Coordinator III - Compensation (Multiple Positions)

Fort Worth ISD; Apple Valley (MN); On-site; USD 70,000 - 90,000; Full time

Job summary

Fort Worth ISD in Apple Valley, Minnesota is looking for a Coordinator III - Compensation. This role will coordinate compensation programs aligned with District philosophy and ensure compliance with regulatory requirements.

The ideal candidate holds a Bachelor's degree in Human Resources or a related field, has at least 3 years of related experience, and possesses strong analytical and HRIS skills. Responsibilities include job description management, oversight of salary administration, and conducting market analysis.

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or related field required.
• 3 years of experience in a compensation-related role preferred.
• Experience with job descriptions and analysis necessary.

Responsibilities

• Coordinate compensation processes according to District guidelines.
• Manage job description lifecycle and classification.
• Conduct job analysis and market benchmarking.

Skills

Knowledge of compensation structures

Data analysis skills

HRIS system proficiency

Effective communication

Education

Bachelor's degree in Human Resources or related field

Master's degree (preferred)

Tools

Spreadsheets software

HRIS software

Job description

Openings as of 6/18/2026.

Coordinator III - Compensation (Multiple Positions)

• Job ID: 7468
• Date Posted: 6/15/2026
• Location: District Service Center
• Reports to: Director II- Compensation
• Pay Grade: 403
• Duty Days: 239
• FLSA Status: Exempt

Position Purpose

Serves as a senior‑level compensation professional responsible for coordinating and executing compensation programs in alignment with District compensation philosophy and guidelines. Oversees job description management, job classification/reclassification, salary administration, and supplemental pay (stipends) to ensure consistency, equity, and compliance. Provides technical leadership, supports Analyst staff, and ensures compensation practices align with internal equity, market competitiveness, and regulatory requirements.

ESSENTIAL JOB FUNCTIONS

Job Description Management & Classification

Leads and manages the full lifecycle of job descriptions including creation, review, revision, and standardization. Conducts job analysis to define duties, responsibilities, scope, and minimum qualifications in alignment with District job classification standards. Evaluates positions and supports classification/reclassification processes based on skill level, effort, responsibility, internal equity, and market comparisons. Ensures job descriptions align with assigned pay grades and compensation structures. Maintains centralized job description repository ensuring consistency and compliance with District standards.

Compensation Administration & Salary Execution

Coordinates and performs compensation processes in accordance with District salary guidelines and pay determination practices, including salary placement for new hires, reassignments, salary adjustments, and proration. Reviews and validates salary quotes and compensation scenarios prepared by Analyst staff. Applies rules related to creditable experience, pay grade minimum, midpoint, and maximum placement, peer equity considerations. Reviews and validates compensation transactions for accuracy and compliance.

Supplemental Pay (Stipend) Oversight

Provides oversight and quality review of supplemental pay (stipend) administration. Ensures stipend usage aligns with District guidelines, including annual authorization and tying to active assignments. Reviews stipend transactions processed by Analysts for accuracy, alignment with approved stipend schedules, and compliance with compensation policies. Provides guidance to stakeholders on appropriate use of stipends versus base pay.

Workflow Coordination & Team Support

Provides technical guidance and oversight to Analyst II staff performing compensation and stipend transactions. Reviews work for accuracy, completeness, and compliance. Assigns and prioritizes workload to ensure timely processing. Serves as first escalation point for complex issues.

Data Integrity, Auditing & HRIS Support

Performs audits of salary placements, compensation transactions, job classifications, and supplemental pay. Ensures alignment between job data, compensation structures, and HRIS records. Identifies discrepancies and resolves issues impacting compensation accuracy. Supports HRIS updates and enhancements related to compensation processes.

Market Analysis & Pay Equity Support

Conducts job matching and benchmarking to support external market equity and competitive pay. Assists in evaluating internal equity across employees in similar roles. Compiles data and reports to support compensation decisions and adjustments.

Policy Compliance & Process Improvement

Applies and interprets compensation policies, procedures, guidelines. Ensures compliance with federal, state, local regulations and District compensation policies. Supports process improvements to enhance consistency, transparency, and efficiency. Identifies inconsistencies and recommends corrective actions.

Customer Service & Consultation

Advises hiring managers and HR partners on job descriptions, classification processes, salary placement, stipend eligibility and usage. Explains compensation decisions aligning with District policies. Responds to employee and stakeholder inquiries regarding compensation matters.

Safety

Performs preventive maintenance on tools and equipment. Follows safety procedures when lifting, climbing, and operating equipment. Corrects unsafe conditions and reports hazards.

Supervisory Responsibilities

Assigns work, prioritizes tasks, ensures adherence to deadlines and service standards. Trains staff on records procedures and system usage. Conducts performance evaluations, coaching, and development planning.

Personal Work Relationships

All employees must maintain commitment to District's mission, vision, and strategic goals. Exhibits professionalism, standards of conduct, and work ethic. Demonstrates high‑quality customer service, cultural competence, respect, teamwork, and appropriate conduct in confrontational situations.

Other Duties as Assigned

Performs all job‑related duties as assigned and in accordance with Board rules, policies, and regulations. Employees are expected to comply with lawful directives.

Knowledge, Skills & Abilities

• Knowledge of compensation structures, pay grades, and salary administration.
• Knowledge of job classification and evaluation methods.
• Knowledge of supplemental pay (stipend) practices.
• Knowledge of internal and external equity principles.
• Skill in data analysis and interpretation.
• Skill in HRIS systems and compensation processing.
• Skill in reviewing and auditing compensation transactions.
• Ability to apply policy consistently and accurately.
• Ability to manage multiple priorities and deadlines.
• Ability to communicate effectively with stakeholders.
• Ability to maintain confidentiality of sensitive information.
• Ability to use software for spreadsheets, databases, word processing.
• Ability to organize and coordinate work.
• Ability to engage in self‑evaluation for performance and professional growth.
• Ability to establish cooperative working relationships.

Travel Requirements

Travels to school district buildings and professional meetings as required.

Physical & Mental Demands, Work Hazards

• Tools/Equipment Used: Standard office equipment, including computer and peripherals.
• Posture: Prolonged sitting and standing; occasional stooping, squatting, kneeling, bending, pushing, pulling, twisting.
• Motion: Frequent repetitive hand motions, including keyboarding and mouse use; occasional reaching.
• Lifting: Occasional light lifting and carrying (less than 15 pounds).
• Environment: Office setting; may require irregular or prolonged hours.
• Attendance: Regular and punctual attendance required.
• Mental Demands: Maintains emotional control under stress, works amid frequent interruptions.

Minimum Required Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics or related field.
• Master's degree preferred.

Certification/License

• Certified Compensation Professional (CCP), Professional Human Resources (PHR), or related HR certification preferred.

Experience

• 3 years of progressive compensation‑related experience.
• Experience with job descriptions, job analysis, classification, and HRIS compensation processing preferred.
• Public sector or education environment experience preferred.
• Experience providing lead support or coordinating workflow.

Language

Bilingual (English/Spanish) working proficiency preferred in some settings.

This document is intended to describe the general nature and level of work being performed by people assigned to this job and is not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.