Talent Acquisition Specialist (HR Spec III)

Full Job Description

Colorado Department of Education – What We Do
The Colorado Department of Education (CDE) provides leadership, resources, support, and accountability to the state's 178 school districts, 1,888 schools, over 53,000 teachers, and over 3,200 administrators to help them build capacity to meet the needs of the state's approximately 905,000 public school students.

As the administrative arm of the State Board of Education, CDE is responsible for implementing state and federal education laws, disbursing state and federal funds, holding schools and districts accountable for performance, licensing all educators, and providing public transparency of performance and financial data.

CDE is a values-based agency that serves students, parents, and the general public by protecting public trust through ensuring adherence to laws, strong stewardship of public funds, and accountability for student performance.

CDE upholds five core values in our work, both internally and externally. Working for CDE requires being prepared to incorporate Integrity, Equity, Accountability, Trust, and commitment to Service in everything you do.

The State of Colorado and CDE equally strive to create a Colorado for All by building and maintaining workplaces that value and respect all Coloradans through a commitment to equal opportunity and hiring based on merit and fitness. The State is resolute in non-discriminatory practices in everything we do, including hiring, employment, and advancement opportunities.

Why Work For CDE's Human Resources Unit

The Human Resources Unit is an integral part of the Colorado Department of Education (CDE) commitment to supporting and guiding our workforce.

The HR Unit is responsible for facilitating and administering the CDE’s internal personnel functions, including talent acquisition, performance management, employee recognition, employee relations, training & development, compensation, benefits administration, and health and safety.

Our HR staff understands that the work we perform is critical to supporting CDE's overall mission. The CDE team provides a supportive, collaborative, diverse, meaningful, and innovative working environment. Our people and service-centered focus, along with the rich benefits package, are just a few of the reasons why working on our team is a great experience.

The following is a summary of the benefits we offer:

• Flexible work schedules and flexible workplace options that may include flexible working hours, working from home, working in the office, and/or a hybrid working environment.
• Premier medical, dental, vision, and dependent life insurance options. All with a generous employer contribution, keeping employee costs as low as possible.
• Employer-paid short-term disability and life insurance.
• Up to 160 hours of Paid Family Medical Leave (PFML).
• 11 paid holidays per year.
• Competitive vacation and sick leave accruals.
• Retirement through the Public Employees Retirement Association (PERA) www.copera.org.
• Employer-paid RTD Eco Pass (certain restrictions may apply).
• Paid professional development opportunities.

The salary range posted and any job offer for this position are based on a salary analysis to comply with the Colorado Equal Pay for Equal Work Act. The salary analysis considers relevant experience, education, certifications, and state seniority as compared to others doing substantially similar work. While most salary offers are made within the posted range, occasionally an offer is made below or above it based on this salary analysis.

Requirements

Work Hours and Location:

• This position is full-time (at least 40 hours per week), Monday-Friday.
• This position is hybrid, allowing a flexible work arrangement of both home and in-office work.

• Extended hours during the evening or the weekend may be required by business needs.
• A home office is required for remote office work.
• Required to report to the work location as required, which will vary based on business needs.
• Essential Functions (ADAAA)
  • SEDENTARY/Office environment:
    • Required to sit, view a computer screen, and utilize a keyboard and mouse for extended periods of time.
    • Required lifting, bending, stooping, pushing, walking, etc.
      
      

A driver's license is not required; however, the employee is required to independently obtain and determine the means to commute to the office.

Position Summary:

This position serves as the Talent Acquisition Specialist and will partner with hiring managers and supervisors on all recruiting processes. This includes providing knowledge of rules, laws, and standards related to staffing for classified and non-classified positions. This position will also be responsible for ensuring a seamless transition from recruitment to employee onboarding. This position must work closely with the HR Generalists to ensure all the relevant information is transitioned to ensure a successful onboarding experience. The position will provide excellent customer service to both internal and external customers. This position will also be responsible for developing procedures and technical guidance, as well as providing training. The position may be required to participate in special projects or process improvement initiatives of HR or CDE.

