Compensation Coordinator 1 (Division)

JOB SUMMARY

The Compensation Coordinator 1 supports the efficient HR operations within one of 4 regional Divisions of Houston ISD by coordinating administrative compensation tasks, maintaining division compensation records, and assisting team members and stakeholders with compensation-related issues. This role facilitates communication within the Division, supports the implementation of compensation plans & initiatives, fields all compensation-related questions from Division principals, managers, and employees, as well as provides data support to improve collaboration between the Division and other Human Resources teams. The Coordinator ensures compliance with state and federal compensation laws, and District policies, regulations, and Compensation Plan. Coordinator also promotes adherence to appropriate FLSA job classification decisions, as well as both internal & external pay equity standards and best practices.

MAJOR DUTIES & RESPONSIBILITIES

1. Serves as the primary liaison for compensation matters within the division, assisting with the organization and tracking of compensation project plans to support program development and implementation.
2. Coordinates day-to-day compensation operations for the division, focusing on wage and salary administration to ensure accurate employee compensation processing and updates.
3. Collaborates with team members to address division-specific compensation inquiries and ensures compliance with district, state, and federal regulations, as well as District policies and regulations.
4. Provides general support to the Division on compensation matters and assists with routine administrative tasks as directed by the Human Resources leadership team.
5. Assists with resolving issues related to the administration of stipends, incentives, and employee services information to ensure Division records are accurate and up-to-date.
6. Provides basic guidance and support to Division leaders regarding compensation processes and best practices.
 

MAJOR DUTIES & RESPONSIBILITIES CONTINUED

7. Reviews Division-specific compensation data reports, identifies discrepancies, and coordinates efforts to correct them, maintaining confidentiality and data integrity.
8. Assists with preparing compensation reports and provides data-driven insights to support decisions within the Division. 
9. Responds to compensation-related inquiries from internal and external stakeholders and provides assistance with answers regarding compensation policies, procedures, and services.
10. Complies with policies established by federal and state law, State Board of Education rule, and local board policies and regulations.
11. Performs other job-related duties as assigned.
 

EDUCATION

*Bachelor’s degree from accredited college/university.

*Applicants who do not meet these education qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role.

WORK EXPERIENCE

**At least 3 years of relevant experience in compensation and/or finance-related field, preferably with K-12 education sector employers, or private sector experience if transferable skills and mission-aligned.

**Applicants who do not meet these work experience qualifications may be considered if they have a unique combination of education and work experiences that indicate potential for success in this role.

SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

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

LEADERSHIP RESPONSIBILITIES

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

WORK COMPLEXITY/INDEPENDENT JUDGMENT

Work is substantially complex, varied and regularly requires the selection and application of technical and detailed guidelines. Independent judgment is required to identify, select, and apply the most appropriate methods as well as interpret precedent. Position regularly makes recommendations to management on areas of significance to the department. Supervision received typically consists of providing direction on the more complex projects and new job duties and 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 have considerable impact to multiple divisions or the organization causing risks or improvements to relationships, significant efficiencies, or delays in operations, and/or significant financial gains or expenses. Errors are serious and difficult to discover, normally involve decisions not subject to detailed review and will result in excessive costs and/or significant project delays.

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

Leads others in the resolution of highly sensitive and confidential issues on behalf of the department. Acts as a trusted advisor and becomes involved in the customer's decision-making process including presenting alternatives and information and applying persuasion and negotiation skills in the resolution of problems. Monitors customer service standards.

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.

• Valid Texas driver’s license with applicable insurance coverage.
• Tools/Equipment Used: Standard office equipment including personal computer and peripherals.
• Posture: Prolonged sitting; occasional bending/stooping, pushing/pulling, and twisting.
• Motion: Repetitive hand motions including frequent keyboarding and use of mouse; occasional    reaching.
• Lifting: Occasional light lifting and carrying (less than 15 pounds)..
• Environment: May work prolonged or irregular hours, including 5-10 weekend and/or evening job fairs to assist with salary offers made during the hiring process.
• Mental Demands: Work with frequent interruptions, maintain emotional control under stress.