Coordinator II: Program Coordinator (Leave Office) - Colorado Springs School District 11

Coordinator II: Program Coordinator (Leave Office)

Position: Coordinator II: Program Coordinator (Leave Office)

School/Department: Talent Management

Reports To: Assistant Director, Benefits & Operations

FTE: 1

Days/Year: 260

Salary Grade: P05

Salary Schedule: 2025-2026 Executive Professional Salary Schedule, Non-School Based Positions (Group C)

FLSA Status: Exempt

Applicants must be legally authorized to work in the United States.

Why You Will Love Working Here

In Talent Management, we are driven by a simple but powerful goal: Engage Talent. Empower Students. Every day, our work supports the people who make a difference in classrooms and across the district. We are a collaborative, high-energy team that values both hard work and a positive, supportive environmentand we're passionate about making a meaningful impact.

We're excited to welcome a Coordinator II: Program Coordinator (Leave Office) to our team!

The Leave Coordinator is responsible for the independent administration and oversight of the District's employee leave programs, including FMLA, FAMLI, HFWA, ADA accommodations, personal leave, jury duty, bereavement, donated sick leave and leave accruals. The position serves as the District's subject-matter expert on leave administration, applying federal and state regulations to determine eligibility, interpret documentation, manage leave status, and ensure compliance with applicable requirements.

The role serves as a primary resource for employees, supervisors, and District leadership, providing guidance on leave processes, return-to-work planning, accommodations, and related payroll and benefits impacts. The position works closely with Payroll, Benefits, and Talent Management to coordinate compensation, insurance coverage, and other employment matters affected by leave.

In addition to day-to-day leave administration, the position analyzes leave trends and prepares reports and recommendations for leadership, monitors changes in applicable laws and regulations, recommends policy and procedural improvements, and develops training for employees and management. The position requires significant independent judgment, confidentiality, analytical ability, regulatory knowledge, and the ability to manage complex and sensitive employee matters.

This is a program administration and subject-matter-expert role, accountable for the effective, compliant operation of the District's leave and collaboration on the accommodation programsnot simply the processing of employee leave requests.

If you're passionate about supporting people, thrive in a fast-paced environment, and want to contribute to a team that directly impacts student success through exceptional service to employeeswe'd love to have you join us.

Essential Duties & Responsibilities

Program Coordination

• Coordinate program activities and initiatives aligned with department goals.
• Monitor program progress and ensure timelines and deliverables are met.

Operational Management

• Maintain procedures and systems that support effective program delivery.
• Identify operational challenges and recommend solutions.

Data and Reporting

• Analyze program data to monitor progress and performance.
• Prepare reports for department leadership.

Stakeholder Communication

• Serve as a liaison between departments, schools, and program participants.
• Support communication of program expectations and updates.

Other Duties

• Perform other related duties as assigned to support departmental and district priorities.

Knowledge, Skills and Abilities

Knowledge of

• Comprehensive knowledge of federal and state leave laws and regulations, including FMLA, FAMLI, HFWA, ADA (interactive process), Pregnancy Discrimination Act, and HIPAA.
• Basic data management practices
• District policies and procedures related to department (Enrollment, Procurement, Finance, Human Resources)
• Data reporting and documentation practices used in educational environments.

Skills in

• Organizing and coordinating multiple processes and tasks simultaneously.
• Analyzing data using spreadsheets or reporting tools.
• Communicating clearly with staff and stakeholders in both written and verbal formats.
• Providing customer service and support employees.
• Using common office software and data systems.

Ability to

• Maintain accurate records and documentation.
• Interpret and apply enrollment procedures and guidelines.
• Collaborate effectively with staff across schools and district departments.
• Manage multiple deadlines and priorities in a fast-paced environment.
• Maintain confidentiality when handling sensitive student information.

Qualifications

• Required Bachelor's degree or equivalent work experience in business administration, data management, education, or a related field. A combination of education, experience, and training that demonstrates the ability to perform the duties of the position will be considered as a substitute for a degree.
• Required minimum of three (3) years of experience supporting program operations, data management, or administrative processes.
• Required: Experience working in a K12 school district or educational environment.
• Required: Experience generating reports and analyzing data for accuracy and completeness.
• Required: Experience training or supporting staff on procedures or systems.'
• Preferred: Experience with HRIS platforms, database systems, and web-based applications; familiarity with leave tracking and employee record systems.

Working Conditions & Physical Demands

Work is primarily sedentary with periods of light activity. Essential functions may include walking or standing for brief periods; lifting and carrying materials up to 20 pounds; climbing stairs; bending; reaching; handling objects; and operating a computer and standard office equipment. The role requires effective communication and the ability to receive and process information through normal or aided vision, hearing, or other assisted means.

Work is performed in a district office or administrative setting with regular collaboration across departments and external partners, and may include occasional evening or weekend responsibilities. Duties may be performed with or without reasonable accommodation.

Employees in this category will also receive the following for the 2025-2026 school year:

1. Non-Recurring Pay: 8% of base salary in Non-Recurring Pay (distributed as 4% on November paycheck and 4% on May paycheck).
2. Professional Development Fund (PDF): __EXEC Pro employees will be allocated $1,500 annually towards a Professional Development Fund (PDF) to be used for professional growth opportunities. Amount allocated will be prorated based upon date and length of hire.

Base Salary Setting: Employment, assignment and salary placement, is in accordance with job description requirements. A work history is required to demonstrate job title, job duties and time worked in the position. Reference the linked How Your Compensation Is Determined for more details.

Salary Setting (New Hires): Newly-employed Executive Professionals will be placed on the twenty (20) step system. Each step represents two years of experience, based upon equivalent experience. Beginning in July 2025, The maximum number of years of experience granted is 14, which is equivalent to placement on step seven (7). Steps are determined by experience listed on the application and resume.

Salary Setting (Rehires): Returning employees who have previously resigned or separated from the District will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job, provided step increases were approved by the Board during the years in question.

Employees with experience in the District who have left the District and then returned to the same position shall be hired at the same pay grade (refers to the __EXEC Pro placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee's application and updated resume.

See Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions and lateral