Human Resources Compensation Specialist

Primary Purpose Administer the district’s compensation program ensuring that employee salaries remain competitive and equitable. Monitor compensation plan and job classifications for compliance with state and federal law and regulations. Minimum Qualifications Education/Certification Bachelor’s degree from an accredited four-year college or university preferred Valid Texas Teacher Certification preferred Candidates must have a satisfactory outcome of a fingerprinting background check. Non-refundable fee (approximately $50.00) paid by the employee. Experience/Knowledge/Skills Knowledge of wage and salary administration Ability to implement policy and procedures Ability to use software to develop spreadsheets, perform data analysis, and do word processing Ability to interpret data Strong public relations, organizational, communication, and interpersonal skills Ability to develop and deliver training to adult learners Ability to maintain a high level of confidentiality Proficiency in the use of position management programs/systems Experience Minimum of three (3) years’ experience in human resources or related field Previous experience working with compensation Major Responsibilities and Duties (The following statements describe the general purpose and responsibilities assigned and should not be construed as an exhaustive list of all responsibilities, skills, efforts, or working conditions that may be assigned or skills that may be required) Professionalism The Educators' Code of Ethics is set forth in the Texas Administrative Code to provide rules for standard practices and ethical conduct toward students, professional colleagues, school officials, parents, and members of the community Rule §247.1 Purpose and Scope; Definitions Rule §247.2 Code of Ethics and Standard Practices for Texas Educators Compensation Management The compensation specialist promotes the management of compensation through activities such as the following: Oversee and manage the development and implementation of procedures for administering the district’s pay practices. Ensure placement of newly hired employees and employees who change assignments are applied consistently. Develop and update district pay structures and stipend schedules. Develop, document, and implement procedures for administering the district's pay practices and ensure that procedures for placement of newly hired employees and employees who change assignments are applied consistently. Streamline processes to ensure efficient and effective operations. Calculate salaries for new hires and assignment changes. Manage and execute district payroll operations with strict adherence to scheduled deadlines. Investigate and respond to salary review requests from district personnel. Analyze and interpret data to determine competitiveness of district salaries. Identify and recommend appropriate changes. Analyze compensation policies in relation to wage and hour regulations and recommend changes as appropriate. Participate in compensation surveys. Conduct surveys as needed to collect market data. Maintain the district position control data system in an accurate and efficient manner. Receive and process all personnel requisitions including reconciling vacancies with approved staff allocations, verifying accuracy of information, and adding new positions as directed. Identify and resolve inconsistencies. Enter, update, and maintain accurate position data to include assignments, reassignments, salary changes, and separations. Organization Management The compensation specialist manages administrative, fiscal, and facilities functions responsibly through activities such as the following: Assist in maintaining and updating the district staffing charts. Report initial employment, transfer, resignations, retirees, terminations and their salary, and any other salary changes to other departments via employment management system exports and payroll imports. Assist with new employee and substitute orientations. Prepare service records as requested. Organization Climate The specialist fosters a positive school or organization morale through activities such as the following: Present a positive role model that supports the mission of the school district and the HR department Use management practices that promote collegiality, teamwork, and collaborative decision making among staff Reinforce excellence by employing the Del Valle ISD motto “Whatever it takes” Promote a positive caring climate and work environment Use effective communication skills Communication and Community Relations The specialist promotes a positive tone for school or community relations through activities such as the following: Keep supervisor(s) informed of matters which might require their attention Prepare correspondence, forms, and reports using personal computer Develop and maintain active relationships with college and university career teacher preparation officials and placement offices, Regional Education Service Center staff, professional associations, and other recruiting resources organizations. Professional Growth and Development The specialist participates in professional growth and development through activities such as the following: Participate actively in professional associations. Assists in organizational cross training and professional development efforts. Keep informed of and comply with state and district policies and regulations concerning primary job function through training and certification courses. Assist in organizational training and development efforts. Qualities of Effective Specialist The specialist exhibits qualities such as the following: Demonstrate a high level of personal integrity and high ethical standards. Understand how the mission and policies of the department supports the policies of the district. Maintain a professional demeanor and appearance. Conduct himself or herself in an ethical and professional manner. Daily attendance and punctuality at work are essential functions of the job. Adhere to multiple project deadlines and processing of time sensitive materials. Seek and use evaluative information for improvement of performance. Shall comply with the standards of conduct set out in Board Policy DH (Legal) and (Local) and with any other policies, regulations, and guidelines that impose duties, requirements, or standards. Maintain confidentiality of information. Supervisory Responsibilities None Equipment Personal computer, printer, calculator, multi-line telephone, copier, fax machine, postage machine, answering machine, scanner, shredder, and other equipment related to the position Must have reliable mode of transportation Working Conditions Mental Demands/Physical Demands/Environmental Factors Work irregular and extended work hours to include holidays and weekends Work with frequent interruptions; maintain emotional control under stress Position may require periods of sitting at computer or standing at copier Occasional district wide and statewide travel. Frequent exposure to: temperature extremes (hot and cold), humidity extremes, noise, low or intense illumination vibration. Occasional exposure to: biological hazards (communicable diseases, bacteria, insects, mold, fungi, etc.), work outside, work around moving objects or vehicles, work on uneven surfaces. The foregoing statements describe the general purpose and responsibilities assigned to this job and are not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required. #J-18808-Ljbffr Hunt