Classification Analyst Jobs in Texas (NOW HIRING)

Analyst II Compensation (Multiple Positions)
Reports to: Director II- Compensation
Pay Grade: 402
Duty Days: 239
FLSA Status: Exempt          
Position Purpose

Performs professional-level compensation work supporting the administration of District compensation programs in alignment with established guidelines. Responsible for executing job description development, job classification support, salary administration, salary quote preparation, and supplemental pay (stipend) processing. Ensures data accuracy, compliance, and effective implementation of compensation practices while providing analytical and technical support to the Compensation team.

ESSENTIAL JOB FUNCTIONS

Job Description Management & Classification

• Develops, updates, and maintains job descriptions in collaboration with departments using standardized formats and guidelines. 

• Conducts job analysis to document duties, responsibilities, and minimum qualifications for positions. 

• Supports job classification and reclassification processes by collecting and organizing job-related data, preparing documentation for evaluation, applying established classification guidelines.

• Ensures job descriptions align with job codes, pay grades, and compensation structures. 

• Maintains job description records and documentation for accuracy and consistency.

• Analyzes employee service records and compensation data to ensure alignment with state and local policies and performs necessary adjustments.
• Analyzes and verifies retiree service credit data for terminal pay calculations.
• Utilizes Frontline software to efficiently review and analyze candidates resumes, applications, and work history, as well as to reconcile existing employee job history records. 

Compensation Administration, Salary Execution & Quotes

• Processes compensation transactions in accordance with District salary administration guidelines, including salary placement for new hires, reassignments and position changes, and salary adjustments with proration calculations. 

• Prepares salary quotes and compensation scenarios based on pay grade ranges, creditable years of experience, internal equity considerations, and District compensation guidelines. 

• Ensures salary quotes align with compensation structures and policies prior to submission for review.

• Researches and reconciles compensation data including base pay, years of experience, and pay grade assignments. 

• Prepares and validates compensation data for review and approval by the Compensation Director.

• Processes and analyzes salary actions, including promotions, demotions, transfers, new hires, reinstatements, and ad hoc adjustments, ensuring compliance with established policies.

Supplemental Pay (Stipend) Processing

• Processes supplemental pay, including stipends for extra-duty assignments and additional compensation.

• Verifies stipend eligibility based on approved schedules, assignment requirements, and District compensation guidelines. 

• Ensures stipend payments are accurate, properly coded, and aligned with HRIS and payroll systems. 

• Identifies discrepancies in stipend payments and escalates issues as appropriate. 

• Maintains documentation supporting stipend eligibility and transactions.

Data Integrity, Reporting & HRIS Support

• Maintains and audits compensation-related data within HRIS systems to ensure accuracy and consistency. 

• Identifies and corrects discrepancies in salary data, job classifications, and stipend records. 

• Compiles reports and statistical data related to compensation and payroll processes. 

• Assists with system testing, updates, and data validation activities.

• Maintains and updates the compensation website.

Market Analysis & Data Support

• Participates in salary surveys and benchmarking activities to support market competitiveness. 

• Collects and organizes market data for job matching and analysis. 

• Assists in preparing reports that support compensation evaluations and internal equity reviews.

Policy Application & Compliance Support 

• Applies compensation policies, procedures, and guidelines to transactions, analyses, and salary quotes. 

• Supports compliance with Fair Labor Standards Act (FLSA) classification requirements and District compensation policies and procedures. 

• Reviews work for policy alignment prior to submission for approval. 

• Escalates complex policy or classification questions to leadership.

Customer Service & Support

• Responds to inquiries from employees, managers, and HR staff regarding salary quotes, compensation data, job descriptions, classifications, and stipend eligibility and payments. 

• Provides accurate compensation information based on established guidelines. 

• Collaborates with departments and HR partners to resolve compensation-related issues.

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

• None. 

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 with 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 practices, pay structures, salary administration, job description development, job analysis, salary quote preparation within defined guidelines, supplemental pay processing, and basic FLSA concepts. 

• Knowledge of applicable federal and state laws regarding compensation.
• Knowledge of time reporting and payroll processes.

• Skill in data analysis, reconciliation, validation, HRIS systems, Frontline software and Microsoft Office applications, along with the ability to perform calculations accurately with attention to detail while meeting multiple deadlines.

• Skill in interpersonal relationships, including using fact, patience, and courtesy.

• Skill in performing mathematical and financial calculations with accuracy.

• Ability to apply district policies and procedures consistently, manage multiple priorities and deadlines, communicate effectively with stakeholders, and maintain confidentiality of sensitive information.

• Ability to exercise sound judgement in making critical decisions. 

• 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: 

  • Associate's degree from an accredited college or university required;

  • Bachelor's degree in Human Resources, Business Administration, Finance, or related field from an accredited college or university preferred.

• Certification/License: 

  • Certified Compensation Professional (CCP), Professional Human Resources (PHR), or related HR certification preferred. 

• Experience: 

  • 3-6years of progressive compensation-related experience required, including experience with data analysis, reporting, HRIS systems, and salary-payroll related processes.

  • Experience with job descriptions, classification processes, and work in a public sector or education environment preferred. 

Approved combinations: 

EducationExperience 

Associate's degree6 years 

Bachelor's degree         3 years

• 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.