Job Description

Compensation Analyst & HRIS Administrator

Employment Type: 0 - Full-time Regular

Pay Range: $84,431.00 - 126,647.00

Location: Castle Rock, CO

Overtime Exempt: Y

Elected Office / Department: HUMAN RESOURCES

Douglas County is seeking a Compensation Analyst and HRIS Administrator to help shape how we manage pay, positions, and employee information. In this role, you’ll pair compensation analysis with hands-on HR systems work, partnering across departments to strengthen data accuracy, improve processes, and give leaders reliable information for workforce decisions.

The Compensation Analyst and HRIS Administrator is responsible for administering and maintaining the County’s compensation programs, position control processes, and Human Resources Information System (HRIS). This position serves as a subject matter expert and technical resource for compensation and HRIS-related functions, ensuring accurate and consistent application of County compensation policies, procedures, and established practices.

The position performs compensation analysis; reviews and processes reclassification and equity adjustment requests; maintains pay plans and position data; administers unemployment processes; audits personnel actions; develops workforce and HR reporting; and supports the integrity and effectiveness of HR systems and data. The Administrator partners closely with Human Resources, Finance, Information Technology, and County departments to improve processes, enhance system functionality, strengthen data integrity, and identify opportunities for automation and operational efficiency.

Generally, the hiring range is $84,431-$105,539 annually. Qualifications, education, and experience as it relates to the position will be taken into consideration when determining hiring salary.

Your future is important to us.

Douglas County offers a comprehensive benefits package — including medical, dental, vision, and retirement plans — plus a wide range of additional resources to support your health, growth, and overall well-being. View the full Employee Benefits Guide

View the full job description here

Examples of Duties:

Compensation Administration

• Administers and maintains the County's compensation and classification programs in accordance with established policies, procedures, and applicable requirements.
• Maintains County pay plans, salary structures, job classifications, compensation tables, and related compensation data.
• Reviews and analyzes requests for position reclassification, equity adjustments, salary changes, and other compensation actions; provides recommendations based on relevant internal and external considerations.
• Conducts compensation analyses, including internal equity reviews, market comparisons, salary placement analysis and other compensation studies as assigned.
• Ensures compensation actions are administered consistently and in accordance with County compensation policies and procedures.
• Provides guidance to HR staff, managers, and departments regarding compensation practices, processes, and requirements.
• Assists with annual and periodic compensation and equity studies, market reviews, 10 County responses and implementation of approved compensation changes.
• Maintains accurate documentation supporting compensation decisions and transactions.

Position Control

• Administers and maintains position control processes and records to ensure accurate tracking of authorized County positions.
• Coordinates with Human Resources, Finance, Budget, and departments regarding the creation, modification, reclassification, funding, and elimination of positions.
• Reviews position-related transactions for accuracy, authorization, and consistency with approved organizational structures and compensation practices.
• Reconciles position information across applicable HR, payroll, budget, and financial systems and works with appropriate stakeholders to resolve discrepancies.
• Produces position control reports and provides analysis to support workforce planning, budgeting, and organizational decision-making.

HRIS Administration

• Serves as an HRIS system administrator and functional subject matter expert for assigned Human Resources systems and applications.
• Maintains system configurations, workflows, tables, security roles, business rules, and other HRIS functionality within assigned areas of responsibility.
• Partners with Information Technology and system vendors on system updates, upgrades, testing, integrations, enhancements, troubleshooting, and implementation of new functionality.
• Evaluates proposed system changes and assists with user acceptance testing, validation, implementation, and communication.
• Identifies opportunities to better leverage existing HR technology and recommends system enhancements to improve service delivery and operational effectiveness.
• Supports users by troubleshooting HRIS issues, providing guidance, and coordinating resolution of technical or functional problems.
• Maintains appropriate system documentation, procedures, and administrative records.

