Compensation Manager / HR Specialist VI - Hybrid

Items to Note This position is only open to Colorado residents. This posting may fill more than one vacancy. Compensation Manager The Compensation Manager is responsible for managing the day-to-day operations of the compensation unit, providing recommendations to the Total Rewards Director in developing and implementing a statewide compensation strategy, and developing and implementing compensation solutions to resolve statewide issues. This position is the statewide expert on compensation. It regularly provides compensation guidance to agencies and other stakeholders. It leads the creation of the annual and quadrennial reports, collaborates with a third‑party vendor for market analysis, drafts and finalizes the reports, and presents them to stakeholder groups. It develops and delivers communications and training to organizational leaders and team members. It also oversees statewide compensation programs such as the Step Pay Program, Positions Exempt, Tuition and Professional Development Reimbursement Program, and the application of Equal Pay for Equal Work. It collaborates with other teams in the Department of Personnel and Administration and with COWINS, the certified employee organization, as needed. The Compensation Manager will lead a team, distribute work, and guide and develop compensation analysts in their day-to-day work and career goals. Duties and Responsibilities Manage Statewide Compensation Strategically plan, develop, implement, and administer statewide compensation mechanisms (e.g., pay plan, step pay program, etc.) for the personnel system composed of approximately 30,000 employees. Lead the research, recommendations, and design of the annual total compensation report. Analyze and develop job series and classifications, determine pay grades, participate in compensation surveys, and perform associated analysis. Make recommendations for statewide total rewards to align with competitive market compensation. Support the creation and may assist with or present the annual report to the Joint Budget Committee. Conduct market research, partner with third‑party consultants to make recommendations. Collaborate with the Office of Information and Technology and Central Payroll to conduct the fiscal year‑end process, ensuring pay increases are applied correctly and timely. Support labor relations negotiations and conversations around compensation. May participate and/or present in forums such as the Labor Management Committee. Plan and prepare materials for confidential and/or privileged meetings of internal stakeholders regarding compensation strategies, wage negotiations, employer‑employee relations strategy, labor issues, and management objectives. Design, automate, and maintain dynamic data models and dashboards to support executive decision‑making. Provide analytical expertise, supporting regularly occurring projects and ad hoc projects. Collect, analyze, and interpret raw data, transforming it into insights and information that lead to actionable recommendations. Communicate findings through standard methods (e.g., Excel, Email, Google Suite). Compensation Consultation and Training Provide expert consultation, solutions, and support to state agencies and stakeholders on complex compensation issues. Develop and distribute practical tools and resources to assist agencies in managing their compensation strategies. Design and implement communication and educational strategies focused on creating pay and compensation transparency within the State. Present to external stakeholders (e.g., the Joint Budget Committee, the Labor Management Committee, etc.). Subject Matter Expert in Compensation Act as the statewide subject matter expert in compensation. Understand and ensure compliance with laws, rules, statutes, and policies related to compensation (e.g., Equal Pay for Equal Work, Fair Labor Standards Act, Partnership Agreement, Colorado Revised Statutes). Review and recommend changes in rules, statutes, universal policy, technical guidance, and written materials as requested, including draft of new language with supporting documentation. Present proposals for changes to the Director for review and approval before presenting to senior leadership, if requested. Compensation Team Leadership Provide comprehensive supervision of the compensation team, including workflow assignment, review unit work product for quality and relevance, leave management, and performance evaluation. Establish annual unit goals in alignment with the division’s strategic goals and objectives; foster professional development and proactively manage conflict. Provide coaching and professional development to the team, ensuring their subject matter expertise. Minimum Qualifications Experience Only: At least nine (9) years of relevant experience in compensation, which must include at least two years of experience supervising staff, leading projects or initiatives. There is no substitution for the two years of supervising staff. Education and Experience: A combination of related education and/or relevant experience in compensation equal to at least nine (9) years, which must include at least two years of experience supervising staff, leading projects or initiatives. There is no substitution for the two years of supervising staff. Preferred Qualifications Previous State Service related to the work assigned to the position. Advanced data modeling and analytic skills. Proven experience designing enterprise‑wide compensation structures, leading complex cross‑functional initiatives and driving process optimization within a dynamic, high‑volume organization. Superior analytical, problem structuring, and problem‑solving skills; experience synthesizing data into information, and presenting concise analyses. Proven ability to manage multiple projects at one time while paying strict attention to detail and deliverable timelines. Proven ability to lead with a collaborative approach to build strong business partnerships and gain alignment for practical, appropriate business solutions. Exceptional interpersonal and comprehensive communication skills. Proven ability to interpret and apply complex, multi‑layered regulatory frameworks to ensure compliance and legal defensibility. Experience articulating complex classification and pay concepts to non‑subject matter experts. Conditions of Employment A pre‑employment criminal background check will be conducted as part of the selection process. Residency Requirement This posting is only open to residents of the State of Colorado at the time of submitting your application. Employment Philosophy The State of Colorado strives to build and maintain workplaces that value and respect all Coloradans. We are building a Colorado for All through a commitment to equal opportunity and hiring based on merit and fitness. The State is committed to non‑discriminatory practices in hiring, employment, and advancement opportunities. Accommodations The Department of Personnel & Administration is committed to the full inclusion of all qualified individuals. We will assist individuals who have a disability with any reasonable accommodation requests related to employment, including completing the application process, interviewing, completing any pre‑employment testing, participating in the employee selection process, and/or performing essential job functions where the requested accommodation does not impose an undue hardship. If you have a disability and require reasonable accommodation, please direct your inquiries to our ADAAA Coordinator, Heather Siegal, View email address on click.appcast.io. #J-18808-Ljbffr