Compensation Coordinator 2

JOB SUMMARY

The Compensation Coordinator 2 provides programmatic leadership through identification, coordination, and support of the compensation strategy of the Houston Independent School District to result in the improvement of Compensation programs.  Manages facets of the technology projects in the Compensation department and collaborates with key partners to develop and implement strong compensation processes.  Designs and provides data based training to Office of Talent team members to improve data quality and to strengthen the connection between the Compensation, Pre-Employment and Talent Management teams. 

MAJOR DUTIES & RESPONSIBILITIES

• Creates, organizes, and monitors compensation project plans to ensure success in developing and implementing compensation initiatives and programs. 
• Assists the Executive Director, Talent Operations in the completion of complex projects. 
• Keep management informed of project health and concerns through project milestone reporting, issue tracking, risks and risk mitigation techiques and weekly status reports.
• Work closely with technology to detect, test, correct and elimiate problems related to compensation programs.
• Manages and resolves issues related to the administration of stipends/incentives, contracts, and Conflict of Interest statements, and the maintenance of employee service information.
• Supports annual service conversion process by auditing pre-and post-conversion data and reports; testing, analyzing, maintaining, and monitoring the actual service conversion process.

MAJOR DUTIES & RESPONSIBILITIES CONTINUED

• Supports annual salary conversion process by auditing pre-and post-conversion data and reports; testing, analyzing, maintaining, and updating SAP tables and output; and monitoring the actual salary conversion process.
• Advises and supports internal customers including Office of Talent professionals and district managers regarding the application of HISD’s compensation principles and practices
• Reviews reporting submitted by Compensation and Office of Talent team members regarding salary data.  Identifies problematic data areas and conducts research to determine the best course of action to correct the data.  
• Conducts salary review audits, prepares compensation reports, and makes data based recommendations.
• Consults on salary planning for instructional and non-instructional staff. Coordinates and compiles  various costing strategies and assumptions to provide the Executive Director, Talent Operations with labor cost projections for the upcoming school year.  Updates salary schedules and tables once the salary budget has been approved.
• Performs other job-related duties as assigned.

EDUCATION

Bachelor's Degree*

*Applicants with a unique combination of education and work experience that do not match these exact requirements may be considered.

WORK EXPERIENCE

5 to 7 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

SAP, Microsoft Office, BI Analytics

Office equipment (e.g., computer, copier)

Proficient in 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.