Compensation Coordinator 1, Central Office

JOB SUMMARY

The Compensation Coordinator I supports the effective operation of Houston ISD’s Human Resources team by coordinating compensation‑related administrative tasks, maintaining accurate compensation records, and assisting employees, principals, and managers with compensation inquiries. This role supports the implementation of compensation plans and initiatives and provides data and analytical support to strengthen collaboration across HR functions.
The coordinator ensures compliance with federal and state compensation laws, District policies, and the HISD Compensation Plan. Responsibilities include promoting proper FLSA job classification, maintaining internal and external pay equity standards, and applying best practices in compensation administration.
Under general supervision, the Compensation Coordinator I contributes to the District’s compensation strategy by supporting the development and administration of competitive salary structures, conducting job analyses and evaluations, and ensuring consistent and equitable pay practices. The role also advises HR partners and district leaders on the application of HISD compensation principles and collaborates with senior management on compensation projects, policies, and procedures.

MAJOR DUTIES & RESPONSIBILITIES

1.        Serves as the primary liaison for compensation matters, supporting the coordination, organization, and tracking of compensation project plans to ensure effective program development and implementation.
2.        Coordinates daily compensation activities, with a focus on wage and salary administration to ensure accurate processing and updates to employee compensation.
3.        Collaborates with team members to address compensation‑related inquiries and ensures compliance with district, state, and federal regulations, as well as all applicable District policies and procedures.
4.        Provides general support for all compensation functions and assists with routine administrative tasks as assigned by Human Resources leadership.
5.        Assists in resolving issues related to the administration of stipends, incentives, and employee services information, ensuring all records remain accurate and up to date.

MAJOR DUTIES & RESPONSIBILITIES CONTINUED

6.        Provides basic guidance and support to leadership on compensation processes and best practices.
7.        Reviews compensation data reports, identifies discrepancies, and coordinates corrective actions while maintaining strict confidentiality and ensuring data integrity.
8.        Assists in preparing compensation reports and provides data‑driven insights to support informed decision‑making.
9.        Responds to compensation‑related inquiries from internal and external stakeholders and provides guidance on compensation policies, procedures, and available services.
10.        Complies with all requirements established by federal and state law, State Board of Education rules, and local board policies and regulations.
11.        Other duties as assigned.

EDUCATION

A bachelor’s degree from an accredited college or university is required. Applicants who do not meet this educational requirement may be considered if they possess a unique combination of education and work experience that demonstrates strong potential for success in this role.

WORK EXPERIENCE

A minimum of three years of relevant experience in compensation or a finance‑related field is required, preferably with K–12 education employers. Private‑sector experience may be considered if the candidate brings transferable skills and alignment with the organization’s mission. Applicants who do not meet these experience requirements may be considered if they possess a unique combination of education and work history that demonstrates strong potential for success in this role.

SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

SAP, Microsoft Office, BI Analytics
Proficient in complex use of spreadsheet applications (Excel)
Office equipment (e.g., computer, copier)
Ability to synthesize complex compensation plan issues/concerns, including drafting executive summaries
and presenting to senior leaders

LEADERSHIP RESPONSIBILITIES

Manages and achieves work objectives through the supervision of direct reports. Provides daily guidance to staff and may become directly involved when necessary to meet deadlines or resolve issues. Responsible for assigning tasks, ensuring timely completion, and interpreting and enforcing policies and procedures. Receives assignments in the form of goals and expected outcomes, along with general direction on how to achieve them. Contributes to decisions related to hiring, performance management, and budgeting.

WORK COMPLEXITY/INDEPENDENT JUDGMENT

Work is highly complex and varied, regularly requiring the selection and application of detailed technical guidelines. Independent judgment is essential to determine the most appropriate methods and to interpret precedent. The position frequently provides recommendations to management on matters of significance. Supervision received generally involves guidance on the most complex assignments, as well as new responsibilities and shifting priorities.

BUDGET AUTHORITY

Compiles and organizes data and figures to provide to supervisor.

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

Decisions made in this role have a significant impact across multiple areas of the organization, influencing relationships, operational efficiency, timelines, and financial outcomes. Errors can be serious, difficult to detect, and often stem from decisions that are not subject to detailed review. Such mistakes may result in substantial costs and/or major delays to critical projects.

COMMUNICATION/INTERACTIONS

Collaborates with others to resolve issues, clarify or interpret complex information and policies, and conduct initial screening or negotiations without formal approval authority. Interactions typically involve customers, senior‑level professional staff, and managers.

CUSTOMER RELATIONSHIPS

Leads staff in resolving highly sensitive and confidential matters on behalf of the department. Serves as a trusted advisor and actively participates in the customer’s decision‑making process by presenting options, providing relevant information, and applying persuasion and negotiation skills to resolve issues. Monitors and upholds customer service standards.

WORKING/ENVIRONMENTAL CONDITIONS

Work is performed in a standard indoor office setting and does not typically expose the employee to hazardous or unpleasant conditions.
Tools/Equipment:  
Uses standard office equipment, including a personal computer and related peripherals.
Physical Demands:
Posture: Prolonged sitting; occasional bending, stooping, pushing, pulling, and twisting.
Motion: Repetitive hand movements, including frequent keyboard and mouse use; occasional reaching.
Lifting: Occasional light lifting and carrying of items under 15 pounds.
Work Schedule/Environment:  
May be required to work extended or irregular hours, including 5–10 weekend or evening job fairs to support salary offers during the hiring process.
Mental Demands:  
Must be able to work with frequent interruptions and maintain emotional control under stress.