If you manage HR for a warehouse in Colorado Springs, you know the holiday season hits differently here. Between the rapid growth of distribution centers along the I-25 corridor, the city’s booming construction and e-commerce sectors, and a historically low unemployment rate, finding dependable seasonal help can feel like an uphill climb.
Recently, large employers from Peterson Space Force Base to Amazon’s regional distribution hub have continued to expand operations, tightening the already competitive local labor market. Add in Colorado Springs’ unique mix of small family-owned warehouses and national logistics players, and it’s easy to see why hiring reliable seasonal staff is more challenging than ever.
However, for those who plan, it’s also a tremendous opportunity. Seasonal warehouse staffing isn’t just about filling shifts; it’s about building relationships with dependable, skilled workers who can return year after year. With a bit of foresight and the right local partnerships, HR leaders can turn the holiday rush into one of the most efficient and profitable times of the year.
This guide is written for Colorado Springs HR professionals, offering practical, data-driven strategies for seasonal warehouse staffing and insights that reflect the realities of our local business climate.
Understanding the Holiday Labor Crunch
National hiring trends show how tough seasonal staffing has become. According to the U.S. Bureau of Labor Statistics, warehouse employment jumps 10–15% during Q4 as retailers and logistics companies scale up for the holidays. But with Colorado’s unemployment rate sitting below the national average, competition for qualified workers has intensified.
In 2024, major retailers like Amazon, Walmart, and UPS announced plans to hire over 100,000 temporary employees nationwide, many from the same labor pool local warehouses depend on. That means HR leaders in Colorado Springs must move faster, plan earlier, and think more creatively about how to attract talent.
A 2023 National Retail Federation survey found that 61% of employers struggled to fill hourly warehouse roles during the holiday rush, citing competition for talent and higher burnout rates among returning seasonal workers. In Colorado Springs, where population growth has fueled both opportunity and labor scarcity, these trends are especially relevant.
Step 1: Forecast the Season Before It Starts
Before posting new jobs or calling agencies, take a data-first approach. Look back at last year’s metrics:
- When did your volume spike the most?
- Which departments struggled to keep pace?
- How many temporary workers did you bring on — and how many stayed through the whole season?
Combining last year’s numbers with current sales forecasts gives you a clear baseline. You can estimate not just how many people you’ll need, but where you’ll need them most. This proactive approach also helps justify seasonal budgets and minimize the stress of last-minute scrambling.
Step 2: Build a Flexible Labor Mix
Colorado Springs’ workforce has a unique rhythm. Between the city’s strong military presence, local college students seeking short-term work, and gig economy flexibility, HR leaders can tap into diverse labor sources.
The best strategy is a blended workforce model, combining:
- Your existing team — offer overtime or shift bonuses to reward loyalty.
- Returning seasonal staff — people who’ve worked past holiday seasons often need minimal onboarding.
- Local labor partners — for pre-screened, reliable workers who can start quickly.
Partnering with a local labor solution like Laborjack can make the difference between reacting to a crisis and running a smooth operation. Because they’re based in Colorado, they understand local market dynamics wage expectations, commute distances, and even weather patterns that can affect scheduling.
Step 3: Simplify Onboarding and Retention
When you bring in temporary workers, your onboarding process needs to be short, structured, and effective. Start with:
- A 1-hour orientation covering basic procedures and safety.
- Visual aids (charts, signage) to help workers navigate the warehouse independently.
- A “buddy system” for the first few days to reinforce training.
A LinkedIn Workplace Learning Report found that structured onboarding boosts early retention by 50%, and for seasonal workers, that’s the difference between a productive hire and a costly replacement. A well-trained seasonal employee may even become one of your best long-term hires.
Step 4: Keep Safety and Morale Front and Center
The holidays can test even your best team’s endurance. Long hours and higher order volumes increase fatigue and risk. Keep safety top of mind with daily 5-minute huddles focused on one actionable reminder, from lifting posture to pallet safety.
At the same time, recognize that morale matters just as much as metrics. A simple lunch on Fridays, small “shout-outs” for top performers, or even team contests can keep spirits high. When workers feel appreciated, they show up consistently — and often refer their friends.
Step 5: Measure What Worked (and What Didn’t)
After the rush, evaluate your success using measurable data:
- Retention rate of seasonal hires
- Overtime hours vs. temporary hours
- Error rates before and after onboarding
- Productivity by department or shift
By capturing these metrics now, you’ll have a data-driven roadmap for next season — one that helps you forecast labor needs more accurately and identify which partnerships delivered the most consistent results.
The Springs Advantage: Local Insight, Local Talent
Colorado Springs continues to evolve as a logistics hub for the Front Range, offering proximity to Denver, Pueblo, and regional distribution corridors. But that growth also means tighter competition for labor.
That’s why HR leaders who invest in local partnerships have the upper hand. Providers like Laborjack specialize in connecting businesses with reliable, short-term workers who are already screened and ready to work, allowing warehouses to meet demand without losing time on recruiting or paperwork.
Seasonal warehouse staffing in Colorado Springs doesn’t have to be a scramble. With thoughtful forecasting, flexible hiring strategies, and an emphasis on training and morale, HR leaders can turn their busiest season into their best-performing one.
The key is planning early and partnering smartly. In a city known for its strong work ethic, community ties, and expanding logistics scene, the right people are out there. You just need a reliable way to find them.
