ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties as assigned.

Develop and implement data collection strategies and processes for current and new initiatives, primarily position management, employee onboarding, and evaluation processing.

Develop reports specification related to position management, evaluation, compensation, attendance, employee demographics, etc. Partner with technology teams on report specification, interpretation, definition and use, including best delivery methods. Analyze various data and coordinate district-wide, departmental and school-based reporting and delivery. Provide user support related to report use and interpretation.

Provide support to departmental and school-based systems users, specifically in the position management, employee onboarding and evaluation systems.

Continually seek out and provide ideas for improving department outputs and processes. Participate as a lead department member on implementing appropriate change.

Provide oversight of data knowledge and use for specific team; coordinate business data definition and use.

Manage human resources technicians related to position management support, employee onboarding, records retention and other position-related HRIS systems data entry/control.

Interpret and assist with the administration of the JCEA (teachers), JESPA (Jeffco Educational Support Professionals Association) Negotiated Agreements as requested by administrators or other staff. Provide similar interpretation of existing business rules and practices for other non-negotiated classifications.

Manage, as assigned, specific processes related to classification and compensation, including current position classifications, reclassification requests, and new position/job creation and classification. Develop job descriptions in conjunction with departments and other Human Resources staff. Complete desk audits as required.

Serve as a strategic partner to several schools and departments to ensure effective performance through the deployment of human resources.

Prepare research, data summary and responses, as needed, to various records requests, including negotiations requests, departmental requests, and open records request.

Manage general records processing, electronic, scanned and hard-copy. Serve as a partner in the process of converting hard-copy personnel files to an online, digital method.

Assist the Director in data-sharing and systems/data-access to other user departments, for appropriate uses.

Perform other duties as assigned.

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EXPERIENCE 5-7 years' experience in human resources management, HRIS management, employee relations, or a related field, including at least one year of supervisory experience.

EDUCATION AND TRAINING Bachelor's degree in human resources, labor relations, or a related field. Master's degree preferred.

CERTIFICATES, LICENSES, REGISTRATIONS Professional Human Resource, Senior Professional Human Resource, SHRM-CP or SHRM-SCP certification preferred, or other similar HR based certifications, or willingness to obtain within one year. Valid Colorado driver's license.

SKILLS, KNOWLEDGE, & EQUIPMENT Strong knowledge of large HRIS systems and processing, employment law and negotiations, Federal Drug and Alcohol Testing Regulations, EEOC, Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), and workers' compensation. Experience with position management/control concepts and systems. Experience with evaluation systems and evaluation processes. Strong MS Office experience, especially MS Excel. MS Access, Visio, PeopleSoft and query writing experience a plus.

DECISION-MAKING Decision-making requires independent judgment, knowledge of employment law, understanding of District organization and educational needs/requirements, compliance with federal and state laws and policies, understanding of controlled substance and alcohol testing procedure/policy, application of professional standards, and understanding of negotiated agreements. Errors in decision-making could affect co-workers, employing department, Human Resources Department, and District liability, leading to embarrassment or cost to the District.

COMMUNITY RELATIONS Daily contact with classified staff, licensed and professional staff to problem solve, negotiate controversial matters, and with advisory committees to recommend policy. Monthly contact with school support team, administrative leadership team, the Board, and public agencies to recommend policy, and with students, citizen/patron committees, general public, and local government to exchange information and maintain relationships.

SPAN OF CONTROL Directly supervises approximately four-to six employees in the HRIS, Compensation & Records Department. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; and addressing complaints and resolving problems.

EDUCATIONAL DELIVERY Provide support services to schools and departments that relate to the District goals regarding position management, data accuracy, compensation, evaluation and reporting. Provide support services for staff development and training and personnel services. Minimal time is spent on the school site.

COMPLEXITY OF WORK Requires independent thinking and drive, judgment, analytical skills, and interpretation of facts in the application of established laws, policies, and agreements. General procedures are not always applicable.

The physical demands, work environment characteristics, and mental functions described here are representative of those that are reuired by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

PHYSICAL DEMANDS While performing the duties of this job, the employee is regularly required to sit, talk or hear, and taste or smell. The employee frequently is required to walk. The employee is occasionally required to stand; use hands to finger, handle, or feel; and reach with hands and arms. The employee must regularly lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision.

MENTAL FUNCTIONS While performing the duties of this job, the employee is regularly required to compare, analyze, communicate, coordinate, use interpersonal skills, and negotiate. The employee is frequently required to compute and evaluate, and occasionally required to copy, instruct, synthesize, and compile.

WORK ENVIRONMENT The noise level in the work environment is usually moderate.