Position Profile
Position: HR Operational Specialist III (Pre-Boarding Specialist Lead)
Department: Talent Management
Reports To: Assistant Director, Talent Acquisition & Development
FTE: 1.0
Days/Year: 260
Salary Schedule: 2026–2027 __EXEC Professional Salary Schedule (Group C)
Paygrade: P05
FLSA Status: Exempt
Why You Will Love Working Here
In Talent Management, we aim to Engage Talent and Empower Students daily. We work hard and play hard and our laser focus is on supporting schools and departments. If you are passionate about students and love partnering with adults, this position is for you! We would love to have you join our team in the position of HR Operations Specialist lll!
The Human Resources Operations Specialist III (Pre-Boarding) oversees the operational functions of the district's pre-boarding process, ensuring efficient, accurate, and customer-focused hiring operations that support the strategic talent acquisition goals of Colorado Springs School District 11. This position serves as the operational lead for pre-employment activities by coordinating workflows, standardizing processes, resolving complex onboarding issues, and collaborating with internal departments to improve the overall candidate experience and operational effectiveness.
The HR Operations Specialist III coordinates pre-employment activities for licensed, classified, temporary, substitute, and Executive Professional employees across multiple schools and departments. The position manages offer processing, employment eligibility requirements, background screening, pre-employment documentation, and onboarding readiness to ensure candidates are successfully prepared for employment in accordance with district procedures and applicable regulatory requirements. The Specialist oversees the district's Executive Professional hiring process, coordinating all pre-boarding activities to support a seamless and timely executive onboarding experience.
The position also serves as the operational lead for alternative employment pathways, including Alternative Licensure and J-1 Visa processes, by coordinating required documentation, employment eligibility, onboarding requirements, and communication with candidates, district stakeholders, and external agencies. In partnership with Talent Management leadership, the Specialist supports the execution of the district's recruitment strategy by coordinating operational recruitment initiatives, assisting with hiring fairs and recruitment events, supporting targeted recruitment campaigns, and helping ensure recruitment activities are effectively translated into successful hiring outcomes.
Working closely with Talent Management leadership, the HR Operations Specialist III identifies opportunities to streamline pre-boarding operations, improve service delivery, enhance data accuracy, and implement continuous process improvements. The position collaborates with Payroll, Benefits, Information Technology, school administrators, and other district departments to ensure seamless transitions from candidate selection through employment readiness. Through operational leadership, technical expertise, strategic collaboration, and exceptional customer service, this role helps ensure consistent, compliant, and efficient pre-boarding operations that enable the district to attract, hire, and onboard highly qualified employees across all employee groups.
Essential Job Functions
Pre-Boarding Operations
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Oversees the day-to-day operational functions of the district's pre-boarding process, ensuring timely, accurate, and customer-focused hiring operations for licensed, classified, temporary, substitute, and Executive Professional employees.
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Coordinates and manages all pre-employment activities, including offer processing, employment eligibility verification, background screening, required documentation, and onboarding readiness to ensure compliance with district procedures and applicable regulations.
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Serves as the operational lead for Executive Professional hiring by coordinating pre-boarding activities, facilitating communication among stakeholders, and ensuring a seamless onboarding experience for executive-level hires.
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Maintains accurate employee and candidate records within Human Resources Information Systems (HRIS) and related technology platforms, ensuring data integrity, confidentiality, and accurate processing throughout the hiring lifecycle.
Alternative Employment Pathways
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Coordinates specialized employment pathways, including Alternative Licensure and J-1 Visa processes, by managing required documentation, tracking milestones, coordinating with internal and external partners, and supporting candidates throughout the hiring process.
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Serves as a resource to candidates and hiring managers regarding alternative employment pathways, employment eligibility requirements, and onboarding procedures.
Recruitment & Talent Acquisition Support
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Partners with Talent Management leadership to execute the district's recruitment strategy by coordinating operational recruitment activities, supporting hiring fairs, recruitment events, targeted recruitment initiatives, and other talent acquisition efforts.