Personnel Action Auditing and Data Integrity

• Reviews and audits personnel actions to ensure accuracy, completeness, appropriate authorization, and compliance with County policies and procedures.
• Identifies discrepancies, errors, or inconsistencies and works collaboratively with HR staff and departments to resolve issues.
• Conducts routine audits of HRIS and personnel data to maintain data accuracy and integrity.
• Develops and implements quality-control processes designed to reduce errors and strengthen the reliability of HR information.
• Assists in establishing standardized processes and controls for HR transactions and system data.

Reporting and Analytics

• Develops, maintains, and distributes recurring and ad hoc Human Resources reports, dashboards, and workforce data.
• Analyzes HR, compensation, position, and workforce data to identify trends, discrepancies, risks, and opportunities for improvement.
• Responds to internal data and reporting requests while ensuring appropriate confidentiality and data integrity.
• Supports leadership and departmental decision-making through accurate and timely workforce information.
• Identifies opportunities to automate recurring reporting and improve access to meaningful HR data.

Process Improvement, Automation, and Technology

• Reviews HR processes and workflows to identify opportunities to streamline work, eliminate unnecessary administrative steps, improve accuracy, and reduce manual processing.
• Researches and recommends technology, automation, artificial intelligence, workflow, and system-based solutions that improve HR operational efficiency.
• Partners with HR functional areas and Information Technology to design, test, and implement process and technology improvements.
• Assists HR teams in evaluating existing processes and translating business needs into system or workflow solutions.
• Develops recommendations for improving HR service delivery through effective use of technology and available resources.
• Supports implementation and change-management efforts associated with new HR processes, technology, and automation.

Unemployment Administration

• Coordinates and administers the County's unemployment claims process.
• Reviews unemployment claims and gathers relevant employment documentation and information needed to respond to claims.
• Coordinates with HR staff, departments, third-party administrators, and appropriate agencies regarding unemployment matters.
• Tracks unemployment claims, determinations, hearings, and related activity.
• Maintains accurate records and provides reports regarding unemployment activity as requested.

Policy, Compliance, and Customer Support

• Ensures assigned compensation, HRIS, and personnel processes comply with County policies, procedures, and applicable legal requirements.
• Interprets and applies established HR policies and procedures within assigned areas of responsibility.
• Provides responsive consultation and technical assistance to HR staff, managers, employees, and other stakeholders.
• Develops and maintains procedures, job aids, training materials, and other documentation related to assigned functions.
• Maintains confidentiality of sensitive employee, compensation, and organizational information.

Performs other duties of a similar nature and level as assigned.

MINIMUM QUALIFICATIONS:

Education and Experience:Bachelor's degree in human resources, business administration, public administration, finance, information systems, or a closely related fieldFive (5) years of progressively responsible professional experience in Human Resources involving compensation, HRIS administration, HR analytics, classification, or a closely related area. A combination of education, training, and experience that demonstrates the required knowledge, skills, and abilities may be considered.Certifications:Professional Human Resources certification or CCP (Certified Compensation Professional), or the ability to obtain within 6-months of hire, is required. This position requires successful completion of a criminal background check including fingerprinting through a national database. Preferred Qualifications:Experience administering compensation programs in a public-sector environment.Experience serving as an administrator or functional lead for an HRIS.Experience with position control, classification, compensation analysis, and personnel action auditing.Experience developing HR reports, dashboards, or workforce analytics.Experience implementing HR technology, workflow automation, or process improvements.Professional certification in Human Resources, compensation, HRIS, or a related discipline.

ADDITIONAL INFORMATION:

Closing Date: 11/02/2026 4:59PM MST. Review of applications will begin immediately and continue until a suitable candidate is selected.

The job details outlined in this posting may represent a modified summary of the full job description. For a full copy of the job description CLICK HERE to view our job classifications.

In the event of an emergency/disaster in or near the County, all County employees are expected to make every effort to be available to assist the County Manager, Elected/Appointed Officials and Department Directors to ensure the continued operation of any and all necessary County functions. This may mean being available to perform additional duties and hours beyond what is normally required. In the event that an exempt employee does work more than 40 hours a week in support of County operations during an emergency, such employee may receive overtime or other appropriate wage compensation in accordance with existing County policies or at the discretion of the County.