What are the responsibilities and job description for the HRIS Ops Specialist IV position at Colorado Springs School District 11(co)?
HR Operations Specialist IV
Position Profile
Position: HR Operational Specialist IV
Department: Talent Management
Reports To: Director of Compensation
FTE:
Days/Year: 260
Salary Schedule: 2025–2026 __EXEC Professional Salary Schedule (Group C)
Paygrade: P07
Salary Range: $81,484 - $91,766
FLSA Status: Exempt
Applicants must be legally authorized to work in the United States
Why You Will Love Working Here
In Talent Management, we aim to Engage Talent and Empower Students daily. We work hard and play hard and our laser focus is on supporting schools and departments. If you are passionate about students and love partnering with adults, this position is for you! We would love to have you join our team in the position of HRIS Ops Specialist!
Position Summary
The HR Operations Specialist IV serves as a senior technical expert responsible for leading and supporting districtwide human resources operational systems, including HRIS and related ERP modules. This role oversees system configuration, data integrity, position management processes, and operational reporting across Human Resources and Finance functions. The HR Operations Specialist IV provides subject-matter expertise in business analysis, report development, and system functionality, collaborating with technology teams and departmental stakeholders to design, implement, and maintain efficient HR operational processes.
Working under the general direction of the Director of Compensation and Talent Management Operations, the HR Operations Specialist IV analyzes complex operational issues, recommends system and process improvements, and supports implementation of upgrades, testing, and system enhancements. The position serves as a liaison among HR, Budget, Payroll, Benefits, and Information Technology teams to ensure accurate position control, staffing allocations, and employment data management. The role also develops ad hoc and scheduled reporting, supports compliance and audit requirements, and maintains documentation and training materials related to HR systems and procedures.
The HR Operations Specialist IV provides guidance to staff on HRIS processes, reviews employment and position transactions for accuracy, monitors data integrity, and assists with operational problem solving. Through cross-functional collaboration, technical expertise, and data-driven analysis, this position helps ensure reliable HR system functionality, accurate workforce data, and efficient delivery of human resources services across the district.
Join Our Team!
Join Colorado Springs School District 11 as a Specialist and help ensure our systems, programs, and people thrive. Your leadership, attention to detail, and commitment to excellence will strengthen the foundation that supports every classroom, every school, and every student in D11.
Employees in this category will also receive the following for the 2025-2026 school year:
- Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5% on May paycheck).
- Professional Development Fund (PDF): __EXEC Pro employees will be allocated $1,500 annually towards a Professional Development Fund (PDF) to be used for professional growth opportunities. Amount allocated will be prorated based upon date and length of hire.
- Staffing Stability Incentive (Mitchell High School Only): __EXEC Pro employees will receive the equivalent of one salary step divided over 12 pay periods (calculated as the difference between the placed step and the next step x number of hours per week x 4 weeks x 12 months).
- Pay for Performance (Mitchell High School): __EXEC Pros will receive a Pay for Performance Bonus that is paid out in the fall (utilizing criteria from the previous year).
Base Salary Setting: Employment, assignment and salary placement, is in accordance with job description requirements. A work history is required to demonstrate job title, job duties and time worked in the position. Reference the linked How Your Compensation Is Determined for more details.
Salary Setting (New Hires): Newly-employed Executive Professionals will be placed on the twenty (20) step system. Each step represents two years of experience, based upon equivalent experience. Beginning in July 2025, The maximum number of years of experience granted is 14, which is equivalent to placement on step seven (7). Steps are determined by experience listed on the application and resume.
Salary Setting (Rehires): Returning employees who have previously resigned or separated from the District will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job, provided step increases were approved by the Board during the years in question.
Employees with experience in the District who have left the District and then returned to the same position shall be hired at the same pay grade (refers to the __EXEC Pro placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee’s application and updated resume.
See Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions and lateral transfers.
EQUAL EMPLOYMENT OPPORTUNITY
School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator.
NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX – Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: 719-520-2288, FAX: 719-520-2442
The following Board policies address nondiscrimination in District 11: AC, AC-R, GBA, GBAA, JBB, JBB-R
Salary : $81,484 - $91,766