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Assists with recruitment marketing, hiring communications, onboarding resources, and other Talent Management initiatives that support attracting, hiring, and retaining highly qualified employees.
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Collaborates with Recruitment, school administrators, and district leaders to support efficient hiring operations and ensure a positive candidate experience from offer acceptance through employment readiness.
Operational Excellence & Process Improvement
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Serves as the subject-matter expert for pre-boarding operations, providing guidance to candidates, hiring managers, administrators, and Talent Management staff while resolving complex operational issues and escalating matters as appropriate.
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Develops, documents, and continuously improves pre-boarding procedures, workflows, and standard operating practices to enhance operational efficiency, consistency, and service delivery.
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Monitors hiring workflows and operational performance, identifies process improvement opportunities, and implements solutions that improve efficiency, reduce processing time, and strengthen operational effectiveness.
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Generates reports, tracks hiring metrics, and analyzes operational data to support decision-making, workload planning, compliance, and continuous improvement initiatives.
Collaboration & Customer Service
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Collaborates with Payroll, Benefits, Information Technology, school administrators, and other district departments to ensure seamless transitions from candidate selection through employment readiness.
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Provides exceptional customer service while maintaining confidentiality, professionalism, and sound judgment when handling sensitive employment records and communications.
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Remains current on district procedures, employment regulations, technology systems, and Talent Management best practices to support effective service delivery.
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Performs other duties as assigned in support of Talent Management operations and district priorities.
Knowledge, Skills, and Abilities
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Human resources principles, practices, and employment lifecycle processes, including recruitment, pre-boarding, onboarding, and employee records management.
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Recruitment best practices, candidate experience principles, hiring workflows, and recruitment event coordination.
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Alternative Licensure pathways, J-1 Visa employment processes, employment eligibility requirements, and specialized onboarding procedures.
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Human Resources Information Systems (HRIS), applicant tracking systems, and other technology used to support recruitment, onboarding, and personnel administration.
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Federal, state, and local employment laws, regulations, and district policies related to hiring, employment eligibility, personnel records, and confidentiality.
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Process improvement methodologies, workflow optimization, operational reporting, and data management principles.
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Coordinating multiple recruitment, hiring, and pre-boarding activities while maintaining accuracy and meeting established deadlines.
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Managing complex operational processes involving multiple stakeholders, competing priorities, and regulatory requirements.
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Utilizing HR technology systems to maintain data integrity, generate reports, and support efficient hiring operations.
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Analyzing operational data, identifying process improvement opportunities, and implementing solutions that improve service delivery and operational effectiveness.
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Providing exceptional customer service and building collaborative relationships with candidates, employees, hiring managers, district leadership, and external partners.
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Communicating effectively, both orally and in writing, with diverse audiences and delivering clear guidance on hiring, onboarding, and employment processes.
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Developing and maintaining standard operating procedures, process documentation, and operational resources.
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Interpret and apply district policies, employment regulations, and Human Resources procedures with sound judgment and consistency.
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Coordinate multiple concurrent hiring processes, including specialized employment pathways such as Alternative Licensure, J-1 Visa, and Executive Professional hiring.
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Exercise discretion and maintain confidentiality when handling sensitive personnel information and employment matters.
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Evaluate operational workflows, resolve complex issues, and recommend process improvements that enhance efficiency and the candidate experience.
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Collaborate effectively across departments and establish positive working relationships with employees, candidates, administrators, executive leadership, and external stakeholders.
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Adapt to changing priorities, technologies, and organizational needs while maintaining a high level of professionalism, accuracy, and customer service.
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Work independently, exercise initiative, and contribute to the successful execution of district recruitment and Talent Management priorities.
