Compensation or Sr. Compensation Analyst - Austin, TX

September 15, 2021 11:26 AM | Michelle Raczynski (Administrator)

Compensation or Sr. Compensation Analyst - Austin, TX
Teacher Retirement System of Texas

Hiring Range:
$51,000.00 - $96,720

Job Summary:

TRS is currently recruiting for a Compensation Analyst whose enthusiasm for spreadsheets is matched by their excitement to partner with business managers. This role is the perfect mix of data geekiness and big-picture strategizing –all wrapped up in an organization with an amazing mission that is consistently recognized as one of the top places to work in Austin.

The Compensation Analyst is responsible for performing analysis and administration of TRS’ compensation programs. The incumbent will manage salary administration for assigned divisions, conduct classification and job reviews, participate in compensation surveys, and conduct market and other relevant data analysis. This position will proactively work with the compensation team, Organizational Excellence staff, agency employees, and members of the TRS executive and leadership team.

The Senior Compensation Analyst is responsible for providing coordination and guidance to TRS’ compensation programs. The incumbent will conduct market analysis, manage salary administration for assigned divisions, evaluate HR data and workforce analytics, and manage variable pay programs. This position will proactively work with the Compensation team, Organizational Excellence staff, agency employees, and members of the TRS executive and leadership team.

This position will be posted at two levels. Applicant will be classified based on education and experience levels.

Job Duties:

Compensation Analyst: Compensation and Classification

  • Creates, revises and maintains job descriptions for all agency positions.
  • Coordinates and plans job analysis, classification reviews, career ladder design, and job description development.
  • Ensures compliance with the State Position Classification Plan (as appropriate), Fair Labor Standards Act (FLSA), Equal Employment Opportunity (EEO), and other employment laws and regulations.
  • Reviews position classification and FLSA designations for management proposed staffing plans, reorganizations, and vacant postings.
  • Prepares and revises job descriptions and conducts classification compliance audits and reviews as necessary.
  • Reviews, tracks, and processes and employee personnel action forms.
  • Provides training, technical assistance, policy interpretation, and advice to managers and staff regarding classification and compensation matters.
  • Assists with planning, coordinating and implementing payments and changes related to the Incentive Compensation Plan.

Sr. Compensation Analyst: Compensation

  • Coordinates agency variable pay programs, including incentive compensation, executive compensation, and global compensation initiatives.
  • Coordinates and plans job analysis, classification and compensation reviews, and job description development.
  • Coordinates with performance management and learning and development to evaluate and develop career path and career ladder opportunities.
  • Consults with division managers on recommendations for merit planning, salary and other compensation issues.
  • Coordinates the collection and analysis of market data and salary surveys and conducts benchmark job matching across multiple survey sources.
  • Prepares salary and wage budgets and proposals, and implements approved plans.
  • Creates, revises and maintains job descriptions for agency positions.
  • Reviews salary adjustments and promotions to ensure compliance with established guidelines, policies and practices.
  • Reviews position classification and FLSA designations for management proposed staffing plans, reorganizations, and vacant postings.
  • Ensures compliance with the State Position Classification Plan (as appropriate), Fair Labor Standards Act (FLSA), Equal Employment Opportunity (EEO), and other employment laws and regulations.
  • Provides training, technical assistance, policy interpretation, and advice to managers and staff regarding classification and compensation matters.

Compensation Analyst: HRIS/Data Analysis

  • Works closely with TRS Information Technology staff to manage and maintain HR related reports and coordinate agency-wide HR report distribution.
  • Prepares a variety of HR activity reports including HR workforce measures, turnover reports, salary history, position control, and other HR related ad hoc reports as necessary.
  • Attends appropriate committee meetings and workgroups requiring HR participation.
  • Coordinates with HR staff in assessing needs of various business functions and processes and may conduct business process analysis on HR functions.

Sr. Compensation Analyst: Workforce and Data Analysis

  • Compiles, analyzes and evaluates compensation data and prepares complex queries and reports.
  • Coordinates the computation, analysis, and evaluation of compensation, workforce analytics, and other HR-related data.
  • Prepares summaries, reports, and presentations for internal and external audiences.
  • Develops and maintains compensation materials for management updates, dashboards, and presentations to the Board of Trustees.
  • Enters data into the statewide USPS payroll system and a variety of HRIS systems, databases and spreadsheets.
  • Analyzes and assesses workforce data related to HR workload measures, turnover, retirement estimates, FTE counts, position control, and veteran’s reports.

Compensation Analyst: HR Support

  • Provides back-up support with records management and HRIS administration.
  • Assists with or is responsible for developing, updating, and/or implementing human resources policies, procedures, processes and forms.
  • Recommends changes to procedures and processes to improve efficiency and effectiveness.

Sr. Compensation Analyst: HR Support and Special Projects

  • Participates in developing, updating, and/or and implementing human resources policies, procedures, processes, and forms.
  • Recommends changes to procedures and processes to improve efficiency and effectiveness.
  • Performs research and analysis on impact of proposed and new legislation as directed.
  • Coordinates responses to HR related information queries from other public pension funds.
  • Leads or participates on special projects and workgroups.
  • Performs related work as assigned.
Education & Experience:

Required Education

  • Bachelor’s degree from an accredited college or university.
  • High school diploma or equivalent and additional full-time directly related human resources generalist experience may be substituted on an equivalent year-for-year basis.

Compensation Analyst: Required Experience

  • Four (4) years of directly related human resources generalist experience.
  • Two (2) years of compensation and classification experience.
  • Experience may run concurrently.

Sr. Compensation Analyst: Required Experience

  • Six (6) years of progressively responsible professional human resources experience
  • Three years (3) compensation experience (may run concurrently)
Job Type: Regular

Job Schedule: Full-Time

Click here to apply. 

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