Director II Compensation

Director II Compensation JobID: 7418

Position Type:

Leading District Professional/Director

Date Posted:

5/19/2026

Location:

District Service Center

Closing Date:

Open Until Filled

  Additional Information: Show/Hide

Director II Compensation

Reports to: Executive Director, Talent Systems & Strategic Operations

Salary Range: $97,569 - $117,552

Pay Grade: 405

Days: 239 Days

FSLA Status: Exempt

Position Purpose

Responsible for leading team members by providing expert in depth knowledge of Frontline (HRIS) and compensation. Coordinates regular reviews of employee salaries and other compensation pay programs; responsible for the total analysis and input of all employee compensation data. Provides leadership and direction for timely and accurate processing of compensation information for pay purposes, and serves as the internal consultant and subject matter expert regarding compensation matters.

ESSENTIAL JOB FUNCTIONS

Compensation Management

• Trains and supervises team members in compensation procedures, processes and in new updates as they arise.
• Receives, reviews and responds to inquiries from internal/external customers regarding compensation, provides guidance and makes associated recommendations as necessary.
• Receives, reviews, and approves incoming paperwork verifying accuracy; informs the Executive Director and assists in resolving inaccuracies and/or problems.
• Advises and assists in all areas of Compensation and troubleshoots issues before escalating to next level.
• Reviews and revises job descriptions; review requests for new classifications to determine appropriate salary grade.
• Performs periodic data audits to ensure accuracy of all work processed and systems accuracy.
• Advises and assists with implementation of system projects, enhancements/upgrades.
• Supports in developing job descriptions and recommends and/or approves associated pay adjustments, pay grade and job class codes at the requests of budget owners; reviews established job descriptions to update according to best practices.
• Coordinates the annual job reclassification process; performs market analyses and competitive assessments to determine the District's market relationship.
• Processes and audits the annual HRIS updates.

Policies, Reports, & Law

• Interprets, explains and enforces compensation policy and practices to improve division services.
• Reviews current compensation policies, guidelines and procedures.
• Determines and enforces through functional groups - regulatory processes as it relates to federal, state and/or local regulatory agency (TEA, TRS) compliance in accordance with District policy.
• Ensures salary audits and back pay processes are in accordance to the federal standard; provides audit results to employees upon completion.
• Advises and assists in the development and implementation of Human Resources policies, compensation manual, and procedure manual.
• Provides data for internal/external compensation and market wage surveys and studies.
• Collaborates with teams to review, verify, and submit the annual PEIMS data.

Customer Interactions

• Handles employee inquiries, complaints, concerns or request for information, and provides justification for decisions relating to salaries.
• Directs a variety of employee issues relative to salary by advising managers, supervisors, and employees on compensation best practices; communicates with various employee associations to resolve employee salary issues.
• Responds to inquiries, complaints, concerns, or requests for information from internal/external customers providing information and justification for decisions relating to salaries (adjustments).

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 work area and promptly reports any conditions that are not immediately correctable to supervisor.

Supervisory Responsibilities

• Selects, trains, supervises, and evaluates staff, and makes recommendations relative to assignment, retention, discipline, and dismissal.

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

• Knowledgeable of applicable federal, state, and local policy relating to payroll or compensation practices; Fair Labor Standards Act (FLSA) for monitoring overtime compliance issues; and the Americans with Disabilities Act (ADA).
• Knowledgeable of HRIS administrative applications as related to departmental job functions.
• Knowledgeable of job analytic methods, job evaluation systems, and compensation practices.
• Skill at the advanced level working with Microsoft Office 365, especially Outlook, Excel, and Word.
• Skill in performing mathematical and financial calculations with accuracy.
• Skill in collecting, organizing and analyzing complex and/or technical data.
• Skill in organizing and prioritizing tasks, while working under pressure to meet multiple deadlines.
• Ability to process and handle confidential information with absolute discretion.
• Ability to process information logically.
• Ability to exercise sound judgment in making critical decisions.
• Ability to train professional staff, direct their work and supervise compensation personnel practices and procedures.
• Ability to handle multiple assignments, projects and priorities.
• 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 a 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:

• 4 years' compensation related experience required,

• Compensation experience in a public education environment preferred;

• Supervisory experience preferred.

• Language: Bilingual (English/Spanish) working proficiency preferred in some settings.