Responsible for organizing, coordinating, and directly participating in district compensation programs and operations in support of organizational goals and objectives. This includes providing compensation expertise in job studies, pay plan design, negotiations, organizational management, and salary administration; partnering with all stakeholders regarding compensation decisions; coordinating with the Budget Office regarding position control activities to ensure compliance with budgetary constraints; and direct supervision of staff.

1. Provides professional management in the coordination of and participation in of district-wide classification and compensation programs to ensure goals for consistent and equitable practice are achieved.
2. Supervises staff, including recommending selection, training, assigning and evaluating work, counseling, disciplining, and recommending termination.  Collaborates closely with Staffing Team on compensation determinations for newly hired or promoting employees.
3. Assists the Director of Compensation in planning, developing, and directing strategic district-wide human resource plans and setting strategic direction for classification and compensation programs, policies and procedures.
4. Implements, manages and maintains the district's classification and compensation programs to include supplemental pay and stipends; Implements programs, activities, policies and procedures necessary to meet objectives of the classification and compensation program.
5. Oversees and participates in regular classification review processes to ensure job hierarchies and class relationships are kept up-to-date and meet district management and employee needs; develops and proposes human resource policies, personnel rules and Board policies and communicates and implements changes district-wide.
6. Monitors district practices for consistency and ensures conformance to policies and rules including pay adjustments per education level and years of experience of current employees. Coordinates with Budget Office to ensure salary adjustments are within established limits including preparing costing analysis.
7. Leads and participates in complex organizational and position classification and compensation studies; facilitates advisory committees; 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.
8. Supervises and performs job studies and recommends approval classification recommendations; consults with District managers on appropriate classification solutions to meet operating and staffing needs. Coordinates with Labor Relations to research, conduct studies, and respond to compensation concerns of employee groups.
9. Supervises and conducts compensation surveys and studies to determine competitiveness of district pay practices; recommends adjustments to district salary plans to maintain appropriate internal and external pay relationships.
10. Consults with, advises and trains district managers and supervisors on classification and compensation practices, policies and activities; delivers presentations to the district leadership, employee groups and employee representatives on classification and compensation issues.
11. Ensures compliance with all pertinent policies and procedures, laws and regulations, codes and ordinances, and standards of quality and safety.
12. Monitors, validates, and audits compensation data maintained in multiple HR systems; recommends improvements to Compensation processes, workflows, and technologies.      Maintains and updates HR systems related to Compensation operations.
13. Schedules, implements, monitors and evaluates all programs, projects and operations in area of responsibility, ensuring all programs are managed in the best interest of the district, its employees, students and the community at large.
14. Coordinates assigned activities with those of other departments, agencies, consultants, contractors, outside professionals and service providers, community resources and others as necessary.
15. Performs related responsibilities as required or directed.

Bachelor's degree in Public Administration, Business Administration, Human Resources or a related field plus 5 years related experience, for a total education/experience of 9 years. CCP and/or SHRM certification preferred.

 

Degree Equivalency Formula:

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

Master’s Degree= 2 years plus required years of experience. Where Master’s degrees are required, years for Bachelor’s Degrees must be included. 

Interested applicants should apply for the position through the MSCS careers website, www.scsk12.org.

Salary range: $84,481.76/yr. minimum to $120,660.75/yr. maximum