Department Information
This position is only open to current Residents of Colorado.
Incumbent will be required to complete work for CDE within Colorado.
This announcement may be used to fill multiple positions.
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. In addition, CDE provides structural and administrative support to the Colorado School for the Deaf and the Blind and the Charter School Institute.
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 strives to incorporate five core values that we uphold in our work internally and externally. If you come to CDE, be prepared to incorporate Integrity, Equity, Accountability, Trust, and commitment to Service in what you do.
The State of Colorado strives 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
The work we do is rewarding and impacts the students, families, educators, and communities across Colorado. Our leadership also promotes a culture that puts families and self-care as a priority. Along with meaningful work and an environment that puts employees first, the state also offers rich benefits that intend to make us an Employer of Choice!
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
A wide salary range is posted for this position and any job offer is based upon 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 the posted range based upon this salary analysis.
Description Of Job
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.
Work Environment
- 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)
- LIGHT/Office environment:
- Required to sit, view a computer screen, and utilize a keyboard and mouse for extended periods of time
- May be required to lift and move up to 10 lbs of force frequently or 20 lbs occasionally
- Required lifting, bending, stooping, pushing, walking, etc.
- Light work usually requires walking or standing to a significant degree (for event setup, such as all-staff events and holiday parties).
- 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:
Join a dynamic HR team where you’ll play a key role in attracting, hiring, and retaining top talent for the Colorado Department of Education. This position is responsible for Talent and HR Operations, with a primary focus on recruitment, leading talent acquisition efforts while partnering closely with hiring managers to develop effective staffing strategies, ensure equitable and compliant hiring practices, and support a seamless candidate-to-employee experience in alignment with State Personnel Board Rules.
With a strong emphasis on operational excellence, this role balances strategy with execution in a highly collaborative, small-team environment. While recruitment is a central focus, the position supports a broad range of HR functions, including classification and compensation processes, onboarding and training, HR systems and personnel updates, and data-informed decision-making. The role also contributes to the development of SOPs, tools, and guidance, and provides day-to-day HR support to employees and supervisors to ensure consistent, responsive, and high-quality HR services across the organization.
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
Strategic and Technical Recruitment & Retention
- Partner with CDE hiring managers to define organizational needs and provide expert guidance on State Personnel Board Rules to develop compliant and effective staffing strategies.
- Develop compelling, professional, and accessible job postings designed to attract high-quality candidates to the Department of Education.
- Conduct rigorous application screenings and oversee the full-cycle candidate experience within the NeoGov applicant tracking system to ensure a high-quality transition from applicant to hire.
- Apply a deep understanding of employment laws and State Rules to ensure every stage of the CDE selection process is equitable, defensible, and legally compliant. Ensure all hiring practices remain compliant with State Personnel Board Rules and employment laws.
- Align recruitment practices with Department retention goals by ensuring candidates possess both the specialized skill sets and the professional attributes required for long-term success at CDE.
- Partner with CDE teams to ensure positive onboarding and offboarding experiences that directly support the Department’s retention and employer-branding goals.
- Work with managers and supervisors within CDE to create an onboarding and training process within each department division of the organization to to ensure the success of newly hired candidates
- Create FAQs sheets and check in surveys that can be used for the 30 day, 60 day, 90 day check in.
- Support the development of employee experience initiatives specifically tied to recruitment and retention, such as recognition programs and feedback mechanisms aimed at reducing turnover.
- Monitor employee sentiment trends related to the hiring and retention lifecycle, escalating critical themes to HR leadership.
- Attend and represent CDE at both in-person and virtual recruitment events, engaging with potential candidates and building external partnerships
- Proactively identify and pursue recruitment opportunities to increase CDE’s visibility, strengthen its presence, and attract diverse talent
Classification & Compensation Verification
- Conduct comprehensive classification analyses of position descriptions to ensure accurate placement within the State personnel system.
- Review recruitment documentation for accuracy, including job classification, approved salary range, and step assignment.
- Maintain the integrity of CDE’s classification system by providing guidance to hiring managers and conducting regular position description audits.
- Serve as a strategic consultant to CDE leadership on recruitment and compensation practices to support current and future workforce needs.
- Collaborate with the HR Supervisor to establish appropriate posting salary ranges, leveraging knowledge of classified and non-classified State compensation structures.
HR Systems, Data Integrity & Records
- Oversee the administration of HR systems and tools in collaboration with HR colleagues, ensuring the accuracy, integrity, and confidentiality of employee data and records
- Generate, analyze, and interpret HR reports to identify trends, including turnover rates across departments, to support data-driven decision-making
- Leverage data insights to inform and guide targeted recruitment and retention strategies that improve workforce stability
- Collaborate with IMS and HR leadership to troubleshoot system issues and recommend process and system enhancements
- Support the creation and maintenance of digital personnel files, ensuring records are complete, up to date, and maintained in compliance with confidentiality standards
General HR Operations and Cross-Functional Team Support
- Contribute to a collaborative HR team by supporting cross-functional activities across HR disciplines (e.g., accessibility, systems, payroll) to ensure seamless operations.
- Operate effectively in a small-team environment by sharing responsibility for priorities, responding to urgent or emerging needs, and supporting department-wide initiatives, projects, and organizational activities.
- Maintain working knowledge across HR functions to provide reliable backup coverage and continuity of service.
- Produce and maintain HR documents and deliverables, including offer letters, SOPs, reports, organizational charts, and other internal resources to support operational efficiency.