The final salary is anticipated to fall within the posted salary range; however, it could be higher or lower depending on the knowledge, skills, abilities, and other qualifications of the preferred candidate while considering internal equity.

Major Duties and Responsibilities:

• Recruitment, Screening and Selection (60%)
  • Applies professional knowledge of laws, policies, rules, and best practices to provide recruitment and selection consultation to CDE hiring managers in both classified and non-classified recruitment.
  • Partners and assist in the development of staffing and recruitment strategies and options with CDE hiring managers and hiring designees. Including recruitment initiation and consultation meetings with hiring managers to review needs, assess options, and determine strategy for recruitment.
  • Conducts a preliminary job evaluation, along with a brief narrative to support the initial finding, and provides it to the HR Supervisor for a final assessment. This initial assessment should also include a determination of whether a new position number should be assigned.
  • Demonstrates a solid understanding and applies knowledge of CDE’s and the State’s classified and non-compensation systems. In consultation with the HR Supervisor, it provides guidance on posting ranges. This also includes knowledge of compensation and hiring incentives, such as signing bonuses.
  • Creates job announcements based on the information provided by the hiring manager and other relevant partners. All announcements should also include content aligned with recruitment best practices to help market the position to the appropriate audience.

  Uses NeoGov to perform all activities related to both classified and non-classified recruitment.

  This includes, but is not limited to, posting jobs, reviewing minimum qualifications, redacting PII, inputting applicants' scores, creating and updating exam plans, submitting applications to the appropriate hiring managers or their designees, and closing out all positions that have been filled.

  • Ensures all job announcements are accurate, timely, and compliant with all agency policies and state and federal laws and rules.
  • Effectively utilize CDE’s HRIS to facilitate activities related to talent acquisition, compensation, and HR metrics and reporting.
  • Provides consultation in the development of Job Descriptions for non-classified and classified positions.
  • Demonstrates working knowledge of general HR processes and rules related to personnel, including but not limited to HR policies and procedures for personnel changes, workflows, the Equal Pay for Equal Work Act (EPEWA), employment types/benefits eligibility, and can provide customers with assistance in all these areas.
  • Provides routine updates to the HR Director on high-profile recruitment, including challenging and/or patterns of unsuccessful recruitments.
  • Collaborate with the HR Director to develop and refine standards associated with recruitment rules, best practices, and CDE policies to ensure consistency across CDE. This includes ensuring that any changes to the process are reviewed and approved by the HR Director before implementation.

  Develops procedural and user guidance documents for processes related to recruitment, screening, and onboarding.

  This includes, but is not limited to, taking a leadership role in the design and implementation of the Initiate Hire and Onboarding module of CDE’s HRIS, which will also involve developing training and user guidance.

  • Provide consultation and assistance in the development of Job Descriptions for both classified and non-classified staff.
  • Ensures CDE’s job description and position description (classified) forms are up to date and include all the required elements according to state and federal laws, including state rules and statutes.
  • Provides timely communication and follow-up to hiring managers and hiring designees, which includes scheduling meetings to proactively review status and discuss current and any anticipated future needs.
  • Build and maintain strong professional relationships with CDE employees throughout CDE.
  • Serves as a subject matter expert and reliable source of information, confidentiality, and trust. Uses experience and instincts to identify potential issues and risks. Reports these issues to the HR Director.
  • Identifies and implements strategies to manage the volume of recruitment requests and collaborates with the HR Supervisor and HR Coordinator for assistance.
  • On a timely and consistent basis, updates the Recruitment Tracker, NeoGov, and all other systems (HRIS, etc.) to ensure all updates and notes are accurately reflected.

  Demonstrates a strong working knowledge and understanding and applies knowledge of CDE’s and the State’s compensation mechanisms, including the use of signing bonuses.

  In consultation with the HR Supervisor, provides guidance on posting ranges and offers of employment that align with CDE’s compensation guidance and philosophy.

  • Routinely updates MyCDE and/or the HRIS for all areas related to recruitment and selection, including ensuring information is updated based on policy and/or law or rule changes that impact the recruitment and hiring process and new hire and promotion announcements as required by the Equal Pay for Equal Work Act (EPEWA).

