Director of Compensation & HRIS Strategy

Job ID 7418 – Director II Compensation (Leading District Professional/Director). Posted 5/19/2026 at District Service Center. Position Purpose Responsible for leading team members in Frontline (HRIS) and compensation, coordinating regular reviews of employee salaries and compensation programs, and acting as internal consultant for compensation matters. Essential Job Functions Compensation Management Trains and supervises team members in compensation procedures, processes and new updates as they arise. Receives, reviews and responds to inquiries from internal and external customers regarding compensation, provides guidance and makes associated recommendations as necessary. Receives, reviews, and approves incoming paperwork verifying accuracy; informs the Executive Director and assists in resolving inaccuracies and/or problems. Advises and assists in all areas of compensation and troubleshoots issues before escalating to the next level. Reviews and revises job descriptions; reviews requests for new classifications to determine appropriate salary grade. Performs periodic data audits to ensure accuracy of all work processed and system accuracy. Advises and assists with implementation of system projects, enhancements, and upgrades. Supports the development of job descriptions and recommends and/or approves associated pay adjustments, pay grade, and job class codes at the requests of budget owners; reviews established job descriptions to update according to best practices. Coordinates the annual job reclassification process; performs market analyses and competitive assessments to determine the District's market relationship. Processes and audits the annual HRIS updates. Interprets, explains, and enforces compensation policy and practices to improve division services. Reviews current compensation policies, guidelines and procedures. Determines and enforces regulatory processes as it relates to federal, state and local regulatory agencies (TEA, TRS) compliance in accordance with District policy. Ensures salary audits and back‑pay processes are in accordance with the federal standard; provides audit results to employees upon completion. Advises and assists in the development and implementation of Human Resources policies, compensation manual, and procedure manual. Provides data for internal and external compensation and market wage surveys and studies. Collaborates with teams to review, verify, and submit the annual PEIMS data. Customer Interactions Handles employee inquiries, complaints, concerns or requests for information, and provides justification for decisions relating to salaries. Directs a variety of employee issues relative to salary by advising managers, supervisors, and employees on compensation best practices; communicates with various employee associations to resolve employee salary issues. Responds to inquiries, complaints, concerns, or requests for information from internal and external customers providing information and justification for decisions relating to salaries and adjustments. Safety Performs preventive maintenance on tools and equipment and ensures equipment is in safe operating condition. Follows established safety procedures and techniques to perform job duties including lifting and climbing; operates tools and equipment according to established safety procedures. Corrects unsafe conditions in the work area and promptly reports any conditions that are not immediately correctable to the supervisor. Supervisory Responsibilities Selects, trains, supervises, and evaluates staff; makes recommendations relative to assignment, retention, discipline, and dismissal. Personal Work Relationships All Fort Worth ISD employees must maintain a commitment to the District's mission, vision, and strategic goals. Exhibits high professionalism, standards of conduct and work ethic. Demonstrates high quality customer service; builds rapport and relationship with the consumer. Demonstrates cultural competence in interactions with others; is respectful of co‑workers; communicates and acts as a team player; promotes teamwork; responds and acts appropriately in confrontational situations. Other Duties as Assigned Performs all job‑related duties as assigned and in accordance with the Board rules, policies and regulations. Employees are expected to comply with lawful directives in rare situations that require a team effort. Knowledge, Skills & Abilities Knowledgeable of applicable federal, state, and local policy relating to payroll or compensation practices; Fair Labor Standards Act (FLSA), monitoring overtime compliance issues; and the Americans with Disabilities Act (ADA). Knowledgeable of HRIS administrative applications as related to departmental job functions. Knowledgeable of job analytic methods, job evaluation systems, and compensation practices. Skilled at the advanced level working with Microsoft Office 365, especially Outlook, Excel, and Word. Skilled in performing mathematical and financial calculations with accuracy. Skilled in collecting, organizing and analyzing complex and technical data. Skilled in organizing and prioritizing tasks, while working under pressure to meet multiple deadlines. Ability to process and handle confidential information with absolute discretion. Ability to process information logically. Ability to exercise sound judgment in making critical decisions. Ability to train professional staff, direct their work and supervise compensation personnel practices and procedures. Ability to handle multiple assignments, projects and priorities. Ability to use software to create spreadsheets, databases, and do word processing. Ability to organize and coordinate work. Ability to communicate effectively, both oral and written forms. Ability to engage in self‑evaluation with regard to performance and professional growth. Ability to establish and maintain cooperative working relationships with others contacted in the course of work. Travel Requirements Travels to school district buildings and professional meetings as required. Physical & Mental Demands, Work Hazards Tools / Equipment Used: Standard office equipment, including computer and peripherals. Posture: Prolonged sitting and standing; occasional stooping, squatting, kneeling, bending, pushing/pulling, and twisting. Motion: Frequent repetitive hand motions, including keyboarding and use of mouse; occasional reaching. Lifting: Occasional light lifting and carrying (less than 15 pounds). Environment: Works in an office setting; may require occasional irregular and/or prolonged hours. Attendance: Regular and punctual attendance at the worksite is required for this position. Mental Demands: Maintains emotional control under stress; works with frequent interruptions. Minimum Required Qualifications Education: Bachelor's degree in a related field from an accredited college or university required. Master's degree from an accredited college or university preferred. Certification / License: Certified Compensation Professional (CCP), Professional Human Resources (PHR), or related HR certification preferred. Experience: 4 years’ compensation‑related experience required. Compensation experience in a public education environment preferred. Supervisory experience preferred. Language: Bilingual (English/Spanish) working proficiency preferred in some settings. #J-18808-Ljbffr