected, informed, and included. Collaboration is encouraged across teams, allowing employees to learn from one another and contribute in ways that maximize their unique skills. We strive to foster an environment where employees can do their best work and feel supported by the people around them

An Employer that Invests in You

PERA invests in our employees in ways that matter; from comprehensive benefits and generous paid time-off to thoughtful everyday amenities that enhance the office experience. Employees are encouraged to continue learning through training, mentoring, and development at every stage of their careers. We champion a workplace where people feel valued, inspired, and equipped to grow.

Join Us
If you’re energized by meaningful work, motivated by an organization that evolves with a changing world and looking for an employer that invests in you, then consider joining PERA’s team. Learn more about careers at PERA at copera.org/careers.

Position Title: Chief Human Resources Officer
Division: Executive Offices
Reports to: Deputy Executive Director
Job Status: Full-time, Exempt
Salary: $240,000.00 to $300,000.00 Annual, Commensurate with experience
Posting Dates: 05/15/2026 to 05/31/2026