Qualifications
Minimum Qualifications
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Bachelor’s degree in Human Resources, Business Administration, or related field; or equivalent experience
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Four (4) years of progressively responsible experience in HR, payroll, HRIS, or related operational roles
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Experience working with HR systems and employee data
Preferred Qualifications
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Experience in K–12 or public sector HR operations
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Advanced HRIS experience or reporting experience
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Professional certification (e.g., SHRM-CP, PHR)
Working Conditions & Physical Demands
Work is primarily sedentary with periods of light activity. Essential functions may include walking or standing for brief periods; lifting and carrying materials up to 20 pounds; climbing stairs; bending; reaching; handling objects; and operating a computer and standard office equipment. The role requires effective communication and the ability to receive and process information through normal or aided vision, hearing, or other assisted means.
Work is performed in a district office or administrative setting with regular collaboration across departments and external partners, and may include occasional evening or weekend responsibilities. Duties may be performed with or without reasonable accommodation.
Join Our Team!
Join Colorado Springs School District 11 as a Coordinator and help ensure our systems, programs, and people thrive. Your leadership, attention to detail, and commitment to excellence will strengthen the foundation that supports every classroom, every school, and every student in D11.
Employees in this category will also receive the following for the 2026-2027 school year:
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Non-Recurring Pay: 7% of base salary in Non-Recurring Pay (distributed as 3.5% on November paycheck and 3.5% on May paycheck).
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Professional Development Fund (PDF): __EXEC Pro employees will be allocated $1,500 annually towards a Professional Development Fund (PDF) to be used for professional growth opportunities. Amount allocated will be prorated based upon date and length of hire.
Base Salary Setting: Employment, assignment and salary placement, is in accordance with job description requirements. A work history is required to demonstrate job title, job duties and time worked in the position. Reference the linked How Your Compensation Is Determined for more details.
Salary Setting (New Hires): Newly-employed Executive Professionals will be placed on the twenty (20) step system. Each step represents two years of experience, based upon equivalent experience. Beginning in July 2025, The maximum number of years of experience granted is 14, which is equivalent to placement on step seven (7). Steps are determined by experience listed on the application and resume.
Salary Setting (Rehires): Returning employees who have previously resigned or separated from the District will be rehired at the same step they were on at the time of resignation/separation plus any new experience gained in the same job, provided step increases were approved by the Board during the years in question.
Employees with experience in the District who have left the District and then returned to the same position shall be hired at the same pay grade (refers to the __EXEC Pro placement on salary schedule by job title) and step at time of resignation. Additional relevant experience gained after resignation may be evaluated from the employee’s application and updated resume.
See Employee Handbook (located on the D11 website) for information on salary setting for rehires (after retirement), promotions and lateral transfers.
School District 11 is committed to a policy of nondiscrimination in relation to disability, need for special education services (whether actual or perceived), race, creed, color, sex, marital status, sexual orientation, transgender status, gender identity, gender expression, national origin, religion, ancestry, age, genetic information, or protected activity in its programs and activities and provides equal access to the Boy Scouts and other designated youth groups. Any harassment/discrimination of students and/or staff, based on the aforementioned protected areas, will not be tolerated and must be brought to the immediate attention of the school principal, D11 administrator/supervisor or D11 nondiscrimination compliance/grievance coordinator.
NONDISCRIMINATION COMPLIANCE COORDINATOR, the Office of Equal Opportunity Programs and Ombudservices, has been designated to coordinate compliance with: Equal Pay Act of 1963, Civil Rights Act of 1964, as Amended, Age Discrimination in Employment Act of 1967, Title IX – Education Amendments Act of 1972, Section 504 of Rehabilitation Act of 1973, Pregnancy Discrimination Act of 1978, and Americans with Disabilities Act of 1990. For additional information, please contact the District 11 Office of Equal Opportunity Programs & Ombudservices at 1115 North El Paso Street, Colorado Springs, CO 80903-2599, Phone: 719-520-2288, FAX: 719-520-2442
The following Board policies address nondiscrimination in District 11: AC, AC-R, GBA, GBAA, JBB, JBB-R
