HR Classification and Compensation Specialist

Texas Department of Family and Protective Services; Austin (TX); Hybrid; USD 70,000 - 95,000; Full time

Job summary

Texas Department of Family and Protective Services (DFPS) seeks an experienced HR Specialist VI to lead advanced classification and compensation work. This role analyzes job structures, advises leadership on pay strategies, and ensures alignment with state policies.

Independence and discretion are exercised under minimal supervision as you support workforce planning and salary administration. Responsibilities include evaluating classifications, advising on salary actions, and maintaining

Qualifications

• Graduation from high school or equivalent.
• Minimum of 1 year experience performing human resources with significant responsibility in classification and compensation.

Responsibilities

• Provide consultation on classification plans, policies, statutes, and procedures.
• Conduct workforce and compensation analyses.
• Ensure compliance with state and federal requirements in classification and compensation.
• Prepare reports and recommendations on compensation issues and workforce impacts.
• Support compensation projects, studies, and strategic initiatives.

Skills

Oral and written communication

Problem solving

Prioritizing and multitasking

HR analysis and critical thinking

Risk assessment

Executive-level communication

Education

High school diploma or equivalent

Bachelor's degree in HR, business, or public administration

Tools

CAPPS

PeopleSoft HCM

ADP Workforce Now

Workday

SAP SuccessFactors

Job description

The Department of Family and Protective Services (DFPS) Human Resources (HR) Specialist VI performs advanced human resources work with primary responsibility for administering and supporting the agency’s Classification and Compensation Program. This position serves as a subject matter expert, providing consultation, analysis, and guidance on classification, compensation, workforce planning, and salary administration. Responsibilities include conducting workforce and compensation analyses, ensuring compliance with state and federal requirements, and advising leadership on workforce-related strategies. The position works with considerable independence and discretion under minimal supervision.

NOTE:

Classification: The evaluation and assignment of a position to the appropriate state job title, job code, and salary group based on the duties and responsibilities of the job.

Compensation/Salary Administration: The evaluation, recommendation, and administration of salary-related actions for DFPS State of Texas employees to ensure pay decisions are equitable, competitive, and compliant with state laws, salary schedules, and agency compensation policies.

Essential Job Functions (EJFs):

Job Analysis & Classification

• Conduct comprehensive job analysis to determine appropriate position classifications.
• Review organizational structures, job duties, and position questionnaires to assess classification alignment.
• Develop and revise job descriptions and job postings to ensure accuracy and compliance with classification standards.
• Evaluate job audit findings and prepare recommendations regarding classification actions.
• Provide consultation to management regarding state classification plans, policies, statutes, and procedures.

Salary Administration & Compensation

• Administer and provide guidance on compensation and salary administration policies and practices.
• Analyze compensation-related requests and prepare recommendations consistent with agency, state, and federal requirements.
• Research and interpret classification and compensation laws, regulations, and policies.
• Prepare reports and recommendations related to compensation issues and workforce impacts.
• Support compensation projects, studies, and strategic initiatives.

Compliance & Audit Administration

• Ensure compliance with state and federal classification, compensation, and employment regulations.
• Conduct classification compliance audits and prepare findings and recommendations.
• Review position questionnaires and evaluate organizational compliance with the State Position Classification Plan.

Knowledge, Skills and Abilities (KSAs):

Ability to maintain the security and integrity of the infrastructure per Governor Abbot Executive Order GA-48.

Knowledge of:

• The principles and practices of human resources management, classification and compensation.
• Human resources programs such as employment, compensation, classification, workforce planning, or organizational development.
• Federal, state, and local laws and regulations governing human resources activities.

Skill in:

• Oral and written communication.
• Using a computer and applicable software, including human resources-related applications; in problem solving.
• Prioritizing and handling multiple tasks.
• Human resources analysis problem-solving and critical thinking.
• Identifying and assessing risk related to classification and compensation.
• Reporting writing and executive-level communication.

Ability to:

• Communicate policies and procedures for staff and the public.
• Maintain confidential and sensitive information
• Establish and maintain effective working relationships.
• Apply critical thinking to interpret data, identify relevant principles and relationships, and develop well-supported conclusions and recommendations.

Registration, Certification, or Licensure:

Preferred: Certification Society of Human Resource Management, Human Resources Certification Institute, and/or WorldatWork.

Initial Screening Criteria:

• Graduation from high school or equivalent
• Minimum of 1 year experience performing human resources with significant responsibility in classification and compensation.

Preferred Criteria

• Graduation from an accredited four-year college or university with major courses in human resource management, business or public administration, organizational development or a closely related field.
• State government human resources experience in classification and compensation.
• Experience with Human Resources Information System (HRIS) like Centralized Accounting and Payroll/Personnel System (CAPPS), PeopleSoft Human Capital Management (HCM), ADP Workforce Now, Workday, and SAP SuccessFactors.
• Advising on state classification systems, pay structures and salary administration programs
• Conducting job analysis and audits and developing job descriptions aligned to classification standards.
• Analyzing workforce and compensation data, preparing reports, and making data-driven recommendations.

Additional Information:

This position may be eligible to telework, subject to manager approval, agency policy, and operational need.