The Talent Acquisition/Compensation Manager is responsible for providing strategic leadership to the Talent Acquisition and Job Classification/Compensation functions and employing cutting edge thinking, the use of innovation and proven best practices to deliver talent pool and compensation solutions along with superior HR customer service. S/he will lead HR’s efforts to build more efficient workflows and maximize the effectiveness of the search process. The Talent Acquisition/Compensation Manager works as a strategic partner and as a member of the HR leadership team with campus constituencies to support inclusiveness initiatives and foster productive relationships with candidates, hiring departments and the University community. The Manager will oversee two Employment/Compensation Professionals responsible for developing and maintaining effective working relationships between Human Resources and the campus at large. Collectively, they will foster a team environment and strong service culture that ensures engaging communications and delivery of timely and quality driven service to internal customers and University stakeholders.
Lead, develop, and coach a staff of Talent Acquisition professionals, demonstrating excellent people management and leadership skills, and ensuring strong team capabilities and service delivery. Serve as a mentor and subject matter expert to guide and set performance standards for the team.
Serve as a content expert resource and/or project lead for various strategic initiatives such as hiring/search process improvements, benchmarking time-to-fill metrics and branding UCCS as an employer of choice.
Develop, communicate and maintain fair hiring and compensation policies, practices, and processes in alignment with legal and regulatory requirements and in support of the UCCS mission, principles and policies.
Identify, analyze and recommend improvements or changes to compensation programs based on current market trends, organizational strategy, attracting and retaining top talent, internal pay equity and cost effectiveness.
Design and implement effective job analysis, salary, incentive and title structures, considering the effectiveness of existing practices.
Develop strategies to meet changing academic and business needs through organizational structure redesign, creation of new positions/roles and the effective use of communication strategies.
Advise, counsel and provide support to University departments/units in compensation matters including creative solutions to compensation problems and issues.
Research emerging compensation trends and recommend strategies to meet the challenges in optimizing the compensation philosophy of the University.
Participate in professional development sessions, conferences or seminars.
Ability to work with diverse populations in a multi-cultural environment that is committed to diversity and equality in education.
Ability to adhere to ethical/confidential business practices and promote ethical behavior.
Superior written and verbal communication and interpersonal skills.
Strong innovative and analytical skills.
Knowledge of higher education organizations.
Ability to create effective and efficient workflows using available technologies, tools and resources.
Ability to provide exceptional customer service in a fast-paced environment.
Advanced organizational skills with the ability to handle multiple assignments simultaneously.
Creative and effective presentation skills that foster transfer of training to the workplace.
MS Office proficiency.
This position has been determined to be exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).
Starting Salary Range: Generally $58,283 to 77,711
The University of Colorado Colorado Springs offers a full benefits package. Information on university benefits programs, including eligibility, is located athttp://www.cu.edu/employee-services.
The University of Colorado Colorado Springs is committed to providing a safe and productive learning, living and working community. To assist in achieving this goal, we conduct background investigations for all prospective applicants being considered for employment. Background investigations include a criminal history record check, and when appropriate, a financial and/or motor vehicle history check.
Bachelor’s degree in human resources, organizational development or a related field
Two years of supervisory experience
Three to five years of experience in human resources talent acquisition and job classification/compensation or closely related area
- Master’s degree
- HR certification (e.g. CHRP, SHRP, PHR, SPHR)
- Talent acquisition, job classification/compensation experience in a university setting
- Experience working with federal and state employment regulations such as FLSA, Equal Pay Act, wage and hour laws