Compensation Manager, HR​/Recruitment

Position

Description:

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.

• Collaborates strategically with hiring managers, contractors, and other stakeholders to complete market research studies and classification projects to ensure competitive and equitable pay scales.
• Is comfortable working with all levels of staff, from HR Liaisons to County Executives and Elected Officials
• Communicates effectively to guide departments through the nuances of a comprehensive compensation structure and how to apply it to their department processes.
• Is proactive in directing the development of staffing strategies; streamlines and enhances staffing systems, tracking, reporting, and analysis.
• Manages and supports assigned staff, establishing operational objectives and assignments, and monitoring performance.
• This position works under direction with increasing latitude for independent judgment.

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…