HR Classification & Compensation Manager

Texas A&M University System•College Station, TX

1d•Onsite

About The Position

The Manager, Classification and Compensation oversees activities of the Classification and Compensation unit within the Human Resources and Organizational Effectiveness division, providing supervision, work assignment, training and guidance to specialists, approving compensation requests, and handling the most complex compensation matters.

Requirements

Bachelor’s Degree from an accredited college or university
7 years of experience in Human Resources with some supervisory experience.
May allow for equivalent combination of education and experience.
Demonstrated knowledge of compensation and classification principles, including job evaluation methodologies, market pricing practices, salary structure design, and internal equity analysis.
Demonstrated ability to interpret and apply compensation-related laws, regulations, and policies, including the Fair Labor Standards Act (FLSA), to complex employment and pay situations.
Proven skill in analyzing and synthesizing quantitative and qualitative data to develop sound compensation recommendations, assess equity and competitiveness, and support informed decision-making by leadership.
Strong managerial and leadership skills, including the ability to supervise, coach, evaluate, and develop professional staff; assign and prioritize work; and manage multiple, competing deadlines.
Demonstrated ability to exercise discretion and independent judgment on matters of significance, including compensation actions, policy interpretation, and risk mitigation.
Effective written and verbal communication skills, with the ability to clearly explain complex compensation concepts, policies, and decisions to leadership, HR partners, and employees at all levels of the organization.
Demonstrated ability to prepare professional reports, presentations, and guidance materials related to compensation analyses, policies, and programs.
Proficiency in the use of human resources information systems (HRIS), spreadsheets, databases, and other analytical tools to support compensation administration and reporting.
Ability to handle highly sensitive and confidential information with discretion and professionalism.
Effective collaboration and relationship-building skills, with the ability to work productively with leadership, centers of expertise, and cross-functional stakeholders.
This position is security-sensitive.
This position requires compliance with state and federal laws/codes and Texas A&M University System/Texas A&M University regulations and procedures.
All tasks and job responsibilities must be performed safely without injury to self or others in compliance with System and Agency safety requirements.

Nice To Haves

Master’s degree in Human Resources, Compensation & Benefits, Industrial/Organizational Psychology, Business Administration or equivalent.
Experience leading or directly managing a classification and compensation function, compensation program, or job architecture initiative
Experience in higher education, public sector, or centralized organizations with complex compensation frameworks
Experience conducting job evaluations, market pricing, salary structure design, and internal equity analyses
Experience managing or redesigning career ladders, job families, or job architecture systems
Experience leading or supporting HRIS implementation, optimization, or redesign projects
Experience providing compensation consultation to executive leadership or governing bodies
Participation in or leadership of enterprise‑wide HR or compensation strategy initiatives
Certified Compensation Professional (CCP)
SHRM-CP / SHRM-SCP
PHR / SPHR
Workday Compensation certification (or equivalent)

Responsibilities

Manages the Classification and Compensation office, which includes supervising a team of seven - eight employees.
Provides appropriate professional development opportunities to ensure staff are competent and continually improving their performance.
Communicates performance expectations, provides ongoing coaching/feedback, and assesses employee performance.
Conducts individual staff meetings and monthly group staff meetings.
Prepares the agenda for group staff meetings.
Ensures the compensation philosophy is implemented and our unit is meeting current and future business needs.
Assists the Director in developing compensation strategies.
Monitors the Workday queue and assigns actions to specialists, as needed.
Oversees job audits projects.
Reviews the HR Comp ticketing system and assigns tickets to specialists.
Ensures tickets are answered in a timely manner.
Assigns projects to specialists.
Maintains the project tracking spreadsheet.
Manages and ensures the timely completion of compensation-related projects.
Answers questions in the absence of the Director.
Serves on special committees as needed.
Primary coordinator for special project requests, leading discovery, assigning work to team specialists, and keeping the Director informed of progress and outcomes.
Provides classification and compensation consultation to leadership.
Conducts compensation best practice research and analysis.
Works closely with COE’s on various employment situations.
Reviews Pay Plan requests and career ladder inquiries.
Submits requests to the Pay Plan Administrator.
Troubleshoots complex Workday issues and submits Workday enhancement requests.
Participates on strategic HR related projects as a subject matter expert for compensation and related issues.
Provides recommendations to the Director of Classification and Compensation and/or Vice President for HROE for various salary increases.
May delegate the review.
Oversee the review of Supplemental Compensation Requests and determines the appropriate payment route.
Creates communication pieces for the Classification and Compensation website, HR Newsletter, training materials, and other endeavors.
Applies, interprets, and explains policies and procedures related to compensation.
Alongside leadership, develops and revises Classification and Compensation policies and procedures.
Reviews and interprets University rules and Standard Administrative Procedures (SAPs) regarding compensation matters.
Provides recommendations for revisions when requested.
Interprets and applies Fair Labor Standards Act (FLSA) criteria to compensation actions and oversees analysis on matters concerning the FLSA.
Performs other duties as assigned.