Compensation Analyst or Sr. Compensation Analyst

Teacher Retirement System of Texas (TRS)•Austin, TX

9d•$74,000 - $128,000•Onsite

About The Position

Service, Respect, and Connection are core to the individual and collective TRS experience. We know that great service rests on a foundation of relationships that connect us all to an empowering and rewarding career. At TRS, we’re inspired by our community who bring authenticity and commitment to our mission to improve the retirement security of public education employees and retirees throughout Texas. As a group of achievers, we tap collaboration and innovation to raise the bar in performance, administering and counseling pensions and healthcare benefits to ensure certainty for the future of our members. We invite you to join us, where both personal and career growth are respected and where you can make a difference in our members’ lives every day. We’re hiring a Senior Compensation Analyst to join a mission driven organization with long term stability, where compensation work is visible, meaningful, and directly impacts employees and leaders. As part of a highly collaborative compensation team, this role blends analytics, strategy, and hands on execution by leading market pricing, job evaluations, and benchmarking, supporting salary administration activities such as merit cycles, adjustments, and equity reviews, and partnering closely with HR colleagues and leaders to support competitive and equitable pay practices. The role is expected to operate at a senior level, although we are open to candidates at an intermediate stage who demonstrate strong partnership capability and readiness to grow into broader scope. Success in this position requires comfort working in gray areas where answers are not always clear, the ability to balance structure with flexibility as priorities shift, and skill in analyzing compensation and workforce data and translating findings into clear, actionable recommendations. This is a collaborative role for someone who enjoys influencing outcomes through partnership, communicates complex information clearly, and embraces learning, technology, and new ways of working. This position will be posted at two levels: • The Compensation Analyst role emphasizes hands on execution and skill development, supporting core compensation activities and applying policies with guidance. • The Senior Compensation Analyst role reflects increased leadership and judgment, leading key compensation analyses, advising leaders on complex decisions, and influencing compensation practices through independent analysis and expertise. The successful candidate will be offered the position that most closely matches their education and experience.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance, or a related field
A high school diploma or equivalent with additional directly related professional experience, substituted on an equivalent year for year basis
3+ years of progressively responsible professional experience in human resources or a related field
2+ years of experience supporting compensation analysis, salary administration, job evaluation, or related work
5+ years of progressively responsible professional experience in human resources or a related field
3+ years of experience designing, analyzing, and administering compensation programs, with demonstrated experience providing consultative guidance on pay decisions

Nice To Haves

Professional certification such as CCP, PHR, SPHR, or SHRM CP, or progress toward certification
Experience supporting compensation programs in a complex, fast moving environment, such as healthcare, technology, insurance, financial services, or similarly data driven industries
Demonstrated experience with market pricing, salary survey participation, job benchmarking, and internal equity analysis
Strong analytical skills with the ability to translate compensation and workforce data into clear, actionable insights for leaders
Advanced proficiency in Excel and experience working with HRIS and compensation systems
Demonstrated ability to partner effectively with leaders and HR colleagues, communicate complex information clearly, and build credibility with stakeholders

Responsibilities

Lead job analysis, job evaluation, and job description development across assigned areas.
Conduct market pricing and benchmarking using multiple survey sources and recommend competitive pay ranges.
Manage the TRS Compensation Plan, including maintaining salary ranges, conducting annual structure updates, and assessing overall market competitiveness.
Administer salary programs, including merit planning, promotions, and complex salary adjustments.
Consult with leaders and HR partners on compensation decisions, classification, FLSA determinations, and equity considerations.
Provide expert guidance on compensation policies, practices, and regulatory requirements.
Conduct job analysis and maintain accurate job descriptions and classification documentation.
Support market pricing and benchmarking activities using established survey sources.
Administer salary actions, including merit increases, promotions, and equity adjustments, in accordance with guidelines.
Review position classifications and FLSA designations for routine staffing actions and job postings.
Provide guidance to managers and HR partners on compensation and classification questions.
Support compliance with the TRS Compensation Plan and applicable employment laws.
Analyze compensation and workforce data to identify trends, risks, and impacts on pay practices.
Develop complex analyses, dashboards, and presentations for leadership and governance bodies.
Translate data into insights and recommendations to support strategic compensation decisions.
Ensure data integrity across HRIS, payroll, and reporting systems.
Prepare standard and ad hoc compensation and workforce reports.
Maintain and validate compensation data within HR and reporting systems.
Compile data to support compensation reviews and decision making.
Assist with preparation of materials for leadership discussions and committees.
Lead or play a key role in compensation related projects and cross functional initiatives.
Recommend enhancements to compensation programs, processes, and tools.
Support development and refinement of compensation and HR policies and procedures.
Conduct research and analysis on the impact of legislative or regulatory changes.
Support compensation operations, projects, and annual cycle activities.
Participate in OE workgroups and cross functional initiatives.
Contribute to maintaining compensation related documentation, tools, and procedures.
Identify and support process improvements.