Senior Compensation Specialist
THIS POSITION IS OPEN TO CURRENT RESIDENTS OF COLORADO ONLY
THIS ANNOUNCEMENT HAS BEEN EXTENDED UNTIL 5:00 PM ON
TUESDAY, OCTOBER 25, 2022
This position will have hybrid workplace options available but may be required to report to the listed address at the discretion of the supervisor and based on business need.
The Department of Labor and Employment keeps Colorado strong and competitive. We connect workers with great jobs and assist those who have been injured on the job. We help people who are unemployed through no fault of their own by providing temporary wage replacement and we ensure fair labor practices. We provide an up-to-date and accurate picture of the economy that helps in decision making. And we protect the workplace – and Colorado communities – with a variety of consumer protection and safety programs.
This is a values-driven organization, committed to accountability, agility, collaboration, and respect.
We believe in outstanding customer service, an inclusive culture, continued process improvement and in our role as a trusted and strategic partner. Recognizing that knowledgeable employees drive our success, we are seeking dedicated individuals who exhibit our shared values and our passion for quality and excellence in all we do.
The salary range for this posting is:
$3,468.46 - $4,230.77 Biweekly
$7,515.00 - $9,166.67 Monthly
As the Staff Authority for the Department, the Compensation Program Manager II directs the strategy, design, and development and delivery of the CDLE Employee Compensation Program by creating and implementing CDLE standards. This position establishes Department-wide compensation processes, policies and practices criteria and standards. The program includes the implementation and continual compliance within the pertinent sections of the Equal Pay for Equal Work Senate Bill 19-085, CRS 8-5-101 et seq and CO Department of Personnel rules, regulations and guidance and CDLE’s mission, goals and long term strategy. Determines annual plans to move the department forward in our priority of Model Employer and creates plans to ensure the program can be equitably executed within department budget (which involves general fund, cash fund, federal funds and grants) and objectives defined by the CDLE Executive Director. Recommends changes to compensation policies and practices to the department’s Executive Team. Ensures alignment with the Collective Bargaining Agreement with COWINS (Partnership Agreement). As there is no overall guidance in terms of how to conduct compensation analyses within the state system, this position is tasked with making strategic level decisions to ensure both compliance with the law and integration with the department’s mission and goals.
- Designs and implements strategic reporting and metrics to inform and track Departmental goals to leadership related to compensation and EDI.
- Designs and implements Department compensation processes.
- Develop and deliver strategic and politically sensitive communication and training to Department leadership to ensure understanding and compliance with the Program.
- Monitor the effectiveness of existing compensation practices and recommend changes to leadership that are cost-effective and consistent with compensation trends and Department objectives.
- Conduct strategic salary analysis and audits and manage politically sensitive messaging to management to ensure compliance.
Minimum Qualifications, Substitutions, Conditions of Employment & Appeal Rights
MINIMUM QUALIFICATIONS:
Substitutions:
Additional appropriate experience will substitute for the degree requirement on a year-for-year basis.
Additional appropriate education will substitute for the required experience on a year-for-year basis.
Education and Experience:
Bachelor's degree from an accredited institution in Human Resources, Business Administration or Public Administration or a closely related field.
AND
Five years of professional experience as a Compensation Analyst.