Executive Director - Compensation, Benefits, and Total Rewards

Posted on 16 November 22 by Mary Jones

  • Denver, CO
  • - per Year

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Job Description

Position Profile: Executive Director – Compensation, Benefits, and Total Rewards

kpCompanies is leading the search for the next Executive Director - Compensation, Benefits, and Total Rewards for Denver Public Schools. The Executive Director is responsible for leading multiple key functions within DPS. This person will plan and oversee overall growth strategies. The Executive Director will implement and achieve strategic plans, translate district vision into operational goals, and set the highest standards of excellence.

THE ORGANIZATION: Denver Public Schools

Our Human Resources Team is an integral part of DPS. Although we aren’t always in the schools, we’re in it for the kids. We work closely with our school leaders to ensure we’re putting great teachers in every classroom, and take great care to ensure DPS hires and retains the highest quality candidates for all roles throughout the district. We do this by incorporating our Shared Core Values—Students First, Integrity, Equity, Collaboration, Accountability and Fun – into everything we do. Additionally, we support retention of our valued team members in a variety of ways including facilitating professional development and performance management activities and designing and managing Total Rewards Programs to help Team DPS achieve health and wellness for themselves and their families. When you join us, you join a dedicated, diverse team of over one hundred professionals who come from many walks of life. One thing we all share is a deep sense of commitment to support Denver Public Schools’ vision: Every Child Succeeds.


Leads Total Rewards and is responsible for the strategy and execution of compensation, benefits, wellness programs. Collaborates with leaders to develop innovative and equitable programs to support the attraction and retention of talent for the District. Responsible for the development and implementation of compensation and benefits programs, initiatives, and best practices.

Reports to the Chief Talent Officer. As part of a values-based organization, achieves Board of Education Ends and goals through our shared commitment to Students First, Integrity, Equity, Collaboration, Accountability and Fun. Plans, assigns and supervises the work performed in the areas of responsibility and ensures compliance with District policy and practices and appropriate federal, state and local rules and regulations.

Responsible for the development of competitive compensation and benefits programs, initiatives and best practices for merit and incentive pay administration/planning, salary structure maintenance, salary survey participation, job description review, job pricing, job evaluation, benefits review and renewal; identifies and establishes meaningful Total Rewards goals and key performance indicators in order to provide partnership and insight to business leaders, measure progress and determine areas of opportunity and growth.

Collaborates cross-functionally to execute strategies and practices to meet organizational business objectives and growth for human capital needs.
Manages vendor relationships and negotiations.

Partners with internal stakeholders for process and data improvements and issues escalation/resolution.

Influences continuous improvement in functionality and user experience with systems, tools and reporting capability; identifies new opportunities for process automation and implement automated solutions.

Participates in labor relations (multiple unions) and committees to inform and make decisions related to Total Rewards.

Develops and utilizes data/analytics and reporting to proactively inform and support decision-making and strategy.

Provides guidance and oversees policies and programs related to all aspects of Total Rewards, including compensation, data analytics and benefits/wellness.

Ensures the organization is compliant with related federal, state and local laws.


Below are some of the typical requirements for an Executive Director. We recognize that skill sets can be a complex combination of experiences. Even if your background does not exactly match these requirements but you have a passion for our work, we would love to hear from you and we recognize the value of transferable skills.

  • Bachelor's Degree is required. Master's Degree is preferred.
  • Five years of leadership and related experience leading compensation and benefits.
  • Knowledge of applicable laws and regulations.
  • Ability to effectively lead a function, focusing function on strategic goals.
  • Ability to develop, plan, and implement long-range goals, establish priorities, and organize resources.
  • Demonstrated experience performing as an effective leader and team player, recognizing and resolving conflicts or potentially controversial situations through diplomacy.
  • Strong interpersonal and leadership skills, including the ability to lead a high-performing team.
  • Superior leadership, coaching and mentoring skills.
  • Looks for ways to significantly improve business performance and growth.
  • Strong interpersonal skills and ability to work with individuals at all different levels in the organization.
  • Experience in analyzing data, and using data to for process and program improvements and to inform strategy.
  • Encourages diversity and mutual respect among team members and demonstrates compassion and sensitivity.
Additional Information:

- Work Year Calendars (including accrued time off):
- Benefits (including DPS contributions):
- Compensation Structures:
- Employee must live and work with a permanent home address in Colorado while working for Denver Public Schools.


Interested candidates should submit a cover letter and resume (Combine resume and cover letter into 1 document and upload).  Job will be open until filled.

All submissions received in strictest confidence

Please apply at


Denver Public Schools and kpCompanies are equal opportunity employers and all employees and applicants for employment are afforded equal opportunity in every area of hiring and employment without regard to race, color, ethnicity, religious creed, national origin, ancestry, sex, gender identity, age, disability, mental illness, sexual harassment, sexual orientation, genetics, military/veteran status, citizenship, arrest record, and any other legally protected characteristic.


We believe in practices that create real equity and pay parity regardless of background or identity and we freely discuss compensation with all qualified candidates the first time we interview them. Encouraging the salary discussion for the first conversation allows us to fully understand the needs of each candidate and to ensure that qualified candidates, even those who’ve historically been overlooked and/or underpaid, don’t self-select out of the processes based on salary alone, as our experience and research suggests. 

In addition to those who opt out because they fear the salary may be out of reach for them, we equally don’t want to miss out on conversations with candidates who are slightly over the range when in some cases the total compensation including factors such as bonuses, flexibility, and better health benefits, etc. may exceed expectations. Finally, as a search firm, we are always looking for top-notch talent to introduce to our clients. Should the salary or any other requirement not be a fit, there is often a chance that someone on our team is working on another position you may be a better fit for. If you would like to discuss your qualifications for this role as well as salary and compensation, just give us a call—let’s talk!



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