TERMS OF EMPLOYMENT

Length of position: 12 months per year

Hours: 7:30 AM - 4:30 PM

 

SUMMARY

The Employment & Compensation Specialist is responsible for the development, implementation, management and provision of the agency’s recruitment, hiring and compensation programs.  Assists the Human Resources Director in employee matters, including discrimination, harassment, retaliation and other workplace grievances.  Works under limited supervision, with considerable latitude in the use of initiative and independent judgment.

 

ESSENTIAL FUNCTIONS

Recruitment

• Manages the agency’s recruitment program including developing and maintaining an online recruiting presence, working with the Certification Specialist to network and develop relationships at relevant colleges and ensure agency presence at relevant job fairs
• Administers the agency’s online application system, providing guidance to Division Directors, hiring managers and applicants.
• Works with hiring managers to create job descriptions and job postings.

 

Hiring

• Manages the agency hiring process, including conducting criminal history checks, coordinating fingerprinting of new employees, arranging for physicals or drug testing as needed, making job offers and scheduling employees for New Employee Orientation
• Provides training and/or guidance on applicant screening, interviewing, selection and documentation processes to hiring managers and selection committee members.
• Initiates, reviews and approves personnel actions and provides general support to supervisors regarding personnel action database

Classification/Compensation

• Develops and recommends agency compensation strategies in support of agency recruitment and retention strategies
• Works with hiring managers, recommending classifications and salaries for new hires
• Reviews and investigates inquiries and complaints about salary discrepancies or discrimination, providing findings and recommendations.
• Conducts job classification audits annually, ensuring that all jobs are reviewed at least once bi-annually, making recommendations as necessary to ensure compliance to the State Classification system.
• Conducts parity studies of agency compensation, ensuring that all classification groups are reviewed at least once bi-annually, making recommendations as necessary to ensure market competitiveness.

NON-ESSENTIAL FUNCTIONS

• May investigate EEOC complaints and internal and external complaints/grievances/inquiries.
• May advise or assist managers and supervisors in disciplinary action procedures and conducting disciplinary meetings.
• Monitors and reviews criminal history activity reports on existing staff. Meets with employees on an as needed basis in response to activity reports.
• Maintains Standard Operating Procedure desk reference

REQUIRED QUALIFICATIONS

• Graduation from an accredited four year college or university with a degree in Human Resources management, business or public administration, communications, organizational development, or a related field. Related experience may be substituted for education on a year for year basis
• Experience using Microsoft Office (Word, Excel, PowerPoint)
• Experience providing customer service
• Sign Language: The applicant does not need to have sign language skills at hire but will be required to participate in sign language classes offered at TSD until reaching a level of INTERMEDIATE as evaluated on the Sign Language Proficiency Interview.

DESIRABLE QUALIFICATIONS

• Bachelor’s degree or higher from an accredited college or university with a degree in Human Resources or related field
• Three-five years of experience administering or supporting the Employment function of a Texas State agency, State university, or school district
• HR certification from HRCI or SHRM
• Experience evaluating job classifications according to the State Classification Plan
• Experience working in CAPPS
• Experience reviewing or assessing criminal history information
• Experience developing and implementing a recruitment program for a diverse professional staff
• Experience drafting memorandums, formal correspondence, and reports
• Experience working in or supporting other HR functions—benefits, staff development, time and leave, or payroll
• Experience evaluating certifications and licensing for professional positions

KNOWLEDGE, SKILLS AND ABILITIES/ATTRIBUTES

• Problem solving—the individual identifies and resolves problems in a timely manner and gathers and analyzes information skillfully.
• Effective Communication—the individual must be able to appropriately communicate with colleagues, students, parents, families, administrators, supervisors, and the public.
• Planning/organizing—the individual prioritizes and plans work activities, uses time efficiently, and develops realistic action plans.
• Quality control—the individual demonstrates accuracy and thoroughness and monitors own work to ensure quality.
• Dependability—the individual is consistently at work and on time, follows instructions, responds to management direction and solicits feedback to improve performance.
• Safety and security—the individual actively promotes and personally observes safety and security procedures, and uses equipment and materials properly.
• Interpersonal Skills—the individual maintains confidentiality, remains open to others’ ideas and exhibits willingness to try new things.

SUPERVISOR

Human Resources Director

 

MILITARY OCCUPATION SPECIALTY (MOS) CODE

See Human Resources Specialist IV page 1 http://www.hr.sao.texas.gov/Compensation/MilitaryCrosswalk/MOSC_HumanResources.pdf

 

It is the Texas School for the Deaf’s (TSD) policy to provide equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetic information, political affiliation or belief, or any other characteristic protected by state, federal, or local law. TSD expressly prohibits any form of workplace discrimination or harassment based on any of these characteristics. Retaliation against individuals who oppose unlawful discrimination or participate in an employment discrimination proceeding is also prohibited. This policy applies to all terms and conditions of employment, including hiring, firing, promotions, training, wages, and benefits. In addition to federal law requirements, TSD complies with applicable state and local laws governing nondiscrimination in employment.