Compensation Analyst 2

JOB SUMMARY

Under direct supervision, develops and administers competitive salary ranges and steps, assists with job analysis and job evaluations, oversees consistent and equitable administration of employee pay, administers the stipend payment program, and maintains compliance with applicable laws and regulations. Advises and supports internal customers including Office of Talent professionals and district managers regarding the application of HISD’s compensation principles and practices.

MAJOR DUTIES & RESPONSIBILITIES

1.    Reviews all stipend requests submitted on stipend request and stipend creation forms, researches and resolves issues, communicates with all involved parties including principals and stipend recipients, and prepares documentation so that stipends can be approved for payment. Reviews for accuracy stipend data entered by outside departments, e.g. Athletics, Professional Support and Development, etc. Troubleshoots payment issues with Payroll. Communicates with campus staff and teachers on issues involving non-payment. Works with departments on special incentive programs paid through the stipend module.
2.    Assists with wage and salary surveys including planning, coordinating, and formatting the data collection process for various studies. Obtains pay data from independent consulting reports, U. S. Department of Labor, school districts, governmental agencies, etc. Analyzes the data and prepares statistical salary reports. Compiles wage and salary surveys conducted by outside parties.
3.    Supports annual salary conversion process by auditing pre-and post-conversion data and reports, testing, analyzing, maintaining, and updating salary tables and output, and monitoring the actual salary conversion process.
4.    Assists the Sr. Compensation Analyst prepare job descriptions and review/revise existing job duties/specifications as requested for job postings. Assists with maintaining a computerized database of approved job descriptions.

MAJOR DUTIES & RESPONSIBILITIES CONTINUED

5.    Provides research and support for Sr. Compensation Analyst performing job evaluations using information gained through job analysis questionnaires and interviews. Conducts salary surveys of similar jobs in the marketplace.
6.    Consults on salary planning for instructional and non-instructional staff. Coordinates and compiles various costing strategies and assumptions to provide the Executive Director, Talent Operations with labor cost projections for the upcoming school year.
7.    Assists with the processing and tracking of conflict of interest, contracts, service conversion and salary conversion.
8.    Provides candidates and the Pre-Employment Team with salary quotes. Once candidates are hired, review VOEs and service records to calculate a final salary.
9.    Performs other job-related duties as assigned.

EDUCATION

Bachelor's Degree*
*Applicants with a unique combination of education and work experience that do not match these exact requirements may be considered.

WORK EXPERIENCE

1 to 3 years
*Applicants with a unique combination of education and work experience that do not match these exact requirements may be considered.

SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

SAP, Microsoft Office
Office equipment (e.g., computer, copier)
Moderate to complex use of spreadsheet applications.
 

LEADERSHIP RESPONSIBILITIES

No supervisory or direct people management responsibilities. May provide occasional work guidance, technical advice and training to staff.

WORK COMPLEXITY/INDEPENDENT JUDGMENT

Work involves the application of moderately complex procedures and tasks that are quite varied. Independent judgment is often required to select and apply the most appropriate of available resources. Ongoing supervision is provided on an "as needed" basis.

BUDGET AUTHORITY

No budget development activity is required.

PROBLEM SOLVING

Decisions are made on both routine and non-routine matters with some latitude, but are still subject to approval. Job is occasionally expected to recommend new solutions to problems and improve existing methods or generate new ideas.

IMPACT OF DECISIONS

Follows rules and procedures. Decisions can have minimal or no impact to HISD. Errors can be readily detected, usually by the employee, and, if made, would result in minor expense for correction.

COMMUNICATION/INTERACTIONS

Information sharing - gives and receives information such as options, technical direction, instructions and reporting results. Interactions are mostly with customers, own supervisor and coworkers in own and other departments.

CUSTOMER RELATIONSHIPS

Follows through with customer inquiries, requests and complaints. Forwards difficult and non-routine inquiries or requests to appropriate level for resolution.

WORKING/ENVIRONMENTAL CONDITIONS

Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements.
Ability to carry and/or lift less than 15 pounds.