Senior Compensation Analyst

At the System Administration office at the University of Colorado, we are dedicated to building a workplace where everyone feels valued, supported, and empowered to thrive. Our office is committed to fostering a culture where employees find community, a sense of belonging, and the opportunity to contribute meaningfully to our mission and purpose.

By joining our team, you’ll have a direct impact on shaping the future of higher education. In addition to the Office of the Board of Regents, the University of Colorado’s system administration includes 19 units that provide essential services to CU’s campuses in Aurora, Boulder, Colorado Springs, and Denver, as well as the Office of the President. While not a part of any one campus, we are proud to serve in the centralized office for the University system.

Together, we ensure CU continues to deliver outstanding education, groundbreaking research, and valuable service to our communities.

We believe in creating an environment where the unique experiences and perspectives of everyone are embraced, enriching the work we do and the strategic outcomes we pursue. If you’re passionate about making a difference, contributing to a dynamic team, and supporting a mission that matters, we encourage you to apply and be part of our journey. Learn more about CU System Administration.

Employee Services provides the CU community with excellent services from recruitment to retirement. This office provides technical expertise while administering benefits, professional development, payroll, individual tax management, and strategic HR programs. The functional areas of Employee Services include Payroll, Technologies, Benefits, Retirement, Financial Education, Learning and Development, International Tax and Human Resources.

The Senior Compensation Analyst serves in a specialist capacity to assist the University of Colorado’s System Administration HR team in performing complex compensation analysis, job level and classification reviews, support of unique compensation requests, annual pay program cycles and activities, and support of data and tools. This role will provide guidance and consultation to the System HR Team HR Partners, and when requested, to System departments and managers, by advising on best practices to attract, motivate, and retain talent while driving sound and compliant employment decisions.

This position reports to the Compensation and Talent Program Manager and is exempt from the State of Colorado Classified Staff system.

This role is eligible to work remotely within Colorado, with the expectation of being in the office in Denver, CO, 1-3 days a month.

• Collects and provides analysis for activities associated with major annual compensation cycles and projects, in consultation with the Manager and Program Director including:
  • Annual Pay Range Updates:
    Coordinates, prepares, and validates data and identifies market.
  • Annual Compensation Increases (merit):
    Coordinates and supports the annual compensation increase process, including preparation of data and workbooks, tracking department actions, supporting HR Partners through the process.
  • Talent Reviews:
    Support department talent review cycles ensuring consistent application of compensation practices.
  • Promotions and Pay Growth:
    Collects and provides analysis of promotions and pay growth actions.
• Identifies process gaps, risks, inconsistencies, and opportunities for improvement throughout annual compensation cycles and brings recommendations forward to Compensation leadership.
• Supports the development and continuous improvement of compensation programs, processes, tools, and resources, including integrating AI tools.
• Supports complex projects and initiatives and develops or implements new practices, processes, tools, and resources within assigned areas of expertise.

• Consult with and provide guidance to HR Partners regarding compensation knowledge, data, tools, and resources needed to make informed, consistent, and compliant compensation decisions including:
  • Workforce planning (new positions, backfills, drafting job descriptions)
  • Review of internal equity and compliance
  • Succession
  • Emerging capabilities (AI and other skills)
  • Processing and routing approvals
• Partners with other HR Specialists team to develop, administer, and…