Coordinator III - Compensation (Multiple Positions)
Job Description
Coordinator III - Compensation (Multiple Positions)
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: level of skill, effort, and responsibility, internal equity considerations, 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 and current employees, reassignments across pay grades, salary adjustments and proration based on workdays.
Reviews and validates salary quotes and compensation scenarios prepared by Analyst staff to ensure alignment with pay grade structures, internal equity, and District compensation guidelines.
Applies rules related to: creditable experience, pay grade minimum, midpoint, and maximum placement, peer equity considerations.
Reviews and validates compensation transactions to ensure accuracy and compliance with established guidelines.
Supplemental Pay (Stipend) Oversight
Provides oversight and quality review of supplemental pay (stipend) administration, including extra duty and assignment-based pay.
Ensures stipend usage aligns with District guidelines, including: stipends are authorized annually and not guaranteed compensation, payments are tied to active assignments and discontinued upon eligibility changes.
Reviews stipend transactions processed by Analysts to ensure: accuracy of payments, 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 with policy.
Assigns and prioritizes workload to ensure timely processing of compensation actions.
Serves as the first escalation point for complex compensation, classification, and stipend-related issues.
Data Integrity, Auditing & HRIS Support
Performs audits of: salary placements and compensation transactions, job classifications and job descriptions, supplemental pay (stipends)
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 practices.
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, and guidelines.
Ensures compliance with: federal, state, and local regulations and District compensation policies and procedures.
Supports process improvements to enhance consistency, transparency, and efficiency.
Identifies inconsistencies in compensation or stipend application and recommends corrective actions.
Customer Service & Consultation
Advises hiring managers and HR partners on: job descriptions and classification processes, salary placement and compensation decisions, stipend eligibility and usage.
Explains compensation decisions in alignment with District policies and guidelines.
Responds to employee and stakeholder inquiries regarding compensation matters.
Safety
Performs preventive maintenance on tools and equipment and ensures equipment is in safe operating condition.
Follows established safety procedures and techniques to perform job duties including lifting and climbing; operates tools and equipment according to established safety procedures.
Corrects unsafe conditions in the work area and promptly reports any conditions that are not immediately correctable to the supervisor.
Supervisory Responsibilities
Assigns work, prioritizes tasks, and ensures adherence to deadlines and service standards.
Trains staff on records procedures, compliance requirements, and system usage.
Conducts performance evaluations, coaching, and development planning.
Personal Work Relationships
All Fort Worth ISD employees must maintain a commitment to the District's mission, vision, and strategic goals.
Exhibits high professionalism, standards of conduct and work ethic.
Demonstrates high quality customer service; builds rapport/relationship with the consumer.
Demonstrates cultural competence in interactions with others; is respectful of co-workers; communicates and acts as a team player; promotes teamwork; responds and acts appropriately in confrontational situations.
Other Duties as Assigned
Performs all job-related duties as assigned and in accordance to the Board rules, policies and regulations. All employees are expected to comply with lawful directives in rare situations driven by need where a team effort is required.
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 to create spreadsheets, databases, and do word processing.
Ability to organize and coordinate work.
Ability to communicate effectively, both oral and written forms.
Ability to engage in self-evaluation with regard to performance and professional growth.
Ability to establish and maintain cooperative working relationships with others contacted in the course of work.
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, and twisting.
Motion: Frequent repetitive hand motions, including keyboarding and use of mouse; occasional reaching.
Lifting: Occasional light lifting and carrying (less than 15 pounds).
Environment: Works in an office setting; may require occasional irregular and/or prolonged hours.
Attendance: Regular and punctual attendance at the worksite is required for this position.
Mental Demands: Maintains emotional control under stress; works with frequent interruptions.
Minimum Required Qualifications
Education:
Bachelor's degree in Human Resources, Business Administration, Finance, Economics or related field from an accredited college or university required;
Master's degree from an accredited college or university preferred.
Certification/License:
Certified Compensation Professional (CCP), Professional Human Resources (PHR), or related HR certification preferred.
Experience:
3 years of progressive compensation-related experience required.
Experience with job descriptions, job analysis and 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.