Texas A&M University
HRClassification&CompensationManager
Neural analysis suggests this role is
optimal for Senior candidates.
“HR Classification & Compensation Manager at Texas A&M University. Skills: Classification and Compensation oversight, Compensation strategy development, Policy development and revision, FLSA interpretation and application. Oversees activities of the Classification and Compensation unit. Provides supervision, work assignment, training and guidance to specialists”
Industry & Context.
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; Troubleshoots complex Workday issues
This position is security-sensitive., 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., Applicants are subject to a criminal history investigation, and employment is contingent upon the institution’s verification of credentials and/or other information required by the institution’s procedures, including the completion of the criminal history check.
What They're Looking For.
Must Have
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
Nice to Have
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
What You'll Do.
Oversees activities of the Classification and Compensation unit
training and guidance to specialists
Approves compensation requests
Handles complex compensation matters
Manages the Classification and Compensation office
Supervises a team of seven - eight employees
Conducts individual staff meetings and monthly group staff meetings
Ensures the compensation philosophy is implemented
Monitors the Workday queue and assigns actions to specialists
Oversees job audits projects
Reviews the HR Comp ticketing system and assigns tickets to specialists
Assigns projects to specialists
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
Provides classification and compensation consultation to leadership
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
Provides recommendations for various salary increases
Oversee the review of Supplemental Compensation Requests
Creates communication pieces for the Classification and Compensation website
and explains policies and procedures related to compensation
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
Oversees analysis on matters concerning the FLSA
Performs other duties as assigned
How You'll Work.
Team & Collaboration
Works closely with COE’s on various employment situations; Collaborates with leadership, centers of expertise, and cross-functional stakeholders
Communication Scope
Effective written and verbal communication skills; Ability to clearly explain complex compensation concepts, policies, and decisions to leadership, HR partners, and employees at all levels of the organization; Ability to prepare professional reports, presentations, and guidance materials
Process & Methodology
Assign and prioritize multiple, competing deadlines, Manage multiple, competing deadlines, Leads discovery for special projects, Assigns work to team specialists, Keeps Director informed of progress and outcomes
Full Job Description
**Job Title** HR Classification & Compensation Manager **Agency** Texas A&M University **Department** Human Resources **Proposed Minimum Salary** $7,625.00 monthly **Job Location** College Station, Texas **Job Type** Staff **Job Description** **A Glimpse of the Job** 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. **Essential Duties/Tasks:** **MANAGEMENT** * 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. **COMPENSATION AND SPECIAL PROJECTS** * Provide
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