A cover letter detailing how you meet the minimum and preferred qualifications
for this position is required. You can upload a cover letter when you create
an applicant profile. This position is intended to fulfill the institutional
service and support role of acting as the in-house expert regarding
application of operational Human Resource related policy and procedure as well
as ensuring compliance with applicable employment-related federal and state
regulation and ongoing administration of institutional-wide compensation
systems. Core Responsibilities: (include but are not limited to the following
representative listing) – compliance support regarding developing, promoting,
applying, managing and maintaining contemporary, effective formal
policies/procedures; ensuring compliance with laws and regulations which
control or impact aspects of the employer/employee relationship including wage
& hour, employment, benefits, etc. Responsible for acting in a senior
specialist capacity regarding organizational-wide compensation and
classification systems/programs including design, ongoing analysis,
implementation, and administration of compensation programs plus job
evaluation, salary administration and compensation practices, development of
salary structures and guidelines (including ensuring FLSA/Wage & Hour
compliance regarding wage processing); this may include tactical fulfillment
of in-house, ongoing job analysis and evaluation, determination of relative
job worth with regard to internal equity and external competitiveness to
enable contemporary, appropriate salary/wage recommendations. Also organizes
and oversees periodic internal audits for compliance of internal processes
with FLSA/Wage & Hour regulations and applicable aspects of IRC. Other tasks
may be assigned based on contemporary institutional need. Benefits: 85% of
health insurance premiums paid by the College, 21 vacation days fronted, 12
sick days, 2 personal days and 15 paid holidays annually. Typically 5-7 paid
holidays from Christmas to New Year's Day. For full listing of benefits, visit
http://lccc.wy.edu/about/humanresources/benefits . Compensation: High $50,000s
depending on experience and education. Closing Date: Position is open until
filled. For full consideration, apply by January 23, 2013. Starting Date: As
soon after hiring process as practical. For information about Cheyenne, visit
http://www.lccc.cc.wy.us/about/welcome

HR Compliance Manager: This position
facilitates the development, revising/updating, interpretation, and
application of operational/internal policy and procedure as well as ensuring
compliance with applicable employment-related federal and state regulation via
planning, processing, tracking, analyzing, reporting, and problem-
solving/troubleshooting, and continuous process improvement. Representative
responsibilities include: Actively engages in compliance oversight in support
of overall institutional success by developing, promoting, implementing,
managing and maintaining contemporary, effective formal HR related
policies/procedures. Ensures any employee materials such as handbooks,
employment agreements, etc. are updated and current with regard to current HR
related policy and procedures. Supports active compliance efforts as the
subject matter expert via the provision of policy/procedure training for
managers/supervisors, employees; responds to inquiries regarding application
and implementation of HR-related policy and procedure – escalating to the HR
Director when necessary. Provide training to all employees concerning Title IX
policy. Receive, process and investigate, in a timely manner, inquiries from
students, faculty, staff, and administrators regarding rights and
responsibilities concerning harassing behavior or other discriminatory
behavior in violation of Title IX. Collaborates with the HRIS Specialist to
organizes periodic audits of HR-related records, HR programs, services,
practices, etc. to determine compliance status; also organizes and oversees
periodic internal audits for compliance of internal wage payment processes
for compliance with FLSA/Wage & Hour regulations and applicable aspects of
IRC. Analyzes results of audits and formulates recommendations regarding any
findings. In partnership with the Executive Director, acts in a coordination
capacity with an external agency that engages in auditing, compliance
investigation, or other activities related to human resources and/or
employment/employees, (e.g., ICE audit of I-9s). May acts in a initial primary
capacity regarding organizational response to various employee claims such as
unemployment claims, wage disputes, etc.; appropriately responding to some
inquiries may require in-depth research. When delegated to do so, acts as the
legal liaison in employment-related matters which may include acting in a
coordination capacity regarding preparing and arranging presentation of
documentary and other evidence needed by retained legal counsel for an
administrative proceedings. II. Senior Specialist, Compensation: The role is
intended to serve as the subject matter expert, acting a senior specialist
capacity, regarding organizational-wide compensation and classification
systems/programs via design, analysis, implementation, and recommendations of
compensation programs and compensation-related activities. Representative
responsibilities include: Ongoing analysis of the compensation function
organizational wide. Plans, develops, and recommends new and revised
compensation programs, policies, procedures, in order to be responsive to the
college's goals and competitive practices; fully document compensation
procedures to streamline processes and ensure compliance with regulatory
requirements. Conducts individual job evaluation/analysis for determine
appropriate placement within contemporary compensation program; job evaluation
will include consideration of relative job worth with regard to internal
equity and external competitiveness, etc. Assures thorough audits, reports and
personal oversight, that college compensation programs are consistently
administered in compliance with internal policies and procedures plus any
applicable federal and state regulations. Analyzes and monitors the
effectiveness of existing compensation policies, guidelines and procedures
recommending plan revision as well as new plans which are cost effective and
consistent with compensation trends and college objectives. Supports
contemporary compensation program efforts by serving as the subject matter
expert on compensation via the provision of training for managers/supervisors,
employees; responds to inquiries regarding application and implementation of
compensation programs – escalating to the Executive Director when necessary.
Serves as the in-house expert plus provides analytical oversight and ongoing
administration of institutional-wide compensation programs to include
development of salary structures and guidelines, advising managers/supervisors
on pay decisions, policy and guideline interpretation and job evaluation
including the design of creative solutions to specific situations. Provides
professional oversight/internal auditor functionality regarding wage
processing and any other direct compensation (executive, exempt and nonexempt
cash compensation programs) for all employees including oversight and guidance
on the processing, recording and reporting of compensation-related actions
taken on behalf of any employee. Collaborates with the HRIS Specialist
regarding review of and consideration of applicability of contemporary
wage/salary information gained via compensation benchmarking/salary surveys.
Assists managers/supervisors with compensation related issues, escalating to
the Executive Director when needed. III. HR Team Service & Support: This
position is accountable for functioning as an effective member of the HR Team
in the provision of quality service, support, and continuous process
improvement; representative responsibilities include: Providing basic
interpretation of various HR-related regulations, policies, procedures,
practices, etc. for Administrators, Managers/Supervi