Human Resources Specialist II (Compensation Specialist)

Travis County; Austin (TX); Presencial; USD 65 000 - 85 000; Tempo integral

Resumo da oferta

Travis County Juvenile Probation Department (TCJPD) is seeking an experienced Human Resources Specialist II to support compensation, classification, and related HR functions within a small, collaborative team. The role involves advising managers, performing job analysis, and assisting with recruitment and HR recordkeeping in a public-sector setting.

The ideal candidate will have hands-on experience in compensation and classification, strong data analysis skills, and knowledge of applicable laws.

Qualificações

• Bachelor's degree in Personnel Management, Human Resources Management, Public Administration, Business Administration or a directly related field.
• Three (3) years of directly related demonstrated experience in HR.
• Experience in compensation and classification work.
• Knowledge of Federal, State and Local employment laws and regulations.

Responsabilidades

• Provides advice and counsel to Managers and Supervisors regarding HR issues and helps develop HR program goals and policies.
• Researches and compiles data for policy development and for reports and audits.
• Assists in design, development, and implementation of compensation and classification systems and related policies.
• Administers compensation, classification, and other HR functions in coordination with department leadership.
• Supports recruitment, leave administration, employee relations, and HR recordkeeping as needed.
• Delivers training and presents information to departments and staff.

Conhecimentos

Compensation

Job analysis

Data analysis

Policy guidance

HR compliance

Formação académica

Bachelor's degree in HR or related field

Ferramentas

HRIS systems

Microsoft Excel

Descrição da oferta de emprego

Travis County Juvenile Probation Department (TCJPD) is seeking a Human Resources Specialist II with experience in compensation and classification to join a small, collaborative HR team supporting a complex public-sector organization.

This intermediate-level position works closely with HR partners and leadership throughout the Department to support compensation, classification, and related HR functions, promoting consistent, equitable, and policy-aligned practices.

Additionally, the position provides general HR support to the broader team on a flexible, as-needed basis. Assignments may include assisting with recruitment and hiring processes, leave administration, employee relations, and the administrative processing and recordkeeping of departmental personnel actions.

DISTINGUISHING CHARACTERISTICS

The ideal candidate brings hands-on experience in compensation and classification work, including job analysis, job documentation, and review of pay actions such as stipends, add-pay, and salary adjustments.

They have demonstrated ability to research, compile, and analyze compensation and HR data for reporting, audits, and management decision-making, along with a working knowledge of compensation structures, pay equity concepts, and policy-based salary administration.

Experience in a public-sector or similarly regulated environment is preferred. Additional experience in talent acquisition or as an HR generalist is desirable.

• Provides advice and counsel to Managers and Supervisors regarding Human Resource Management issues. Facilitates problem-solving strategies. Develops and contributes to Human Resource program goals, initiatives and best-practices, ensuring adherence to and compliance with applicable Federal, State and Local laws and departmental and County policies and practices.
• Researches, compiles data, drafts and prepares correspondence and written analysis for revising or creating Human Resources policies and procedures that are consistent with Federal and State laws and regulations.
• Consults with outside agencies (professional organizations, other employers, and government agencies) for advice in policy development.
• Assists in the design, development, and implementation of compensation and classification system, and related human resource policies, programs, procedures, and guidelines for TCJPD
• Assists in the administration of compensation, classification, and/or other human resources functions to the department, including collaboration with department’s management.
• Researches and compiles data for compensation, or Human Resource measurements for reports, analysis, and management utilization
• Consults with outside agencies (professional organizations, other employers, and government agencies) for advice in policy development.
• Performs job analysis, job documentation, job evaluations, turnovers, cost to hire, Human Resource performance analysis and metrics, and policy and procedure review
• Compiles, analyzes, and assists in the administration of wage data, stipends, add-pay, and grants. Provides advice on classification, compensation, and salary administration matters.
• Assists in administration, coordination and communication of policies and procedures regarding various Human Resource laws and practices including: EEO, FMLA, Workers Compensation, ADA, FLSA, hiring/staffing, compensation and associated recordkeeping. Provides technical support to other professional human resource support staff in carrying out these functions.
• Develops and delivers training to departments and staff and makes presentations. Conducts new employee orientation from a policy perspective, summarizing the structure of Travis County, retirement, at-will status, and other benefits not related to group benefits.
• Evaluates jobs, develops job descriptions, conducts internal and external surveys to compile information, and analyze information for reports and presentations.
• Serves a role in the development of departmental staff development strategies.
• Serves as a resource and member of the team in strategic planning, budgeting, communications and policy development initiatives for the department.
• Develops, creates and delivers oral reports, presentations, letters and policy revisions, as required.

