Principal Talent Acquisitions & Compensation (TAC) Partner [Term Limited]

Talent Acquisitions & Compensation (TAC) Partner [Term Limited] FTE: Full-time 1.0 (100%) FTE [Term Limited] | Hybrid Salary Range: $80,000- $85,000 Position #00854328 – Requisition #41632 Join the University of Colorado Denver About the University of Colorado Denver Millions of moments start at CU Denver, a place where innovation, research, and learning meet in the heart of a global city. We're the state's premier public urban research university with more than 100 in-demand, top-ranked bachelor's, master's, and doctoral degree programs. We partner with diverse learners—at any stage of their life and career—for transformative educational experiences. Across seven schools and colleges, our leading faculty inspires and works alongside students to solve complex challenges and produce impactful creative work. As part of the state's largest university system, CU Denver is a major contributor to the Colorado economy, with 2,000 employees and an annual economic impact of $665 million. To learn more about how CU Denver helps learners meet their moment, visit cudenver.edu . *This position is Limited-Term through June 30, 2028, and subject to available funding.* Job Description * Applications are accepted electronically ONLY at www.cu.edu/cu-careers * The Talent Acquisition and Compensation (TAC) Partner supports the Denver campus and serves as a key resource in talent acquisition, job evaluation, classification, and compensation for University Staff, Classified Staff, and Faculty positions. The TAC Partner provides consultation and guidance to HR Business Partners and hiring managers and applies knowledge of university systems, policies, processes, and employment practices to address a variety of workforce needs. This is a limited-term, project-based assignment designed to support strategic institutional initiatives and evolving workforce needs. The position will play a key role in supporting organizational and workforce alignment efforts, including position evaluations, job description development and redesign, classification reviews, compensation analysis, and implementation of workforce-related changes. The TAC Partner will collaborate with HR Business Partners, campus leadership, and other stakeholders to ensure positions, responsibilities, and compensation practices align with institutional priorities and organizational needs. This position reports to the Director for Talent Acquisition and Compensation. Talent Acquisition and Compensation Partner What you will do: Strategic Projects & Organizational Alignment Support high-impact institutional initiatives focused on organizational transformation, workforce alignment, and implementation of strategic priorities. Lead or coordinate comprehensive position review and job redesign efforts to support evolving organizational structures, operational needs, and institutional objectives. Collaborate with HR Business Partners, campus leadership, and cross-functional stakeholders to assess organizational impacts, identify opportunities for consistency and alignment, and develop recommendations to support workforce transitions. Develop and maintain project plans, documentation, recommendations, and other deliverables to support informed decision-making, stakeholder engagement, and successful implementation. Coordinate project activities, timelines, and milestones; identify and address implementation challenges and support effective execution of organizational changes. Talent Acquisition & Compensation Partner with school/college/unit (S/C/U) HR Business Partners and hiring managers to provide consultation services, such as developing and implementing recruitment and selection strategies, including proactive sourcing and full-cycle recruitment support. Evaluate positions and advise S/C/U HR Business Partners and hiring managers on position management, job evaluation, classification, and compensation, including determining appropriate position type, career family, professional level, classification, and title. Also includes reviewing Classified Staff position reviews, such as position reallocation requests Conduct job evaluations and market pricing using internal and external compensation data to support competitive, equitable, and consistent compensation decisions. Contribute to the development, administration, and ongoing maintenance of the university's compensation program, including market pricing, salary structures, compensation practices, and analysis of internal and external market trends. Partner with campus stakeholders on faculty recruitment and compensation, including recruitment and hiring strategies, market pricing and compensation analysis, and interpretation and application of applicable university and Regent policies and procedures. Provide consultation on recruitment, selection, job evaluation, classification, and compensation for University Staff and Classified Staff. Ensure compliance with applicable requirements, including the Colorado Equal Pay for Equal Work Act, FLSA, State of Colorado personnel rules and procedures, Regent requirements, and university policies. Develop and deliver training, tools, communications, and guidance for HR Business Partners and hiring managers; support change management and adoption of new or revised HR programs, processes, practices, systems, and tools. Serves as a recognized subject-matter expert independently resolving highly complex, sensitive, or non-routine talent acquisition, job evaluation, classification, and compensation matters. Leads or supports complex, high-impact institutional projects involving organizational alignment, position evaluation, job redesign, classification, and compensation, providing advanced consultation and recommendations to campus stakeholders. Exercises independent judgment in evaluating complex position structures, identifying classification and compensation considerations, and developing solutions that support institutional priorities and consistent HR practices. Serves as a technical resource to other HR professionals and represents the Talent Acquisition and Compensation team on cross-functional initiatives requiring advanced subject-matter expertise. In collaboration with the Director, lead change management efforts for significant talent acquisition and compensation initiatives, including stakeholder engagement, communication, training, implementation, and adoption of new or revised programs, processes, systems, and practices. This description is not intended to be an exhaustive list of duties. Other duties may be assigned that are appropriate to the position and professional level. Qualifications you already possess (Minimum Qualifications) Applicants must meet minimum qualifications at the time of hire. A bachelor's degree in Human Resource Management, Business Administration, Public Administration, Public Policy, Higher Education Administration, Social Sciences, Behavioral Sciences, Human Relations, or a directly related field from an accredited institution. Three (3) years of professional experience in talent acquisition/full-cycle recruitment, job