Primary Purpose

Administer the district’s compensation program ensuring that employee salaries remain competitive and equitable. Monitor compensation plan and job classifications for compliance with state and federal law and regulations.

Major Responsibilities

Administration

1.       Ensure the administration and processing of salaries in accordance with the annual Compensation Plan approved by the Board of Trustees.

2.       Develop and update district pay structures and stipend schedules.

3.       Develop, document, and implement procedures for administering the districts pay practices and ensure that procedures for placement of newly hired employees and employees who change assignments are applied consistently. Streamline processes to ensure efficient and effective operations.

4.       Calculate salaries for new hires and assignment changes.

5.       Work with other HR staff and supervisors to ensure accurate job descriptions for all district positions. Conduct job analysis to determine appropriate salary levels according to compensation guidelines. Review jobs to determine FLSA exemption status.

6.       Coordinate the annual salary change process and monitor adjustments to ensure accuracy.

7.       Investigate and respond to salary review requests from district personnel.

Analysis

8.       Manage the study, analysis, design, evaluation, implementation, administration, and communication of current compensation programs, policies, and procedures and develop recommendations for improvement.

9.       Analyze and interpret data to determine competitiveness of district salaries. Identify and recommend appropriate changes.

10.    Analyze compensation policies in relation to wage and hour regulations and recommend changes as appropriate.

11.    Participate in compensation surveys. Conduct surveys as need to collect market data.

Other

12.    Works cooperatively with others to develop compensation budgets based on staffing projections.

13.    Manage the department’s participation in salary surveys and the collection and analysis of survey data from   other jurisdictions and published salary surveys to determine the competitiveness of the district’s compensation program.

14.    Compile, maintain, and file related reports, records, and other documents required.

15.    Oversee the dissemination of compensation information to employees and supervisors.

16.    Comply with policies established by federal and state law, State Board of Education rule, and local board policy.

17.    Update employee work calendars

Supervisory Responsibilities

         None

Qualifications:

Education/Certification:

Bachelor’s degree

Special Knowledge/Skills:

Knowledge of general compensation including compliance with state and federal laws and regulations

Ability to implement policy and procedures

Ability to interpret data

Ability to use software to develop spreadsheets, perform data analysis, and do word processing

Strong public relations, organizational, communication, and interpersonal skills

Experience:

Experience in analysis, design, or administration of compensation programs

Mental Demands/Physical Demands/Environmental Factors:

Tools/Equipment Used: Standard office equipment including personal computer and peripherals

Posture: Prolonged sitting; occasional bending/stooping, pushing/pulling, and twisting

Motion: Repetitive hand motions including frequent keyboarding and use of mouse; occasional reaching

Lifting: Occasional light lifting and carrying (less than 15 pounds)

Environment: May work prolonged or irregular hours; occasional districtwide travel

Mental Demands: Work with frequent interruptions, maintain emotional control under stress

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job.  They are not intended to be an exhaustive description of all work requirements and responsibilities.  Additionally, the minimum level of education noted as a requirement could be supplemented by commensurate experience and/or certification(s) as determined by the hiring manager.

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