Portland Public Schools Oregon

Compensation

Full Description

This job is open until filled. Applications will be reviewed as received. Portland Public Schools reserves the right to make a hiring decision at any point during the posting period. Position Details Basic Function: Under administrative direction, provide districtwide leadership for the design, implementation, and oversight of the District’s classification and compensation programs. Ensure programs align with the District’s strategic priorities, fiscal responsibility, equity commitments, and talent retention goals. Serve as the authoritative subject matter expert and advisor to senior leadership, administrators, and stakeholders on classification and compensation systems, pay equity, and related compliance requirements. Direct and evaluate staff, guide department activities, and ensure that programs support a richly diverse, inclusive workforce in alignment with the District and Human Resources strategic plans, policies, and guidelines. Representative Duties: This description does not describe all duties performed. This summary provides examples of typical tasks performed. • Provide strategic leadership and oversight of all areas in the Classification and Compensation division, including development, implementation, and administration of districtwide policies, programs, and initiatives. “E” • Lead the design, governance, and communication of salary classification structures, compensation systems, and pay administration tools to ensure equity, consistency, and competitiveness. “E” • Monitor and interpret federal, state, and local laws and regulations related to classification and compensation (e.g., pay equity, minimum wage, FLSA). Recommend policy changes and ensure districtwide compliance. “E” • Partner with Employee & Labor Relations to provide data, analysis, and expertise to support collective bargaining. Conduct salary studies, job analyses, and market surveys; present findings and recommendations to senior leadership. “E” • Direct and conduct complex classification studies, including reclassifications and new job design, ensuring alignment with organizational needs, labor agreements, and equity commitments. “E” • Develop and deliver communications, reports, and presentations for the Board, cabinet, administrators, and employee groups, ensuring transparency and clarity in compensation programs. “E” • Supervise assigned staff, establishing clear expectations, coaching, and evaluating performance. Manage staffing decisions including hiring, transfers, and corrective action. “E” • Model and advance the District’s Racial Educational Equity Policy through equitable design and administration of classification and compensation practices. “E” • Represent the District with external agencies and peer organizations in classification and compensation studies and benchmarking efforts. “E” • Stay current on trends, best practices, and technologies in compensation and job evaluation; introduce innovative strategies to strengthen program effectiveness. “E”' • Demonstrate a commitment to the Portland Public Schools Racial Equity and Social Justice Commitment by developing a thorough knowledge and application of the district Racial Educational Equity Policy and other board policies; participate in staff development, in-services and trainings related to diversity, equity and inclusion in the workplace and in K – 12 education; model appropriate behaviors; develop, recommend and implement improvements to educational practices with awareness and understanding of their impact in a racially and culturally diverse community. • Perform related duties as assigned. Note: See the Classification Specification which identifies essential duties required. This is strictly for use in compliance with the Americans with Disabilities Act. Knowledge and Abilities: The following knowledge and abilities are in addition to those outlined in the classification. Knowledge of: • Best practices in job classification, compensation program design, and pay structures at the districtwide level. • Federal, state, and local laws governing compensation and pay equity. • Principles of public-sector human resources, labor relations, and collective bargaining. • Data analysis, salary benchmarking, and compensation systems technology. • Leadership, staff supervision, and organizational development strategies. • Principles of equity, diversity, and inclusion in HR practices. Ability to: • Lead districtwide classification and compensation programs in alignment with strategic objectives. • Interpret, apply, and communicate complex laws, labor agreements, and policies. • Conduct and present advanced compensation analyses for decision-making. • Build effective, collaborative relationships with district leadership, unions, and employees. • Supervise, coach, and evaluate professional staff. • Model equity leadership and ensure inclusive practices. Education and Experience: Education: Bachelor’s degree in HR, Business/Public Administration, or related field. Work experience may be a substitute for a degree. Experience: • Five (5) years’ progressively responsible experience in compensation/classification administration, including supervisory experience. Experience in a unionized or K–12 public sector environment preferred. Master’s degree and/or Certified Compensation Professional (CCP) certification may substitute for some experience. • Any other combination of education and experience that would likely provide the required knowledge and abilities may be considered. Special Requirements: Work hours may include on- and off-campus evening and weekend activities and meetings and district, school and student functions. Working Conditions: The working conditions are outlined in the job classification for the position and are representative of those that must be met by an employee to successfully perform the essential functions of this job. Persons with certain disabilities may be capable of performing the essential duties of this class with or without reasonable accommodation, depending on the nature of the disability. Remote Work Eligibility: Ad hoc. FLSA: Exempt Classification: Senior Human Resources Manager Bargaining Unit: Non Represented Salary Grade: 40; $119,255 - $142,397 Work Year(s): 260 Portland Public Schools (PPS) is seeking talented people from diverse backgrounds and experiences to lead change and inspire PPS students. At PPS, every employee, despite having different roles, is an educator. We hope to attract talented educators who model the core PPS Educator Essentials. With the District’s focus on eliminating systemic racism and its adverse impact on student learning, we seek to hire individuals who bring to our district a deep commitment to racial equity and social justice. The District is committed to equal opportunity and nondiscrimination in all its educational and employment activities. The District prohibits discrimination based on perceived or actual race; national or ethnic origin; color; sex; religion; age; sexual orientation; gender expression or identity; pregnancy; marital status; veteran’s status; familial status; economic status or source of income; mental or physical disability or perceived disability; or military service. 504 Coordinator: Katie Loewen, kloewen@pps.net, 503-916-3337 x63337 ADA Coordinator: Jey Buno, jbuno@pps.net, 503-916-3360 Director of Civil Rights: Dr. Bobby Cruz, bcruz@pps.net, 503-839-3660 Accessibility Statement Benefits Information Portland Public Schools (PPS) offers several competitive and comprehensive benefit packages to employees. Fringe benefits include medical, dental, vision, prescription, life and disability insurance, employee assistance program, 403(b) retirement savings plan and various leave and professional development programs. Depending on the insurance option selected by the employee, there may be an employee contribution toward insurance. Portland Public Schools is a public employer and participates in the Public Employees Retirement System (PERS/OPSRP). Eligible employees are required by statute to contribute 6% of salary on a pre-tax basis to OPSRP/IAP, after serving six months under a PERS employer. For more information about additional benefits or compensation options by employee group, please visit our website at: https://www.pps.net/Page/1635