2026-2027 TIA & Strategic Compensation Manager @ Human Resources

Internal employees:  Set to your account to internal before applying at https://aisd.schoolspring.com/internaljobsettings 

Primary Purpose:

Lead, coordinate, monitor, and continuously improve the implementation of the Teacher Incentive Allotment (TIA) program and related educator effectiveness initiatives for Alief ISD. Support the successful coordination of all aspects of TIA, including program implementation, compliance, stakeholder engagement, data analysis, reporting, and continuous improvement efforts that advance district goals for attracting, developing, recognizing, and retaining highly effective educators, particularly in traditionally hard-to-staff schools.

Qualifications:

Education/Certification:

• Bachelor’s degree from an accredited college/university
• Master’s degree preferred

Special Knowledge/Skills:

• Knowledge of the Texas Teacher Incentive Allotment (TIA) Program, including Designation System requirements, statewide guidelines, and procedures
• Knowledge of Alief ISD’s local and state TIA designation system and implementation processes preferred
• Experience communicating with and presenting to stakeholder groups
• Experience working with groups navigating ambiguity and complexity
• Experience presenting information to large diverse groups
• Experience creating material for the purpose of informing and marketing
• Strong foundation in mathematics and advanced in Excel, including use of formulas and data analysis within spreadsheets

Experience:

• Minimum three (3) years of successful teaching experience in Alief preferred
• Leadership experience (e.g., instructional coach, team lead, department chair, or grade-level leader) preferred

Major Responsibilities and Duties:

The purpose of TIA is to provide a pathway to increase the salary for teachers who prioritize teaching in high needs areas by developing or identifying a system for designating high-performing teachers as Acknowledged, Recognized, Exemplary, or Master.  The system must set “performance and validity standards” to ensure that the identification of highly effective teachers under the three designation categories yield reliable and comparable results across the state.

Program Management

• Lead, coordinate, and monitor district educator effectiveness and teacher incentive initiatives, including TIA and other assigned programs.
• Manage compliance with TEA requirements, submissions, audits, validations, timelines, and documentation.
• Serve as the district coordinator for TIA implementation activities and related educator incentive initiatives.
• Develop and maintain implementation plans, project timelines, and progress monitoring tools.
• Coordinate stakeholder committees, implementation workgroups, and communication efforts.
• Develop dashboards, reports, presentations, and program updates for district leadership and the Board.
• Provide training and technical assistance to district stakeholders.
• Monitor educator effectiveness indicators, retention metrics, and program outcomes.
• Monitor state guidance and emerging opportunities related to educator incentive initiatives.
• Lead special projects and strategic initiatives assigned by Human Resources leadership.

Other

• Maintain confidentiality.
• Follow district safety protocols and emergency procedures.
• Maintain an appropriate level of technology competence to meet the current and future needs of Alief.
• Implement alternative methods of instruction as needed.
• Perform other duties as assigned.

Supervisory Responsibilities:

Directly supervise, support, and evaluate the TIA Project Specialist and other assigned staff. Provide coaching, professional development, and performance feedback.

Evaluation

Performance of this job will be evaluated in accordance with provisions of the Board’s policy on evaluation of Professional Non-Supervisor Personnel.

Mental Demands/Physical Demands/Environmental Factors:

Tools/Equipment Used: Standard office equipment including computer and peripherals

Posture: Prolonged sitting; occasional kneeling/squatting, bending/stooping, pushing pulling, and twisting

Motion: Repetitive hand motions; frequent keyboarding and use of mouse; occasional reaching

Lifting: Moderate lifting and carrying (up to 15 pounds); May require occasional heavy lifting and carrying (15-45 pounds)

Environment: May work prolonged or irregular hours; frequent districtwide travel; all campuses are temperature-controlled with hard surface floors

Mental Demands: Work with frequent interruptions; maintain emotional control under stress

This document describes the general purpose and responsibilities assigned to this job and is not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.

The full job description for this position is included within this job posting.  By applying for this position, you are accepting the responsibilities and duties of this position as they are listed in the job description. 

Hiring administrators review applications, interview, and recommend for hire. 

Calendar Days: 235 

Pay Grade: P06  

2025-2026 Salary Range Min. $103,311 Mid. $120,954 Max. $138,599  (Based on previous experience) 

Salaries are determined by the number of completed and eligible years of service at an accredited school.  

Salary is based on 235 days. If working less than 235 days, the salary will be less. 

Internal employees:  Set to your account to internal before applying at https://aisd.schoolspring.com/internaljobsettings