## Compensation DirectorThe City and County of Denver offers a competitive salary commensurate with education and experience. The salary range for this position is $131,770-224,009/year. **New hires are typically brought into the organization between** **$170,000-195,000/year. Relocation benefits may be considered in accordance with organizational policy and candidate qualifications.** We also offer generous benefits for full-time employees which include but is not limited to:* Five (5) Medical Plans, Dental, Vision Insurance (effective within 1 month of start date)* Pension Plan for Life (Employee contributes 8.45%, Employer matches at 17.95%)* 457 (b) Retirement Plan (no early withdrawal fee!)* PTO (over 3 weeks in your first year) and 14 paid holidays* Merit Increases* STD, LTD, HSA, FSA, Life Insurance* CARE Bank, Family Leave Benefits* Employee Assistance Program, Employee Volunteer Program* Learning and Development Opportunities; Courses and Career Development Resources* EcoPass (unlimited free RTD bus/train rides)* Lead the development and administration of the City's Classification and Compensation programs, rules, rules revisions, projects, practices, and processes to ensure competitiveness, equity, and compliance. Set strategic priorities, allocate resources, and manage a high-performing team.* Develop and execute compensation strategies that align with the City’s goals and objectives. Provide guidance and recommendations to senior leadership on compensation-related matters.* Engage, motivate, and influence stakeholders across the organization to build understanding, investment, and alignment with compensation systems, strategies, policies, and processes.* Presents and/or oversees staff presenting classification changes to the Career Service Board. Supervises ordinance process and ensures post-approval communications and implementation of approved changes.* Partner with leadership and HR teams to integrate compensation with performance management and talent retention goals.* Direct annual pay benchmarking, market analyses, and merit program forecasting; present recommendations to the Career Service Board and City Council, and manage ordinance processes through implementation. Conduct regular market analyses to maintain competitive and equitable pay practices.* Ensure compliance with laws and regulations while overseeing job audits, classification maintenance, pay equity reviews, and contractor prevailing wage requirements.* Align compensation practices with federal, state, and local laws while advancing equity, diversity, and inclusion (EDI) objectives.* Support collective bargaining teams with compensation design and data analysis* Communicate compensation programs clearly to leadership, managers, and employees; provide training and guidance to HR staff and partners.* Budget Management: Collaborate with Finance to develop and monitor the compensation budget.* Lead and mentor the compensation team, providing guidance and support for HR staff and managers.* Develop and deliver clear communication and training to employees and leaders on compensation programs.* Analyze compensation data and prepare reports with actionable recommendations for senior leadership.* 10+ years of progressive experience in compensation management within a large, complex organization (1,000 employees or more, preferably in both union and non-union environments), including at least 5 years in a leadership role. Public sector experience is preferred but not required.* Technical & regulatory knowledge: Strong grasp of job evaluation, classification, pay equity, compliance with federal/state/local laws, collective bargaining considerations, and prevailing wage requirements.* Proven ability to design and execute strategic, data-driven compensation programs that attract and retain top talent, enhance compensation programs, optimize resource allocation, and align with organizational goals, resulting in improved employee satisfaction and retention.* Skilled in balancing multiple perspectives, leading change, and translating strategy into actionable programs. Ability to critically assess challenges, respond quickly when needed, and identify flexible, effective solutions while remaining engaged in both strategy and execution.* Strong leadership, influencing and communication skills, with the ability to explain complex compensation concepts to non-technical stakeholders. Proven experience navigating organizational politics and influencing outcomes. Effectively persuades and inspires stakeholders at all levels to support initiatives and drive change, leveraging a deep understanding of organizational dynamics and building trust through authentic relationships.* Exudes executive presence and confidence, with the ability to represent the City’s compensation philosophy credibly and persuasively at the highest levels* Comfortable being the ‘face’ of classification and compensation - presenting to high level stakeholders including executive leadership, boards, city council, mayor’s office, and elected officials* Adaptability: Ability to lead and manage change in compensation strategy and practices, ensuring smooth transitions and employee buy-in. Demonstrated agility in navigating changing priorities and environments, with the ability to pivot seamlessly between long-term strategy and immediate operational demands.* Innovation: Willingness to explore and implement new compensation strategies, processes, policies and technologies that enhance the city’s ability to attract and retain talent.* Hands-on leadership style, equally comfortable operating at a strategic level and in tactical execution.* Demonstrated commitment to equitable pay practices and alignment with EDI initiatives.* Certified Compensation Professional (CCP) or equivalent certification strongly preferred.* Education requirement: Bachelor's Degree in Business Administration, Human Resources, Finance, or a related field.* Experience Requirement: Five (5) years of professional level human resources experience at the type and level of functional or operational management, which must have included management of subordinate supervisors.* Education/Experience Equivalency: Two (2) years of the appropriate type and level of experience may be substituted for each required year of post-high school education.* Additional appropriate education may be substituted for the minimum experience requirements.* Size of the organizations where you had direct responsibility (number of employees and approximate number of job classifications/profiles).* Any experience across multiple job families or industries (e.g., public safety, trades, professional, administrative).* The percentage of your responsibilities dedicated to compensation vs. benefits or other HR functions.* Experience differentiating “like work” (same job title but different duties, e.g., classification studies or job audits).* Any experience supporting compensation in a unionized or collective bargaining environment.### Work With UsWith competitive pay, , and endless opportunities, working for the City and County of Denver means seeing yourself working with purpose — for you, and those who benefit from your passion, skills and expertise.See yourself experiencing growth and balance.See yourself being respected and valued.See yourself belonging here.Join our diverse, inclusive and talented workforce of more than 11,000 team members who are at the heart of what makes Denver, Denver.**Your journey starts right here.****#SeeYourselfHere** #J-18808-Ljbffr