Compensation Specialist

Are you a current Aims Employee, Temporary Worker? If so, to help avoid future access issues, please apply through your Workday account using "Browse Jobs" in the in the Workday search field located on the top center of the screen. 

Are you a current Aims Student? If so, to help avoid future access issues, please apply through your Workday account using the Aims Jobs app on your Workday home page. 

Are you both an Employee and a Student? If so, to help avoid future access issues, please apply through your Workday account using "Browse Jobs" in the in the Workday search field located on the top center of the screen. 

For assistance, please contact the recruitment team at 970-378-3720.

Minimum Hiring Annual Salary:

$70,397.00

Maximum Hiring Annual Salary:

$76,029.00

To attain the maximum annual salary, employee must meet all minimum qualifications plus:

• 5 (five) years of additional applicable work experience and/or degrees higher than minimum qualification degree. Degrees higher than the minimum qualification degree can be used in combination with additional work experience.
• A combination of related education, on-the-job work experience, certifications and/or licenses that results in a candidate successfully meeting the minimum qualifications of the position, may be considered.

The stated salary amounts are not guaranteed in the event employment ends with Aims during any fiscal year.

Included with Aims Full-time Employment is a generous package of Benefits, most are listed below:

Job Description:

Aims Community College actively supports an environment that embraces the College's Mission, Vision, Values and a culture of innovation and care. The College embraces and seeks to hire individuals who want to be a part of this environment and have the skill sets necessary to be successful in this position.

This position reports directly to the Assistant Vice President, Employee Services. Employee Services is a centralized department providing support services to the entire College (one main campus and four satellite locations). Employee Services consists of the standard HR functions and includes the departments of the Center for Professional Development and Campus Safety & Security. Employee Services is centered on setting the example of customer service, confidentiality, consistency, and maintaining the College’s Values with positive team communication and collaboration.

The Compensation Specialist will research job requirements and evaluate job positions to ensure Aims Community College is competitive in the areas of salaries and employee benefits. Under the direction of the Assistant Vice President, Employee Services, this position will perform a variety of technical and analytical classification and compensation activities related to the maintenance of the compensation system, ensuring a consistent application of the college’s classification standards for job classification, following all applicable federal, state, and local laws and regulations, through the entire life cycle of a position. This position will require excellent verbal and written communication skills to articulate the process to leadership and supervisors across the college, and will need to be very detail-oriented with writing job descriptions and data collection/analysis utilizing Microsoft Excel as a form of documentation of the process and data.

Other duties include: lead for entering new hire pay and pay adjustments in the HRIS system, collaborate with other ES positions and payroll regarding duties that overlap such as recruiting, pay adjustments, etc., data quality control in the Workday (HRIS system) and Payfactors, cloud-based compensation data management tool, report writing utilizing Workday and Payfactors data, back up for Functional Analyst in Workday and Payfactors writing business processes, compensation compliance with local, federal, and state regulations such as FLSA, CEPEWA, etc., writing, editing and interpretation of compensation policies, procedures, and processes, annual maintenance of Part-time Compensation Handbook, completion of annual compensation surveys and lead for market analysis process.

Please note: This is not a hybrid position. On campus only.

Full-Time and Part-Time Job Analysis/Salary Placements/Annual Raises:

• Classification Analysis of all positions.
• Working with the Vice President, Employee Services to facilitate the annual review of full-time positions/FTE (PPQ) process and the annual raise process. This includes aiding supervisors throughout the process, both during the reclass/refill process and the annual review process.
• Creation of generic job descriptions.
• Complete Salary Placements for both re-class and new hire for review by HR Analyst and facilitate approval from President or EVP, depending on need. This also includes the executive compensation matrix.
• Creating salary notices and updating employees’ salaries in Workday as it relates to the Annual Raise process.
• Maintain and develop Standard Operating Processes (SOPs) as needed.
• Serve as the Chair of the Compensation Handbook Committee (part-time positions).

Data Quality Control:

• Maintain accurate data in all position control, titles, dates affecting payroll, salary matrix, compensation handbook, and position control hard files.
• Work with the Budget Department and Payroll Department to make sure data is accurate and distributed as needed.