Education and Experience

Bachelor's degree in Personnel Management, Human Resources Management, Public Administration, Business Administration or a directly related field AND three (3) years of directly related demonstrated experience as to assigned Human Resources position;

OR, Any combination of education and experience that has been achieved and is equivalent to the stated education and experience and required knowledge, skills, and abilities sufficient to successfully perform the duties and responsibilities of this job.

Licenses, Registrations, Certifications, or Special Requirements

None required.

Preferred

• Certified Compensation Professional (CCP); OR, Certified Benefits Professional (CBP).
• Senior Professional in Human Resources (SPHR); OR, Professional in Human Resources Certification (PHR).
• Specialized coursework in the area of Human Resources.
• Valid Texas Driver’s License.

Knowledge, Skills, and Abilities

Knowledge of

• Federal, State and Local regulations, codes and laws: Employment laws and Affrimative Action, Title VII of Civil Rights Act, Equal Pay Act, FLSA, ADA, FMLA, EEOC, I-9, Texas Workforce Commission Rules, Regulations and Statutes, Open Records Act, and Texas Governor’s Committee on Disabilities.
• Principles and practices of Human Resources management.
• County policies, procedures and terminology.
• Compiling data and generating reports.
• Recent Human Resources developments and current literature.
• Office management.
• Computer equipment to include word processing, spreadsheets, databases and a variety of software packages.
• Business letter writing, grammar and punctuation, and report preparation.
• May be required to develop knowledge of and adhere to federal and state laws requiring the confidential handling of certain health information.

Skill in

• Applying Human Resources methods.
• Problem-solving and decision-making.
• Customer service delivery.
• Explaining complicated technical problems in simple non-technical language.
• Both verbal and written communication.

Ability to

• Interpret policies, procedures, and Federal, State and Local applicable laws.
• Develop and make effective presentations.
• Convey complex ideas and concepts verbally and in writing.
• Work independently as well as in a team environment.
• Manage time well, perform multiple tasks and organize diverse activities.
• Establish and maintain effective working relationships with County employees and officials, representatives of outside agencies, and the general public.

Physical requirements include the ability to lift/carry up to 20-50 pounds occasionally, visual acuity, speech and hearing, hand and eye coordination and manual dexterity necessary to operate a computer and office equipment. Subject to standing, walking, sitting, repetitive motion, reaching, climbing stairs, bending, stooping, kneeling, crouching, crawling, pushing, pulling, balancing, client/customer contact, squatting to perform the essential functions.

Travis County employees play an important role in business continuity. As such, employees can be assigned to business continuity efforts outside of normal job functions.

Work Hours: 8 am - 5 pm, Monday-Friday. May work some holidays, some nights, some weekends

Location: 2538 S Congress Austin, TX 78704

Department: Juvenile Probation

Criminal background check, driving, education, and employment verification are required.

Drug Test, Alcohol Test

For updates or questions on this position, contact: [e-mail]

This job description is intended to be generic in nature. It is not necessarily an exhaustive list of all duties and responsibilities. The essential duties, functions and responsibilities and overtime eligibility may vary based on the specific tasks assigned to the position.

You must ensure your application accurately reflects your skills and abilities as they relate to the position. Only periods of employment and experience detailed in the "Work Experience" section of the application will be considered in determining which applicants move forward in the selection process, as well as determining pay level for candidate(s) recommended for hire.