Senior Compensation Analyst

JOB SUMMARY

Under general supervision, supports the compensation strategy of the Houston Independent School District.  Develops and administers competitive salary ranges and steps and performs job analysis and job evaluations.  Oversees consistent and equitable administration of employee pay and maintains compliance with applicable laws and regulations.  Advises and supports internal customers including Human Resources professionals and district managers regarding the application of HISD’s compensation principles and practices.  Collaborates with senior management on compensation projects, policies, and procedures.

MAJOR DUTIES & RESPONSIBILITIES

1.    Performs job evaluations utilizing information gained through job analysis questionnaires and interviews.  Conducts salary surveys of similar jobs in the marketplace.  Recommends job grades using evaluation results, market data, and knowledge of HISD’s internal job hierarchies.
2.    Conducts 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.  Participates in wage and salary surveys conducted by outside parties.
3.    Prepares job descriptions and reviews/revises existing job duties/specifications as warranted for job postings.  Maintains a computerized database of approved job descriptions.

MAJOR DUTIES & RESPONSIBILITIES CONTINUED

4.    Conducts salary review audits, prepares compensation reports, and makes recommendations relative to departmental or district-wide job evaluations and review of positions.
5.    Coordinates salary planning for instructional and non-instructional staff.  Coordinates and compiles various costing strategies and assumptions to provide the CFO with labor cost projections for the upcoming school year.  Updates salary schedules and tables once the salary budget is complete.
6.    Supports annual salary conversion by auditing pre- and post-conversion data and reports, analyzing, maintaining, and updating PeopleSoft tables monitoring the actual salary conversion process. 
7.    Performs other job-related duties as assigned.

EDUCATION

Bachelor's Degree*

WORK EXPERIENCE

3 to 5 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

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

LEADERSHIP RESPONSIBILITIES

Work Leadership. Regularly provides project management or team leadership to a group of two or more employees, but does not have formal supervisory responsibility. Leading and directing typically involves monitoring work and providing guidance on escalated issues. Most of work time is spent performing many of same duties they are leading.

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

Decisions have minor, small and possibly incremental impact on the department or facility. Errors are usually discovered in succeeding operations where most of the work is verified or checked and is normally confined to a single department or phase of the organizational activities resulting in brief inconvenience.

COMMUNICATION/INTERACTIONS

Collaborate and solve problems - works with others to resolve problems, clarify or interpret complex information/policies, and provide initial screening/negotiations without approval authority. Interactions are typically with customers, senior level professional staff, and managers.

CUSTOMER RELATIONSHIPS

Takes routine or required customer actions to meet customer needs. Responds promptly and accurately to customer complaints, inquiries and requests for information and coordinates appropriate follow-up. May handle escalated issues passed on from coworkers or subordinates.

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.