Senior Employment and Compensation Specialist

 TERMS OF EMPLOYMENT:

Length of Employment: 12 months

Hours: Full-Time Exempt

SUMMARY

The Senior Employment & Compensation Specialist is responsible for the development, implementation, management and provision of the agency’s recruitment, hiring and compensation programs.  Works under limited supervision, with considerable latitude in the use of initiative and independent judgment.

ESSENTIAL FUNCTIONS

Program Leadership

1. Oversee the Employment and Compensation program, ensuring timely, accurate, and consistent delivery of recruitment, hiring, classification, compensation, and employment services.
2. Provide day-to-day leadership, coaching, and technical guidance to Employment and Compensation Specialists by reviewing work, resolving complex issues, promoting consistent application of policies and procedures, and supporting staff development.
3. Serve as the agency's subject matter expert on employment, classification, compensation, recruitment, FLSA, and related HR laws and policies. Research complex issues, interpret regulations, and provide recommendations to managers and Human Resources leadership.
4. Evaluate Employment and Compensation processes, workflows, and performance metrics to identify trends, improve efficiency, strengthen compliance, and enhance customer service and internal equity.
5. Foster a collaborative, customer-focused work environment by modeling professionalism, accountability, continuous improvement, and effective partnerships with managers, employees, and HR staff.
6. Assist the Human Resources Director with strategic planning, policy development, organizational initiatives, and special projects. Represent the Human Resources Director on employment and compensation matters as assigned.

Recruitment

1. Manage the agency's recruitment program, including developing recruiting strategies, maintaining the agency's online employment presence, building relationships with colleges and universities, coordinating recruitment events, and partnering with the Certification Specialist on educator recruitment.
2. Administer the agency's applicant tracking system and provide guidance to hiring managers, Division Directors, and applicants throughout the recruitment process.
3. Partner with hiring managers to develop and maintain accurate job descriptions, job postings, and recruitment plans.

Hiring

1. Manage the agency hiring process, including extending job offers, conducting pre-employment screenings, coordinating fingerprinting, physical examinations, and drug testing as required, and scheduling New Employee Orientation.
2. Provide training and guidance to hiring managers and selection committees on applicant screening, interviewing, hiring practices, and documentation requirements.
3. Review, approve, and process personnel actions while providing technical guidance to supervisors on employment transactions and related HR processes.

Classification and Compensation

1. Develop and recommend compensation strategies that support the agency's recruitment, retention, and workforce planning objectives.
2. Advise hiring managers on position classifications, salary recommendations, and compensation decisions to ensure compliance, internal equity, and market competitiveness.
3. Review and investigate compensation-related inquiries and complaints, including salary equity concerns, and provide findings and recommendations.
4. Conduct classification reviews and audits to ensure positions are appropriately classified and comply with the State Classification Plan.
5. Conduct compensation and market equity studies, analyze salary trends, and recommend adjustments to maintain internal equity and external competitiveness.

 NON-ESSENTIAL FUNCTIONS

1. Monitors and reviews criminal history activity reports on existing staff. Meets with employees on an as needed basis in response to activity reports.
2. Maintains Standard Operating Procedure desk reference

This document in no way states or implies that these are the only duties to be performed by the employee occupying theposition.

Minimum Qualifications

1. Graduation from an accredited four-year college or university with a degree in Human Resources management, business, organizational development, or a related field. Related experience may be substituted for education on a year for year basis
2. Two-years’ experience in relevant human resources roles
3. Sign Language: The ultimate required proficiency level for the position using the levels designated in the Sign Language Proficiency Interview (SLPI) is SURVIVAL PLUS. If hired with a sign language proficiency level below this level, you are required to participate in signed communication learning opportunities on a regular basis until you have achieved the sign language proficiency level assigned to your position.

Desirable Qualifications

1. Bachelor’s degree or higher from an accredited college or university with a degree in Human Resources or related field
2. Three -five years of experience administering or supporting the Employment function of a Texas State agency, State university, or school district
3. HR certification from HRCI or SHRM
4. Experience evaluating job classifications according to the State Classification Plan
5. Experience working in CAPPS
6. Experience reviewing or assessing criminal history information
7. Experience developing and implementing a recruitment program for a diverse professional staff
8. Experience drafting memorandums, formal correspondence, and reports
9. Experience working in or supporting other HR functions—benefits, staff development, time and leave, or payroll
10. Experience evaluating certifications and licensing for professional positions

Knowledge, Skills and Abilities/Attributes

1. Problem solving—the individual identifies and resolves problems in a timely manner and gathers and analyzes information skillfully.
2. Effective Communication—the individual must be able to appropriately communicate with colleagues, students, parents, families, administrators, supervisors, and the public.
3. Planning/organizing—the individual prioritizes and plans work activities, uses time efficiently, and develops realistic action plans.
4. Quality control—the individual demonstrates accuracy and thoroughness and monitors own work to ensure quality.
5. Dependability—the individual is consistently at work and on time, follows instructions, responds to management direction and solicits feedback to improve performance.
6. Safety and security—the individual actively promotes and personally observes safety and security procedures, and uses equipment and materials properly.
7. Interpersonal Skills—the individual maintains confidentiality, remains open to others’ ideas and exhibits willingness to try new things.

SUPERVISOR
Human Resources Director

MILITARY OCCUPATION SPECIALITY (MOS) CODE

See Human Resources Specialist IV-V page 1 http://www.hr.sao.texas.gov/Compensation/MilitaryCrosswalk/MOSC_HumanResources.pdf

It is the Texas School for the Deaf’s (TSD) policy to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, political affiliation or belief, or any other characteristic protected by state, federal, or local law. TSD expressly prohibits any form of workplace discrimination or harassment based on any of these characteristics. Retaliation against individuals who oppose unlawful discrimination or participate in an employment discrimination proceeding is also prohibited. This policy applies to all terms and conditions of employment, including hiring, firing, promotions, training, wages, and benefits. In addition to federal law requirements, TSD complies with applicable state and local laws governing nondiscrimination in employment.