Compensation Analyst I
Travis CountyJob Summary
Are you looking for career opportunities that provide top-notch benefits including paid vacation & sick leave, outstanding health & dental insurance, a free health clinic for you & your dependents, a generous retirement plan, and much more? Travis County is looking for an outstanding Compensation Analyst to join in our Human Resources Management Department.
This position works under direct supervision with latitude for independent judgment and performs analysis on assigned compensation, classification, or related human resources issues. ?Serves as team member on human resources and compensation analysis projects.Assists with the handling of assigned human resource areas such as compensation, classification, or related programs, with some contact with administrators and employees. Performs assigned analytical work involved in the planning and implementation of Travis County’s compensation and classification systems and programs. Assists higher level analyst and county administrators with compliance of County policies and procedures.
This position is eligible for telework, in-office as needed.Duties and Responsibilities
- Conducts analysis to support job classification decisions, market pricing, compensation cost assessments, and workforce planning.
- Prepares, processes, and monitors Personnel Action Forms; coordinates with payroll to ensure compliance with federal/state laws and County policies.
- Performs research on supplemental pay practices, salary structures, benefits, and recruitment/retention initiatives; presents findings to management.
- Participates in external salary, benefits, retirement, and best practice surveys.
- Assists in the design, development, and implementation of compensation and classification systems, and related HR policies and programs, ensuring compliance with laws and County directives.
- Supports market studies and internal equity analyses by reviewing position questionnaires, conducting desk audits, and presenting recommendations to management.
- Drafts and updates job descriptions for County positions.
- Creates and maintains spreadsheets to analyze compensation data and prepare reports.
- Assists in preparing fiscal impact reports for new or revised compensation programs and HR initiatives.
- Applies knowledge of compensation, benefits, and retirement laws, policies, and practices to ensure compliance and alignment with business needs.
- Conducts research and compiles data for compensation and HR metrics used in analysis and management reporting.
- Maintains current knowledge of compensation practices, laws, and policies; advises leadership and staff on wage/salary administration and compliance requirements.
- Supports organizational development efforts related to compensation and HR measurement, including on-site audits and training initiatives.
- May be assigned to various areas within compensation and classification functions.
- Performs other related duties as assigned.
Minimum Requirements
Education and Experience:
Bachelor's degree in Personnel Management, Human Resources Management, Public Administration, Business Administration or a directly related field AND one (1) year of experience in compensation, or closely related experience;
OR,
Any combination of education and experience that has been achieved and is equivalent to the stated education and experience and required knowledge, skills, and abilities sufficient to successfully perform the duties and responsibilities of this job.
Licenses, Registrations, Certifications, or Special Requirements:
Valid Texas Driver’s License.
Preferred:
Senior Professional in Human Resources (SPHR); OR, Professional in Human Resources Certification (PHR).
Society of Human Resources Management Senior Certified Professional (SHRM-SCP); OR, Society of Human Resources Management Certified Professional (SHRM-CP).
Certified Compensation Professional (CCP).
Knowledge of:Principles and practices of compensation and classification.
Federal, State and Local regulations, codes, and laws: Title VII of Civil Rights Act, Equal Pay Act, FLSA, ADA, FMLA, EEOC, I-9.
State and local government budget, planning, systems, documents, issues, and trends.
Recent Human Resources developments and current literature. Training programs.
County policies, procedures, and terminology.
Service oriented leadership and hands on practitioner.
Computer equipment and a variety of software packages to include word processing, spreadsheets, databases, and HRIS systems.
Business letter writing, grammar and punctuation, and report preparation.
Skill in:Human Resources rules, policies and procedures.
Applying Human Resources and consulting methods.
Developing reports and conducting data analysis.
Problem-solving and decision-making.
Explaining complicated technical problems in simple non-technical language.
Both verbal and written communication.
Ability to:Evaluate human resources problems and issues.
Interpret policies, procedures, and Federal, State and Local applicable laws.
Exercise sound judgment and make decisions.
Respond to inquiries.
Work independently and as part of a team.
Convey complex ideas and concepts verbally and in writing.
Communicate goals to a wide and diverse audience.
Prepare and conduct training.
Manage time well, perform multiple tasks and organize diverse activities.
Make appropriate and effective public presentations.
Establish and maintain effective working relationships with departmental clientele, representatives of outside agencies and providers, other County employees and officials, and the public.
Work Environment & Other Information
Physical requirements include the ability to lift/carry up to 20-50 pounds occasionally, visual acuity, speech and hearing, hand and eye coordination and manual dexterity necessary to operate a computer and office equipment. ?Subject to standing, walking, sitting, repetitive motion, reaching, climbing stairs, bending, stooping, kneeling, crouching, crawling, pushing, pulling, balancing, client/customer contact, squatting to perform the essential functions.
Travis County employees play an important role in business continuity. As such, employees can be assigned to business continuity efforts outside of normal job functions.
This job description is intended to be generic in nature. It is not necessarily an exhaustive list of all duties and responsibilities. The essential duties, functions and responsibilities and overtime eligibility may vary based on the specific tasks assigned to the position.
Work Hours: 8:00 A.M. to 5:00 P.M.; Monday through Friday
Department: HRMD
Location: 700 Lavaca St., Austin, TX (This position is eligible for telework, in-office as needed)
Criminal, Education, and Employment background check .