Recruiting & Compensation Analyst (Remote)

Full Job Description

The mission of the Colorado Department of Revenue (CDOR) is to become a trusted partner to every Coloradan to help them navigate the complexities of government so they can thrive. We are driven by our values of service, teamwork, accountability, integrity, and respect.

The vision of the department is to empower businesses and individuals through quality customer service, innovation, and collaboration.

We celebrate diversity and support an equitable and inclusive culture. We embrace our differences because we believe this brings innovation to our work.

For more exciting information about the Department of Revenue, please enjoy this brief video!

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What Happens After You Apply.

Requirements

We are looking for an HR Recruiting and Compensation Analyst who can navigate the technical precision of classification and compensation while mastering the art of modern recruitment.

This isn't just an administrative role; it’s a partnership where you serve as a key advisor to hiring managers and appointing authorities.

This unique role is designed for a human resources professional who excels at integrating talent acquisition strategies with technical compensation analysis.

You won’t just be following processes; you will be optimizing our workforce by ensuring high-quality hiring, equitable pay structures, and strict adherence to statewide standards.

As a core member of the HR team, you will bridge the gap between finding top talent and maintaining a structured, equitable pay system. Your work ensures that every hire made at the Department of Revenue is consistent with our commitment to excellence and equity.

What You’ll Do:

Classification & Compensation Consultation:

• Perform classification analysis on submitted position descriptions.

• Maintain the quality and consistency of the classification system in the department, by providing guidance to other HR personnel, Hiring Managers, and providing position description audits.

• Maintain classification database for the Division and Department, ensuring database integrity and accuracy.

• Consolidate data from multiple databases into a single database.

• Determine if a compensation request or recommendation meets the criteria of the compensation practice within DOR.

• Consult with employees, hiring managers, and appointing authorities on proper and strategic compensation usage to meet their current and future needs.

Recruiting & Retention:

• Collaborate with hiring managers to define specific organizational needs and provide expert guidance on State Personnel Board Rules to ensure effective, compliant staffing strategies.

• Develop compelling, quality job postings designed to attract top-tier talent and conduct rigorous application screenings to ensure high-quality candidate referrals.

• Manage the full-cycle candidate experience and data integrity within the NeoGov applicant tracking system to ensure a seamless transition from applicant to hire.

• Apply a deep understanding of employment laws, State Rules, and department policies to ensure every stage of the selection process is equitable, defensible, and legally compliant.

• Exercise sound judgment in fast-paced or ambiguous scenarios, utilizing research and policy knowledge to resolve complex hiring challenges.

• Align recruitment practices with long-term retention goals by ensuring candidates possess both the specialized skill sets and the professional attributes required for success

Qualifications

Residency Requirement:

This posting is only open to residents of the State of Colorado at the time of submitting your application.

Class Code & Classification Description:

H4G3XX

HUMAN RESOURCES SPECIALIST III

MINIMUM QUALIFICATIONS:

Experience Only:

Six (6) years of professional experience in compensation or recruiting.

OR

Education and Experience:

A combination of related education and/or relevant experience in an occupation related to the work assigned equal to six (6) years

NOTE: If submitting a transcript, certification or other relevant materials, candidates may redact information that identifies their age, date of birth, or dates of attendance at or graduation from an educational institution.

Necessary Special Requirements: *Must be certified in selection/recruitment and/or job evaluation via the State Personnel Certification Program (SPCP) or obtain the certification within 1 year of the date of hire.

Preferred Qualifications:

The preferred candidate will possess the following qualifications:

• Exceptional oral and written communication skills, with the ability to convey complex regulatory or compensation data to diverse stakeholders.

• Proven ability to manage high-volume workloads and meet deadlines with limited supervision in a fast-paced environment.

• A track record of providing outstanding customer service and building collaborative partnerships across departmental lines.

• Strong analytical skills with a high degree of attention to detail, specifically when auditing data or interpreting State Personnel Board Rules.

• Demonstrated experience interpreting and applying State Personnel Board Rules or Collective Bargaining Agreements to the recruitment process.

• Significant experience handling sensitive personnel information within a highly confidential and professional environment.

• Direct experience navigating applicant tracking systems to manage the recruitment lifecycle.

• Prior experience managing and auditing various data types to ensure accuracy in reporting and compensation modeling.

Conditions of Employment with the CDOR:

Employees are in a position of public trust in the performance of their job duties and must operate in a manner that maintains the highest standards of honesty, integrity, and public confidence.

As a condition of employment with the CDOR, all personnel must file all necessary Colorado Individual Income Tax (CIIT) returns and pay tax obligations, therefore all employees must undergo a pre-employment evaluation of their tax records/accounts to ensure compliance with this policy.