  Demonstrates and applies professional knowledge of the State’s job evaluation system and CDE classification guidelines to properly classify positions in both the classified and non-classified systems.

  Assists staff in understanding the statutory and CDE-specific criteria involved in making these determinations.

  Onboarding and Employee Experience (20%)Effectively engage with the HR Coordinator staff to ensure a smooth and seamless transition from candidate to new employee for onboarding all new hires.

  This includes ensuring that the necessary information is obtained and communicated related to special situations, such as employee rehires and employees transferring to CDE from other State agencies and/or Institutions of higher education (IHEs).

  • Develop and submit timely and accurate offer letters (contingent and final) for submission to the new hire.
  • Serve as a presenter in Employee Orientation meetings.
  • Maintains knowledge of applicable laws, policies, and rules related to recruitment, screening, and general employment to ensure compliance.
  • Proactively engage in dialogue with relevant CDE leaders to assess current and future staffing needs and provide guidance.

  Demonstrates a strong working knowledge of rules, policies, and processes for the recruitment, screening, and hiring of classified positions.

  This includes interpreting State Personnel Rules to address questions from applicants and hiring managers. Seeks assistance from the HR Director on complex issues.

  • Demonstrates knowledge of the provisions of Classified and Non-Classified rules and policies and can apply decision-making that applies to the appropriate rules and policies.
  • Refers employees to proper offices and/or other HR Staff on where to find answers to questions and concerns. Escalate concerns to the HR Director for assistance with resolution. Identify and offer ideas to increase employee engagement, participation, or satisfaction.
  • Serves as back-up to respond to basic employee inquiries and transfers more complex questions to the applicable process owner on the HR team.
• HR Projects and Professional Development (20%)
  • Serves as a point of contact for all staff interested in professional development and growth opportunities within CDE.
  • Facilitates and manages CDE’s Professional Learning Fund, including but not limited to receiving and approving requests, submitting approvals to Accounting for reimbursement, and ensuring the program policy and procedures are kept current.
  • Maintains CDE’s Professional Development Policy and Request forms, which include, but are not limited to, ensuring the HR Director is aware of policy changes and CDE’s policy is up to date and compliant with all state rules and universal policy mandates.
  • Attends appropriate training to stay current on State Personnel Rules, Federal Laws, State Laws, Employment Laws, or compensation legislation in order to answer questions and advise managers and employees on rule issues.
  • Attends and actively participates in DPA forums related to recruitment, selection, and any other relevant subject that pertains to duties within the position description. Shares information obtained with the remainder of the HR team.
  • Completes requirements to obtain DPA certifications in Personal Services, Selection, and Job Evaluation.
  • Creates and conducts training and presentations for CDE employees within the areas of recruitment, selection, screening, etc.
  • Provide professional, respectful, and timely communications to CDE partners, stakeholders, and internal and external customers.
  • Supports the HR team in executing various projects and programs, including creating forms and reports, supporting communication, education, and implementation activities.
  • Serves as an active project team member and supports HR projects to ensure timely completion and execution of deliverables.
  • Assist with CDE-wide programs and activities, including CDE all-staff engagement events.

Qualifications

MINIMUM QUALIFICATIONS:

Experience Only:

OR

Education and Experience:

QUALIFICATIONS and CONDITIONS OF EMPLOYMENT:
Qualifications for Success in the Position:

• Knowledge of full-cycle recruitment processes and strategies, including but not limited to understanding the factors and considerations involved in each stage of the process.
• Strong working knowledge of the development of effective and innovative job postings.
• Strong working knowledge of the development of procedural and training documentation.
• Evidence of collaborative experience in working with hiring managers to assess needs and develop plans that support their vision and align with law, policy, and state rules.
• Strong written and verbal communication skills.
• Demonstrated ability and experience in the development of training documents and presentations on topics within the purview of this position.
• Strong attention to detail (proofing work, spelling, grammar, formatting, etc.).
• Strong working knowledge (intermediate to advanced user) of MS Outlook, MS Word, MS Excel, and Applicant Tracking Systems.
• Ability to quickly learn and adapt to changing technologies.
• Demonstrated ability to effectively balance quality of work and productivity expectations.
• Demonstrated ability to effectively build relationships and collaborate within the team and with internal customers.
• Demonstrated ability to prioritize and organize work to accommodate and meet the changing needs of the HR unit and the department to meet deadlines.
• Demonstrated ability to take initiative and exhibit a proactive approach to work.
• Demonstrated ability to identify problems and recommend solutions prior to the standard being jeopardized.
• Demonstrated ability to work independently and work within a team setting.