Surveys:

• Complete all survey questionnaires and maintain a backup.
• Distribute survey results to the appropriate parties.
• Work in conjunction with Institutional Research to maintain accurate data in being reported.
• Assist Institutional Research with any data requested once approved by HR Analyst.
• Maintain and develop SOPs on this process as needed.

Position Control/ Department Re-Organizations:

• Facilitation of all associated paperwork to all affected departments (payroll and budget).
• Create and facilitate all Reclass paperwork. This includes meeting with all full-time reclass employees except for Administrator positions.
• Keep Workday up to date with the position/ employee changes.
• Maintaining the Position Action Request (PAR) form.
• Assist departments with reorganizations, including maintaining the organizational chart.
• Maintain and develop SOPs on this process as needed.

Maintain Comp/Class Section of HR Website:

• Yearly update of the Staff Matrix and all generic job descriptions.
• Back up of all other HR personnel as stated in the HR Matrix and Compensation Handbook.

Other Duties as Assigned

Minimum Qualifications:

• Bachelor's Degree in Business Administration, Accounting, Finance, Human Resources, or other related field.

OR

• PHR, SPHR, SHRM-CP, SHRM-SCP certificate, plus two (2) years of work experience.

PLUS

• Two (2) additional years of experience in a full support human resources department performing similar duties or an equivalent combination of education and/or work experience.
• Ability to perform duties in a professional manner.
• Demonstrate critical thinking and analytical skills.
• Working knowledge of an integrated HRIS system.
• General to Advanced skills in the use of the Microsoft Office Suite, particularly with Word and Excel.
• Excellent communication (written and verbal), organizational, and interpersonal skills.
• Ability to work effectively with others as well as independently.
• Demonstrate abilities to be very detail-oriented.
• Ability to maintain confidentiality.

Required Documents:

• Cover Letter
• Resume

Preferred Qualifications:

• Experience with administering FLSA, job analysis, compensation & classification.
• SPHR, PHR, SHRM-CP, SHRM-SCP or CCP certification

All Applicants:

• Compare your previous work experience to the job duties listed on the job positing under job description. Enter the job duties you have performed under the "Work Experience" section on your job application. We evaluate your experience based on this information.
• Please make sure you state whether work experience (aka work history) is part time or full time employment by listing the average number of hours worked per week. This information is used to determine your new annual salary.
• Be sure to upload all the required documents listed at the above in "Additional Job Description" section. This can be uploaded as part of your application materials in the "My Experience" section.  If there are missing documents, your incomplete application will not be considered. Per the Colorado Job Application Fairness Act, you may redact information that identifies age, date of birth, or dates of attendance at or graduation from an educational institution.

For information on our hiring practices, please visit our resource page: https://www.aims.edu/departments/human-resources/hiring-process.

Aims Community College is an equal opportunity employer.  Selection will be based solely on merit and will be without discrimination based on age, ancestry, color, creed, disability, ethnicity, familial status, gender, gender identity, genetic information, marital status, national origin, sex, sexual orientation, race, religion, or veteran's status.  All application materials must be submitted by the closing date posted and become the property of Aims Community College. The screening committee will select finalists for interviews. The goal of Aims Community College is to enhance the diversity present in the district we serve. To comply with the Immigration Reform and Control Act of 1986, if hired, you will be required to provide documents within three (3) business days of hire date to show your identity and your authorization to work. This law applies to all persons hired.

Screening/Selection:

To be considered, please provide a thorough and complete application. Initial screening will be conducted by a committee based on completed application materials.

Employees in these positions may be asked to participate in temporary assignments lasting less than nine (9) months (such as curriculum development, short term projects, meetings and substitute duties) which could amount to additional temporary pay.

Upon hire, all positions at Aims Community College require a criminal background check and may require industry specific screenings such as an MVR, physical and/or drug screen. Keep in mind, a conviction does not automatically preclude candidates from being employed. The nature of a conviction will be considered relative to the duties of the position.