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Human Resources outlines staffing, training and benefits work for FY26; asks for continued support for development programs
Summary
Human Resources presented HR programs, recruitment/retention work, mandatory trainings, tuition reimbursement and staff development priorities. Director Krista Sadillo reviewed accomplishments including onboarding for elections and retention efforts; HR requested no increments and will receive CPI recommendation.
Coconino County Human Resources briefed the Board of Supervisors on May 14 about recruitment, onboarding, employee development and benefits administration as the county finalizes FY26 budgeting.
Krista Sadillo, presenting as HR director, introduced the HR team and described program areas — personnel administration, recruitment and retention, employee benefits, employee and organizational development, diversity and employee relations. She highlighted a year of operational work including onboarding more than 500 temporary poll workers for elections, processing roughly 5,000 personnel actions, expanding tuition reimbursement participation and conducting mandatory county trainings on drug/alcohol awareness and workplace harassment.
Sadillo said HR did not submit any increment requests in this cycle and will receive the county manager’s recommended 5% CPI adjustment. She emphasized a renewed business‑partner model that assigns HR business partners as single points of contact for departments and noted ongoing efforts to revitalize new‑manager orientation and “a la carte” training for staff outside multi‑week academies.
The department also signaled attention to retention and staff development: promotions within HR, supervisory development academy sessions, and three staff taking advantage of tuition reimbursement. Sadillo noted vacancies and turnover pressures and thanked Tammy Soukaviejo (consolidated accounts manager) for long service; Tammy’s last day was noted as May 16.
Supervisors praised HR’s work on onboarding, benefits and employee programs, urged a return to in‑person new employee orientation and asked about training access and digital tools. Several supervisors commended HR’s role in sustaining county operations and employee morale.
Ending: HR said priorities for FY26 include maintaining consistent staffing, enhancing onboarding and manager training, expanding wellness activities and increasing training access; the department requested continued support for tuition reimbursement and leadership development programs.