- Provide professional HR guidance to employees and supervisors on routine HR matters.
- Support audits, personnel updates, and maintenance of HR data and records (e.g., rosters, systems, documentation) to ensure accuracy and compliance.
- Complete special projects and assignments in support of HR leadership and team priorities (systems implementation, event planning for CDE all staff and other events, etc.).
Learning & Development
- Coordinate and support learning programs, including new employee orientation, training initiatives, and professional development opportunities.
- Manage the Professional Development Learning Fund (PDLF), including application processing, tracking, approval, and reimbursement.
- Develop and deliver training, presentations, and accessible learning resources that support employee growth and organizational capability.
- Provide guidance and tools to support employee development, performance management, and goal tracking within HR systems.
Minimum Qualifications, Substitutions, Conditions Of Employment & Appeal Rights
MINIMUM EDUCATION AND EXPERIENCE REQUIREMENTS:
Experience Only
Six (6) years of relevant experience in an HR Generalist or HR Specialist (recruitment and retention) role as primary. This experience must have included a combination
- Experience with an HRIS or ATS and processing of employee information (such as Workday, SAP, ADP, NeoGov, etc.).
- Working knowledge and applicationof HR bodies of knowledge, including, but not limited to, the following areas:
- Federal and State of Colorado employment laws and regulations, such as the Fair Labor Standards Act (FLSA), Uniform Guidelines, EPEWA, and Colorado Wage and Hour laws.
- Exempt and Non-Exempt Status under the Fair Labor Standards Act (FLSA), etc.
- Benefits Administration.
- Recruitment / Retention.
- I-9.
- Intermediate to advanced proficiency in MS Office programs such as Word and MS Excel.
- Strong working knowledge of employee data reporting and analysis related to key HR metrics.
OR
Experience And Education Combination Substitution
A combination of related education and/or relevant experience in an occupation related to the work assigned that is equal to six (6) years.
Graduation from an accredited college or university* with a Bachelor's Degree in Human Resource Management, Business Administration, or Industrial/Organizational Psychology or Organizational Development, or a field of study related to the work assignment will substitute for Four (4) years of the required experience, but not the specific experience listed below.Two (2) years of relevant experience** in an HR Generalist or HR Specialist (recruitment and retention) role as primary. This experience must have included a combination of:
- Experience with an HRIS or ATS and processing of employee information (such as Workday, SAP, ADP, NeoGov, etc.).
- Working knowledge and applicationof HR bodies of knowledge, including, but not limited to, the following areas:
- Federal and State of Colorado employment laws and regulations, such as the Fair Labor Standards Act (FLSA), Uniform Guidelines, EPEWA, and Colorado Wage and Hour laws.
- Exempt and Non-Exempt Status under the Fair Labor Standards Act (FLSA), etc.
- Benefits Administration.
- Recruitment / Retention.
- I-9.
- Intermediate to advanced proficiency in MS Office programs such as Word and MS Excel.
- Strong working knowledge of employee data reporting and analysis related to key HR metrics.
- This experience must clearly be described under the work history/experience section of the online application. Responses of "See Resume" will remove your application from consideration.
- Transcripts as described under "Complete Applications" must be submitted at the time of application to verify education.
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Qualifications And Conditions
Qualifications for Success in the Position:
- Evidence of collaborative experience in multiple HR areas in a team environment.
- Strong written and verbal communication skills.
- Strong attention to detail (proofing work, spelling, grammar, formatting, etc.).
- Demonstrated ability to effectively balance quality of work and productivity expectations.
- Demonstrated ability to effectively collaborate with internal and external customers (e.g., school districts, other CDE units).
- Demonstrated ability to prioritize and organize work to accommodate and meet the changing needs of the department and 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, as well as on a team.
- Ability and willingness to travel if needed.
Preferred Qualifications And Experience (Not Required)
- Professional HR experience in multiple areas in a mid-sized to large-sized organization or a government agency.
- Knowledge of Colorado State Government rules and policies specifically concerning employment and personnel. This includes specific rules and exceptions as outlined in the Colorado Statutes, the Colorado Constitution, and Personnel Rules.
- Working knowledge of Smartsheet.
- Knowledge of NeoGov, CPPS, and HRDW.
- Working knowledge of Google Office Suite products.
- PHR.
- SPCP - Certification for Evaluation and Selection through the Department of Personnel and Administration (DPA) SPCP Certification.
Conditions Of Employment (Required)
- Must be willing and able to submit to the pre-screening process and pass a background check.
- Ability and willingness to independently determine, obtain means, and complete required commuting to the office or other meeting locations.
- Work extended schedule per business needs
- Report to work location per business needs
- Incumbent will be required to obtain the State of Colorado Statewide Personnel Certification Program (SPCP) certification in Selection within 3 months of hire.
- Incumbent will be required to obtain the State of Colorado Statewide Personnel Certification Program (SPCP) certification in Job Evaluation within 12 months of hire.
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Supplemental Information
Complete Applications Must Include
- Completed Online Application: Required - Submitted through our ATS .
- Cover Letter: Required - Copy and Paste into the Supplemental Questions (11,000 character limit, aprx. 3 pages)
- Resume: Required - Copy and Paste into the Supplemental Questions (11,000 character limit, aprx. 3 pages)
- DD-214: Required - Attached to the online application i f you are a veteran eligible for Veteran Preference Points.
- 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 an international 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.
Equity, Diversity, and Inclusion (EDI) and 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 .
