Responsible for leading both the strategic and tactical aspects of the District’s Compensation Program. Responsibilities include effective design and implementation of the District’s Compensation philosophy and variable pay programs for certificated and classified staff while aligning to the strategic goals of the District. Develops and formulates innovative recommendations related to complex strategies for compensation program in partnership with District Leadership, Stakeholders, and other Business Partners. Exceptional communication skills, as well as relationship, negotiation, and influencing skills, are required.

Must provide confident leadership and compensation expertise in the job and pay plan design, union conferencing, salary administration, organizational management, performance management, and direct supervision of staff. Must continuously demonstrate effective project management skills, self-initiative, ability to meet deadlines, and perform well under pressure.

1. Provides professional direction and confident leadership in the development, coordination, implementation, and management of district-wide compensation philosophies to ensure consistent and equitable pay practices.
2. Establishes strategy, develops projects and offerings, communicates plan value to peers, stakeholders and team members, and ensures administrative processes are in place to deliver the most value while being conscious of expense management and program(s) sustainability.
3. Brings a forward-looking and innovative approach to ensure base pay, wages and rewards are competitive, drive business results and are aligned with district culture.
4. Works with outside vendors to analyze offerings and costs, develop new plans and offering as needed, and follows up to ensure expected results are achieved or exceeded.
5. Develops, implements, manages, and maintains the district’s classification and compensation programs; plans, designs, and implements programs, activities, policies, and procedures necessary to meet objectives of the classification and compensation program which include planning, organizing, coordinating, and monitoring district compensation programs, and strategies in support of organizational goals and objectives.
6. Provides policy interpretation, guidance, and technical advice for resolution of the more difficult and complex issues involving federal law, personnel rules, and Board policies; consults with, advises and oversees training for district managers and supervisors on classification and compensation practices, policies, and activities; delivers presentations to district leadership, employee groups, and union representatives on classification and compensation issues.
7. Monitors district practices for consistency and compliance to policies and rules; provides recommendations for compliance issue resolution; leads, communicates, and advocates for implementation of compensation best practices.
8. Works in conjunction with Payroll to ensure proper interpretation and implementation by managers of all compensation policies and practices. This may include periodic audits, training of payroll staff, and manager education.
9. Develops and oversees regular classification review processes to ensure job hierarchies and class relationships are current and aligned to support district-wide operations and meet district management and employee needs; develops and proposes human resource policies, personnel rules, including Board policies; and communicates and implements salary administration changes district-wide.
10. Works in conjunction with Recruitment to ensure a thorough understanding of hiring guidelines and consistent application of such. Works with the team to ensure most current and accurate compensation is included in all online and recruiting technologies (e.g., job summaries job descriptions, job codes, pay grades, etc.) This may include periodic audits, training of recruitment staff and manager.
11. Plans and participates in complex organizational position classification and compensation studies; facilitates advisory committees; negotiates and manages consultant contracts; reviews and implements study results and responds to appeals; communicates study results to employees; ensures study results comply with state and federal law and collective bargaining agreements.
12. Oversees and approves expenditures for the area of responsibility; provides fiscal data for preparation of the annual budget.
13. Partners with accounting and finance teams to provide costing, forecasts and recommendations concerning district compensation and other initiatives.
14. Directs staff, including selecting, training, assigning and evaluating work, counseling, disciplining, and terminating or recommending termination. Must be able to effectively delegate, coach, and develop others; must be able to lead the function as an integral part of a broader human resources team. Develops strategic district-wide human resources plans and set strategic direction for classification and compensation programs, policies, and procedures.
15. Collaborates with other District staff to develop short and long-range plans for assigned program or functional area; may develop policies and procedures in consultation with senior administrators to ensure efficient and economical operations; evaluates results to ensure compliance to and identify deficiencies.
16. Researches and explores feasibility of implementing new methods, technologies, or programs to increase the efficiency, effectiveness, and accountability of assigned programs and operations.
17. Demonstrates an in-depth understanding of technical applications in the compensation discipline, including spreadsheet and database software tools.
18. Performs related responsibilities as required or directed.

Bachelor’s degree in Mathematics, Business Administration, Human Resources or a closely related field plus 7 years related experience, for a total education/experience of 11 years, of which 3 years include management experience. CCP and/or SHRM certification and K-12 Education experience preferred.

(PROOF OF EDUCATION, TRAINING, AND/OR EXPERIENCE IS REQUIRED)

Degree Equivalency Formula:

Bachelor’s Degree= 4 years plus required years of experience.

Master’s Degree=6 years plus required years of experience.