Administrative Specialist III
About the Employer
Job Summary
In this role, you'll be at the heart of the employee experience, serving as the first point of contact for talent management and a trusted resource for staff and candidates. You'll play a key role in ensuring smooth, responsive, and high-quality service across a wide range of HR functions, including recruitment, onboarding, job applications, benefits, and employee processes.
Qualifications
• Required: High School Diploma or Equivalent
• Preferred: 3+ Years of Administrative, Clerical, or Office Support Experience
Job Title
Central Administrative Specialist III (Operations/Department Support)
Department
Talent Management
Reports To
Assistant Director, Talent Acquisition and Development
FTE
1.0
Days/Year
260
Salary Schedule
ESP Salary (Group C)
Paygrade
N13
FLSA Status
Non-Exempt
Why You Will Love Working Here
In talent management, we are driven by a simple but powerful goal: engage talent. Empower students. Every day, our work supports the people who make a difference in classrooms and across the district. We are a collaborative, high-energy team that values both hard work and a positive, supportive environment. We're excited to welcome a Central Admin Specialist III (Human Resources) to our team!
Position Summary
Provides specialized administrative and program support requiring subject matter expertise. Serves as a primary resource for processes, resolves complex issues, and supports continuous improvement of department operations.
Essential Job Functions
• Serves as a subject matter resource for assigned functional area (e.g., HR processes, onboarding, benefits, or program operations)
• Responds to and resolves complex inquiries from employees, candidates, and stakeholders
• Coordinates and supports program operations, systems, and workflows
• Identifies process gaps and recommends improvements to enhance service delivery
• Maintains and updates documentation, procedures, and training materials
• Ensures compliance with district policies, procedures, and applicable regulations
• Analyzes trends, identifies issues, and supports problem resolution
• Coordinates across departments to ensure consistent and effective service
• Trains or provides guidance to staff on processes and procedures
• Performs other duties as assigned
Knowledge, Skills, and Abilities
• Knowledge of specialized functional area processes and systems
• Skill in problem-solving, analysis, and process improvement
• Ability to manage multiple priorities in a fast-paced environment
• Ability to exercise independent judgment and decision-making
• Strong customer service and communication skills
• Ability to handle confidential and sensitive information
Working Conditions & Physical Demands
Work is performed in a typical school office environment. Duties are primarily sedentary with periods of walking and standing. May lift and carry up to 20 pounds. Requires ability to operate office equipment and communicate effectively.
Employee Benefits
• Non-Recurring Pay: 7% of Base Salary in Non-Recurring Pay (Distributed as 3.5% on November Paycheck and 3.5% on May Paycheck)
• Staffing Stability Incentive (Adams Elementary, Galileo Middle School, and Mitchell High School): ESP Employees will receive the Equivalent of One Salary Step Divided Over 12 Pay Periods
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.
• Grade Placement for ESP Positions is Determined by the Salary Schedule by Job Title. Reference the Linked 'How Your Compensation is Determined' for More Details.
Pay Setting (New Hires)
Any Newly-Employed Education Support Professional will be Placed on the 25-Step System. Each Step Represents Two Years of Experience, Based Upon Equivalent Experience. The Maximum Number of Years of Experience Granted is 19-20 Years, Which is Equivalent to Placement on Step Ten (10).
Pay 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.
Employee Handbook
See the Employee Handbook (Located on the D11 Website) for Information on Salary Setting for Rehires (After Retirement), Promotions, and Lateral Transfers.
Equal Employment Opportunity
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. 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
The Office of Equal Opportunity Programs and Ombudservices Has Been Designated to Coordinate Compliance with: 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
• 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 the Rehabilitation Act of 1973,
• Pregnancy Discrimination Act of 1978,
• Americans with Disabilities Act of 1990.
Board Policies
The Following Board Policies Address Nondiscrimination in District 11:
• AC,
• AC-R,
• GBA,
• GBAA,
• JBB,
• JBB-R