Assistant Director of Compensation and Classification - Educational Services Center

Assistant Director of Compensation and Classification Support the Director of Human Resources in the development, implementation, and administration of the District’s compensation and classification programs, including base and supplemental pay structures. Lead the operational execution of compensation strategies by evaluating, recommending, and implementing program improvements, policies, and structures consistent with the District’s compensation philosophy. Oversee the development and maintenance of a comprehensive job classification system, including job description development and market benchmarking. Provide subject‑matter expertise and leadership in compensation‑related aspects of collective bargaining and ensure effective day‑to‑day management of compensation and classification operations through supervision of assigned staff. Responsibilities The following duties outline the fundamental operations of the position and exemplify the nature of the tasks carried out. They do not encompass a comprehensive inventory of the obligations and responsibilities fulfilled in this role. The approximation of frequencies and time allocation percentages are flexible and subject to the requirements of the organization. Administer compensation and classification strategies that assist the District in attracting and retaining top talent by analyzing external job market conditions and internal equity. Promote the District’s compensation philosophy and its guiding principles. With the Director of Human Resources, plan and reach long‑term and short‑term compensation initiatives that support the District’s strategic plan and goals. Manage the maintenance of classification systems including job descriptions, position pay range assignments, and compensation structures. Ensure job descriptions meet a minimum standard of quality. Facilitate the job reclassification process and redesign and consolidate positions to meet departments’ and schools’ business needs that are conducive to the successful operation of the District. Provide salary quotes for Administrator and Professional Technical position applicants. Address and resolve escalated non‑exempt position applicant wage quotes. Create, develop, and maintain pay calculators for the Compensation Team and Human Resources Operations Team. Supervise, evaluate, and mentor the Compensation and Classification Analyst. Design, create, and preserve the District’s master compensation plans. Uphold a designated pay range spread, progression between ranges, and array of flexible options to meet the needs of all employee groups. Calculate, compile, finalize, and distribute the annual pay plan/structure changes. Utilize the annual market study recommendations and results to update the District’s compensation structures. Analyze data results, determine recommendations for implementation, assist in communication to employees, and collaborate with administration. Oversee market study rotation. Implement pay schedules, job descriptions, and positions within the HRIS system. Upload annual cost‑of‑living adjustments (COLA) and market study recommendations for employees. Collaborate with various departments to ensure the accurate execution of compensation adjustments without disruption of other HRIS activities. Present compensation initiative updates, progress, and plans to a variety of audiences, including leadership, employee groups, negotiation teams, and committees. Write employee notification letters related to compensation. Continuously improve the compensation information webpages and job description library. Equitably assess, analyze, and recommend adjustments to policies and collective bargaining agreements related to total rewards. Strive for reasonably equitable rewards across employee groups while also distinguishing standard pay practices across various types of jobs. Interpret and provide guidance on federal, state, and local regulations and policies that impact Human Resources. Perform other duties as assigned or requested. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Reporting Relationships This job has supervisor responsibilities including, but not limited to, interviewing, hiring, directing work, assigning work, supervising work, training, evaluating, disciplining, and terminating. Direct reports: Compensation and Classification Analyst Minimum Qualifications The minimum prerequisites of formal education, professional work experience, certifications, licenses, endorsements, designations, trainings, and other criteria that a candidate must fulfill to be considered for a position. It is essential that certifications, licenses, endorsements, designations, and trainings are fulfilled, valid, and not expired. Criminal background check and fingerprinting required. Bachelor’s degree in business administration, human resource management, finance, or related field; or an equivalent amount of years of relevant experience. Five (5) years of compensation and classification experience. Experience working directly with people from diverse racial, ethnic, and socioeconomic backgrounds. Colorado driver’s license. Racially conscious and culturally competent with the skill, will, capacity, and knowledge to commit to a culture of continuous improvement. Intermediate knowledge of typical office equipment such as telephones, copiers, fax machines, email, etc. Intermediate knowledge of compensation and classification discipline best practices. Intermediate knowledge of employee relations, collective bargaining, and union negotiations. Advanced knowledge of Microsoft Office, specifically Excel. Intermediate organizational skills. Intermediate problem‑solving skills. Intermediate presentation skills in a variety of settings. Advanced verbal and written communication and interpersonal relations skills. Ability to effectively motivate and supervise people. Ability to plan, organize, prioritize, and meet deadlines. Ability to adapt to shifting priorities, demands, and timelines. Ability to work independently and collaboratively with others. Ability to establish and maintain effective relationships with diverse stakeholder groups. Ability to make effective oral presentations and prepare concise written reports to a variety of audiences. Ability to recognize the importance of safety in the workplace, follow safety rules, practice safe work habits, utilize appropriate safety equipment, and report unsafe conditions to the appropriate administrator. Ability to promote and follow the Board of Education policies, District policies, and building and department procedures, protocols, and guidelines. Physical Requirements and Working Conditions The physical demands, mental functions, cognitive capacities, and work environment factors required to perform a position’s essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work location is subject to change to meet the requirements of the organization. Light work strength level (lifting or carrying up to 25 pounds). Primarily works indoors. Typically a moderate noise level. Prolonged standing, walking, and sitting. Occasional bending and reaching. Occasional lifting, pulling, and pushing. Speaking and hearing. Visual concentration. Eye/hand coordination. Manual dexterity to operate a computer keyboard. Concentrated reading/writing/mathematics. Mental acuity to synthesize and analyze various datasets. May occasionally be exposed to outdoor weather conditions. Normal office environment. Normal school district environment. Desired Qualifications Formal education, professional work experience, certifications, licenses, endorsements, designations, trainings, and other qualifications relevant to the position that are strongly preferred but not mandatory for a candidate to be considered. Master’s degree in business administration, human resource management, finance, or related field. Experience working with public sector compensation and job classification, specifically public education. Society for Human Resource Management (SHRM) certification. Human Resource Certification Institute (HRCI) certification. Public Sector Human Resource Association (PSHRA) certification. Certified Compensation Professional (CCP) certification. #J-18808-Ljbffr