Preferred Qualifications (Preferred/Not Required):

• Two (2) years of recruitment experience within Colorado state government, including, but not limited to, experience in NeoGov and classified and non-classified recruitment.
• State of Colorado Job Evaluation and/or Job Selection Certification (SPCP).
• Experience in the development of training documents and presentations on topics within the purview of this position.
• Personal Services Certification.
• PHR Certification.

Conditions of Employment (Required):

• Must be willing and able to submit to the pre-screening process and pass a background check.
• Ability to independently determine and obtain means to commute to the office when required.
• Work extended schedule as required per business needs.
• Report to the office work location as needed per business needs.
• DL Not Required: Required to independently determine and obtain means to commute to the office.

Additional Information

Complete Applications must include:

• Completed Online Application: Required
• Cover Letter: Required - Copy and Paste into the Supplemental Questions (11,000 character limit, approx. 3 pages)
• Resume: Required - Copy and Paste into the Supplemental Questions (11,000 character limit, approx. 3 pages)
  • The resume must clearly reflect the required skills and experience described within the position description.
• Transcript: Required if using education to meet MQs - Attached to the online application and meeting requirements as described under "College Transcripts".

College Transcripts: If you are using education to qualify, a legible copy of your official or unofficial college transcript(s) or a foreign credential evaluation report must be submitted with your application. Transcripts must show the name of the school and that a degree was conferred. Transcripts from colleges or universities outside of the United States must be assessed for U.S. equivalency by a NACES educational credential evaluation service. Failure to provide a transcript or foreign credential evaluation report may result in your application being rejected and you will not be able to continue in the selection process for this position.

**Failure to submit a complete application as defined above by the announcement close will result in your application being removed from consideration.**

** Resumes and Cover Letters WILL NOT be reviewed for minimum qualification screening.

FOR CURRENT OR FORMER EMPLOYEES OF THE STATE OF COLORADO:

Per the requirements of the Step Pay Program implemented on July 1, 2024, any 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 as of June 30. All current and former State employees must ensure that your entire work history within the State Classified System, including at Institutions of Higher Education, is indicated in your application so that your time-in-series can be calculated accurately.

Email Address:
All correspondence regarding your status in the selection/examination process will be conducted via email. Include a working email address on your application; one that is checked often as time-sensitive correspondence such as exam information or notification will take place 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.

Appeal Rights:
If you receive notice that you have been eliminated from consideration for the position, you may protest the action by filing an appeal with the State Personnel Board/State Personnel Director within 10 days from the date you receive notice of the elimination.

Also, if you wish to challenge the selection and comparative analysis process, you may file an appeal with the State Personnel Board/State Personnel Director within 10 days from the receipt of notice or knowledge of the action you are challenging.

Refer to Chapters 4 and 8 of the State Personnel Board Rules and Personnel Director's Administrative Procedures, 4 CCR 801, for more information about the appeals process. The State Personnel Board Rules and Personnel Director's Administrative Procedures are available at www.colorado.gov/spb.

A standard appeal form is available at: https://spb.colorado.gov/ . If you appeal, your appeal must be submitted in writing on the official appeal form, signed by you or your representative, and received at the following address within 10 days of your receipt of notice or knowledge of the action: Colorado State Personnel Board/State Personnel Director, Attn: Appeals Processing, 1525 Sherman Street, 4th Floor, Denver, CO 80203. Fax: 303-866-5038. Phone: 303-866-3300. The ten-day deadline and these appeal procedures also apply to all charges of discrimination.

Equal Employment Opportunity
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, a 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 Education 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 performing 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 hr@cde.state.co.us.