ABOUT ALLIANCE COLLEGE-READY PUBLIC SCHOOLS
Alliance College-Ready Public Schools was founded based on the belief that all young people, regardless of zip code, are capable of achieving at high levels. Alliance is now one of the largest and more successful public charter school networks in the nation, operating 25 high-performing middle and high schools serving 13,000 scholars in Los Angeles’ more educationally underserved communities. In our 14th school year, Alliance has a proven record of success: though our scholars come to Alliance on average four grade-levels behind in reading, 95% of Alliance graduates have been accepted to college—including 73% to a four-year university in 2018. We strive to truly change the life trajectories of our scholars and communities, with a goal of 75% of Alliance graduates completing a four-year college degree. Now is the time to join our collaborative community to make long-lasting change across Los Angeles.
Reporting to the Vice President, Performance Management, the Director, Compensation is part of the larger Talent team at Alliance, and is responsible for leading the development and implementation of procedures and policies that are aligned to Alliance’s compensation philosophy and personnel policies, and impact staff compensation across Alliance College-Ready Public Schools. The compensation function is a growing one at Alliance and offers the ideal candidate the opportunity to grow professionally and have a deep impact at all levels of the organization.
WHAT YOU WILL DO
Compensation Functional Leadership
- In collaboration with the Vice President, Performance Management and the Talent Leadership team, establish the long term vision, goals and strategies to continue to refine Alliance’s compensation guidelines for all staff in accordance with Alliance’s policies and procedures.
- Develop, refine, and lead the processes to determine initial compensation for all new staff members.
- Develop and lead the processes for generating, distributing, and operationalizing annual performance-based compensation changes for all staff.
- Refine and codify internal compensation processes to ensure accuracy, security, timelines and compliance with applicable local, state and federal compensation regulations.
- Conduct regular audits of staff compensation and compensation procedures to ensure duty-title-compensation alignment and equity.
- Ensure compliance of all compensation programs with federal and state regulations by conducting periodic compensation audits to identify any potential problems or non-compliance issues.
- Review and address all compensation related inquiries or concerns from internal staff or candidates.
- Develop and implement process improvements to foster cross-functional collaboration and communication.
- Lead compensation analysis and contribute to ongoing compensation-related activities, including collecting job/market data, job descriptions, and external/internal salary surveys, and recommending changes or modifications.
- Lead change management efforts related to compensation.
- Train and support the Staffing Team to determine appropriate initial salary placement for all employees according to compensation guidelines and procedures.
- In collaboration with the Staffing Team, develop offer letter language and templates.
- In collaboration with the Staffing Team, create an online employment application template and process that will support the efficient gathering of accurate candidate information to be used for compensation placement.
- In collaboration with the Finance, Payroll, and HR Operations teams, develop policies and practices to ensure efficient compensation and human capital budgeting practices that support 100% timely and accurate compensation for all employees.
Training and Capacity-Building
- Design and conduct trainings, presentations and/or workshops aimed at increasing staff knowledge of Alliance’s classification and compensation models and policies.
- Develop compensation-related communication materials, talking points, letters and templates for a variety of stakeholders including, but not limited to, Principals, Home Office hiring management, current staff, the Staffing Team, etc.
- Provide counsel and guidance related to compensation and job classification to hiring managers and staff.
- Maintain the compensation-related sections of the HR repository (still under construction) and Alliance external-facing website.
THE IDEAL CANDIDATES WILL HAVE/BE:
- Knowledge of state and federal policies that impact employee compensation
- Knowledge of urban school environments and school culture
- Excellent verbal and written communications skills
- Strong organization and project management skills with the ability to juggle competing priorities
- Ability to work in a diverse environment and be sensitive to issues of diversity and inclusion
- Ability to work effectively in a multi-layered organization and build strong relationships with a variety of home office and school-based colleagues
- Experience with FLSA guidelines and performing exempt/nonexempt "duties" tests
- Proficient use of Microsoft Office and Google-based applications
- Willingness to go above and beyond to contribute to the success of a dynamic team committed to a new future for urban education
- Certified Compensation Professional (CCP), PHR, SPHR, SHRM-CP, or SHRM-SCP a plus
- At least 4 years of progressive professional work experience in a related field and a Bachelor’s Degree or higher from an accredited college or university
- Commitment to Alliance’s core beliefs and educational philosophy
COMPENSATION AND BENEFITS
In alignment with our commitment to equity for our scholars, Alliance is committed to equity and transparency for our team and offer competitive salaries commensurate with experience and education, as well as an employer-sponsored 403b plan annual contribution equal to 5% of regular earnings, and a comprehensive group health benefits package, including medical, dental and vision. This position is exempt. The compensation range for this position is $89,000 - $130,000.