Compensation Manager

Why Travis County?

Mission:  

Building a Travis County where ALL people can thrive with dignity and respect.

Vision:  

Travis County will be recognized as the best county in the US for all racial, ethnic, and economic groups.

Why Travis County Human Resources Management Department?

Mission:

To support the County’s mission of providing services effectively, and equitably for justice, health, and safety to improve the quality of like for the people of Travis County. Through strategic partnerships and collaboration, the Human Resources Management Department recruits, develops, and retains a high-performing and diverse workforce and fosters a healthy, safe, and productive work environment for employees, departments, and the public to maximize the individual and organizational potential to position Travis County as an employer of choice.

Values:

Promote Honesty, Integrity, and Trust

Celebrate Teamwork

Encourage Communicate

Focus on Internal and External Customers

Embrace Change and Innovation

Champion Employee Development

Model Leadership

Produce Quality Results

Are you looking for career opportunities that provide top-notch benefits including paid leave, outstanding health, vision, and dental insurance, on-site health clinic for you and your dependents, a generous retirement plan, educational opportunities, and much more? Then bring your talents to Travis County!  
  
Travis County’s Human Resources Management Department is seeking a Compensation Manager to join their dynamic team. The Human Resources Management Department works to position Travis County as an employer of choice through balanced, efficient and collaborative strategic partnerships.   
  
 The Travis County Compensation team is responsible for providing fair and equitable compensation to the best resource the County has – it’s people! The successful candidate will be creative and enthusiastic about looking at compensation as a strategic function of county business and not just a task to complete.  

The ideal candidate:

This position works under direction with increasing latitude for independent judgment.

DISTINGUISHING CHARACTERISTICS:

This is a job classification within the Human Resources job family.  Senior level Human Resources Management position for a corporate functional management department. This classification may require a flexible work schedule to meet the needs of the department.

• Manages and evaluates the performance of Human Resources professionals and administrative staff.
• Leads, directs, and coordinates strategic initiatives with staff, peers, and customers to foster continuing improvements in processes and services.
• Keeps abreast of market trends related to compensation issues and legislative or regulatory trends.
• Schedules, monitors, and deploys human, operating, and capital resources to accomplish policies, plans, and programs and achieve performance outcome measures.
• Directs, develops, and monitors organizational policies and operating procedures. Coordinates with division directors, departments, agencies, and organizations to accomplish goals and objectives.
• Consults with managerial and executive staff countywide regarding employment decisions, policy interpretation, staffing options, organizational design, compensation, and classification determinations.
• Provides recommendations to upper management for all compensation needs, which includes the hiring process, compensation and classifications, Equal Pay Act, FLSA, and I-9.
• In cooperation with upper management and other County supervisors, plans, proposes and implements compensation policies, procedures, and operating practices.
• Collaborates with the executives, managers, consultants, association representatives, and staffs to develop, implement, modify, and administrate compensation and classification system, and various pay scales to accomplish goals and objectives.
• Initiates projects that support customer needs that may include organizational studies and analysis and provides recommendations on appropriate course of action, and customized solutions.  Prepares narrative, administrative, statistical, and analytical reports.
• Administers, reviews, and provides recommendations to upper management concerning job analysis projects, compensation justification, budget information for new positions, reclassifications, job postings, and Position Analysis Questionnaire (PAQ) content.
• Procures consulting services from vendors to include price negotiations, contract review, and content/scope analysis.
• Advises, consults, and collaborates with Elected and Appointed Officials, Department Heads, department management, and employees on compensation or related issues, policies, and operational procedures, including personnel actions, reorganizations, and classification changes.
• Presents recommendations to Commissioners Court for actions on compensation programs.
• Advises and serves on committees related to compensation and classification.
• Performs other job-related duties as assigned.

Education and Experience:
Bachelor’s degree in Personnel Management, Human Resources Management, Public Administration, Business Administration, Organizational Development, or a directly related field AND seven (7) years of directly related demonstrated experience as to assigned Human Resources position, including four (4) years of which must have been in a responsible position within Compensation, and including three (3) years of mid to senior level supervisory or management 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:

• Principles and practices of Human Resources management and leadership.
• Best practices in compensation design and administration.
• State and local government budget, planning, systems, documents, issues, and trends.
• County policies, procedures, codes, and terminology.
• Innovative compensation and other Human Resources programs.
• Vendor and Contract management. Negotiating techniques.
• Principles of project management, including scheduling, estimating, budgeting.
• HR processes, data, database design, structure, and functions.
• Various countywide and regional resources.
• Statistical and trend analysis.

• Developing, implementing, coordinating, interpreting, applying, and enforcing compensation policies and procedures per laws, rules, regulations, and codes.
• Developing, implementing, and administrating compensation programs and systems.
• Contract, vendor, and project management.
• Developing budgets and programmatic evaluation tools.
• Compiling data, generating reports, and conducting data analysis.
• Strategic planning and executing plans.
• System-related projects, which may include position control, budgeting, compensation management, report generation, forms, government compliance, performance management, dealing with vendors, and organizational development.
• Participating and applying project planning skills that may require the revision, development and/or re-design of existing Compensation programs.
• Explaining complicated technical problems in simple non-technical language.
• Customer service delivery. Service oriented leadership and hands on practitioner.
• Excellent verbal and written communication and presentation skills including technology tools such as Excel and PowerPoint.

• Influence others and impact at all levels in the organization and maintain effective relationships with external partners.
• Manage, assign, supervise, motivate, train, and evaluate professional and administrative support staff.
• Manage, plan, organize, prioritize, and implement department programs, projects, functions, operations, and activities.
• Communicate goals to a wide and diverse audience.
• Design and conduct training.
• Perform in a fast-paced and stressful environment while maintaining a professional manner.
• Make appropriate and effective public presentations.
• Establish and maintain effective working relationships with County employees and officials, all levels of management, other Department Heads, departmental clientele, representatives of outside agencies and providers, other County employees and officials, and the public.

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: Monday - Friday 8 am - 5 pm;

Hybrid work schedule based on business need with some mandatory in office scheduling. The first 30 days of employment will be completed on-site for training purposes.

Department: Human Resources Management Department

 Location: 700 Lavaca St, Austin, TX 78701

 Criminal, Education, and Employment Background Checks Required.