Final candidates must also complete a successful background investigation and reference check prior to appointment. Certain positions based on duties may require scheduled background investigations.

Pursuant to the Universal Driving Standards Policy, any worker who will be expected to drive a State-owned vehicle is responsible for maintaining a safe driving record and a valid driver license prior to driving any State-owned vehicle.

To be compliant with the new fleet vehicle policy, Motor Vehicle Records (MVRs) will be pulled for review for workers who:

• Have an assigned State fleet vehicle

• Are required to operate a vehicle as part of the position

• Utilize a State fleet vehicle as a pool vehicle

Minimum Qualification Screening

A Human Resources Analyst will only review the work experience/job duties sections of the online job application, to determine whether you meet the minimum qualifications for the position for which you are applying.

Only complete applications submitted before the closing date of this announcement will be reviewed.

• Applicants must meet the minimum qualifications to continue in the selection process for this position. Do not use "see resume" or "see attached" statements on your application.

• Cover letters and resumes will not be accepted in lieu of the official State of Colorado online application. Part-time work experience will be prorated.

• List your employment history starting with the most recent job, including part-time, temporary, and volunteer jobs. If more than one job was held with a given organization, list each job held as a separate period of employment.

• Information must be accurate, including dates of employment. If it is found that information provided is falsified, you will not be considered for a job with the State of Colorado and/or may be removed from a job after hire.

• The eligible list established from this posting may be used to fill additional vacancies.

Email Address:

All correspondence regarding your status in the selection/examination process will be conducted via email.

Please set up your e-mail to accept messages from "state.co.us" and "info@governmentjobs.com" addresses.

It is your responsibility to ensure that your email will accept these notices and/or review your junk mail and spam filtered email.

If you receive notice that you have been eliminated from consideration for this position, you may file an appeal with the State Personnel Board or request a review by the State Personnel Director.

Appeal Rights:

An applicant who has been removed from an employment list or removed from consideration during the selection process may request a review by the State Personnel Director.

As an applicant directly affected by the results of the selection or comparative analysis process, you may file a written appeal with the State Personnel Director.

Review of the completed, signed, and submitted appeal will be timely on the basis of written material submitted by you, using the official appeal form signed by you or your representative.

This form must be completed and delivered to the State Personnel Board by email at dpa_state.personnelboard@state.co.us within ten (10) calendar days from your receipt of notice or acknowledgment of the Department’s action.

For further information on the Board Rules, you can refer to 4 Colorado Code of Regulations (CCR) 801-1, State Personnel Board Rules and Personnel Director's Administrative Procedures, Chapter 8, Resolution of Appeals and Disputes, at spb.colorado.gov/board-rules.

Additional Information

Equity, Diversity, and Inclusion Compliance

The State of Colorado believes that equity, diversity, and inclusion drive our success, and we encourage candidates from all identities, backgrounds, and abilities to apply.

The State of Colorado is an equal opportunity employer committed to building inclusive, innovative work environments with employees who reflect our communities and enthusiastically serve them.

Therefore, in all aspects of the employment process, we provide employment opportunities to all qualified applicants without regard to race, color, religion, sex, disability, age, sexual orientation, gender identity or expression, pregnancy, medical condition related to pregnancy, creed, ancestry, national origin, marital status, genetic information, or military status (with preference given to military veterans), or any other protected status in accordance with applicable law.

The Colorado Department of Revenue is committed to the full inclusion of all qualified individuals.

As part of this commitment, our agency will assist individuals who have a disability with any reasonable accommodation requests related to employment, including completing the application process, interviewing, completing any pre-employment testing, participating in the employee selection process, and/or to perform essential job functions where the requested accommodation does not impose an undue hardship.

If you have a disability and require reasonable accommodation to ensure you have a positive experience applying or interviewing for this position, please direct your inquiries to our ADAAA inbox, dor_ohr@state.co.us.

We are committed to building work environments that are inclusive and reflect our communities and the diverse talents of all people. We strongly encourage candidates from all backgrounds and abilities to apply.

If not applying online, submit application to:

If you are not able to submit an online application, a paper application is available at this link: PDF State Paper Application (Download PDF reader).

Paper applications must be received via email to dor_ohr@state.co.us by the closing date and time of the application period listed on this announcement.

Methods of Appointment:

Appointment to the vacancy or vacancies represented by this announcement is expected to be from the eligible list created. However, at the discretion of the appointing authority, the position(s) may be filled by another method of appointment for a valid articulated business reason.

Step Pay Program:

Per the requirements of the Step Pay Program, any former or current State employee must be paid a rate that is equal to or greater than the appropriate step pay rate within their classification's pay range based on completed years in their current class series.