evaluation, classification, compensation, or directly related human resources work. Demonstrated experience performing advanced or complex professional work requiring significant independent judgment and subject-matter expertise. Substitution: Related technical or paraprofessional experience may be substituted for the bachelor's degree on a year-for-year basis. Preferred Qualification to possess (Preferred Qualifications) A master's degree or terminal degree in Human Resources, Business Administration, Public Administration, Public Policy, Higher Education Administration, Social Sciences, Behavioral Sciences, Human Relations, or a directly related field. Four (4) or more years of professional experience in talent acquisition/full-cycle recruitment, job evaluation, classification, compensation, or directly related human resources work. Talent acquisition, compensation, or job evaluation experience in higher education. Experience utilizing PageUp for position management, recruitment, applicant tracking, and hiring processes. Experience utilizing PeopleSoft or a comparable HCM system for employee transactions and/or HR data management. Advanced proficiency in Microsoft Excel, including experience using formulas, lookup functions, pivot tables, and other data analysis tools to analyze and interpret compensation, workforce, or other complex data. Experience applying State of Colorado personnel rules and procedures. State of Colorado certification in selection and/or job evaluation. Professional HR certification such as PHR, SPHR, SHRM-CP, SHRM-SCP, IPMA-CP, or IPMA-SCP. Knowledge, Skills, and Abilities Ability to establish and maintain effective working relationships with employees at all levels throughout the institution. Knowledge of the professional standards, concepts, and practices of recruitment and selection, employee relations, or organizational development and human resource policy. Demonstrated commitment and leadership ability to advance diversity and inclusion. Ability to analyze, interpret, and evaluate a broad range of laws, rules, and regulations to exercise good judgment in applying them to human resource challenges. Ability to deal with ambiguous situations and/or information and translate them into results. Thorough knowledge of State Classified systems including rules, technical guidance, and practices related to recruiting. Knowledge of the professional standards, concepts, and practices of recruitment and selection, employee relations, or organizational development and human resource policy. Ability to communicate effectively, both in writing and orally, including public speaking. Ability to adapt to change in organizations and provide clear communication with stakeholders through various stages of change. Ability to establish and maintain effective working relationships with employees at all levels throughout the institution. Demonstrated commitment and leadership ability to advance diversity and inclusion Expert knowledge and experience of systems and processes. Thorough knowledge of current management and leadership methods and best practices Expert knowledge and experience of systems and processes. Ability to deal with ambiguous situations and/or information and translate them into results. Thorough knowledge of State Classified systems including rules, technical guidance, and practices related to recruiting. Conditions of Employment This position is Limited-Term through June 30, 2028, and subject to available funding. This position follows a hybrid work structure where employees can work remotely or from the office, as needed, based on demands of specific tasks. Working from the office is encouraged when working on tasks that require a high degree of collaboration. This position will be required to attend local career fairs as a CU Denver representative. Incumbent will be required to obtain the State of Colorado Statewide Personnel Certification Program (SPCP) certification in Job Evaluation and Personnel Services Contracts within 12 months of hire. Mental, Physical, and/or Environmental Requirements This position may be performed in a hybrid or remote environment, requiring the ability to work effectively in a remote setting. This includes maintaining a dedicated workspace free of excessive noise or distractions, reliable internet connectivity, and the ability to participate in virtual meetings for extended periods. Employees must be able to independently manage time, remain stationary for prolonged computer-based work, and transport necessary equipment (such as a laptop and peripherals) between their remote work location and the office as needed. CU is an Equal Opportunity Employer and complies with all applicable federal, state, and local laws governing nondiscrimination in employment. We are committed to creating a workplace where all individuals are treated with respect and dignity, and we encourage individuals from all backgrounds to apply, including protected veterans and individuals with disabilities. The University will provide reasonable accommodations to applicants with disabilities throughout the employment application process. To request an accommodation pursuant to the Americans with Disabilities Act, please contact the Human Resources ADA Coordinator at workplaceengagement@ucdenver.edu . Employment Sponsorship Please be advised that this position is not eligible now or in the future for visa sponsorship. Compensation and Benefits The salary range (or hiring range) for this position has been established at $75,000– $85,000.0 The salary of the finalist(s) selected for this role will be set based on a variety of factors, including but not limited to, internal equity, experience, education, specialty, and training. The above salary range (or hiring range) represents the University's good faith and reasonable estimate of the range of possible compensation at the time of posting. This position is not eligible for overtime compensation. Your total compensation goes beyond the number on your paycheck. The University of Colorado Denver provides generous leave, health plans and retirement contributions that add to your bottom line. Benefits: https://www.cu.edu/employee-services/benefits Total Compensation Calculator: http://www.cu.edu/node/153125 Application Deadline Applications will be accepted until the position is filled. Preference will be given to complete applications received by November 16, 2026. Those who do not apply by this date may or may not be considered. Required Application Materials: To apply, please visit: http://www.cu.edu/cu-careers and attach: A cover letter which specifically addresses the job requirements and outlines qualifications A current CV/resume List of three references (we will notify you prior to contacting both on and off-list references) Questions should be directed to Tawnya Boulier, tawnya.boulier@ucdenver.edu. Background Check Policy The University of Colorado Denver strives to maintain a safe and productive educational, clinical, research and employment environment. All prospective employees and current employees must, therefore, consent to and pass background checks prior to any final appointment/employment.