August Newsletter

Classified Ads

2026-05-19:

Duties and Responsibilities:

• Compensation Policy & Governance: Leads the development and ongoing maintenance of the Harris County Salary Administration Guide, establishing compensation policies, procedures, and governance standards to ensure equitable, consistent, and compliant pay practices across the organization.
• Strategic Compensation Analysis & Reporting: Leads the other compensation analysts in extracting, validating, and analyzing complex compensation datasets to evaluate pay equity, market alignment, and classification accuracy; develops and maintains multiple complex reports and queries; applies advanced statistical and exploratory analysis techniques to identify trends, support strategic initiatives, and deliver actionable insights for leadership decision-making.
• Market Benchmarking & Competitive Positioning: Leads and guides the other compensation analysts in researching and analyzing internal and external salary survey data to determine market trends, validate job classifications, and recommend competitive salary ranges—applying geographic, industry, and skill-based differentials to maintain market competitiveness.
• Enterprise Compensation Initiatives: Project manages compensation frameworks, including job architecture implementation, career pathway development, and pay equity initiatives to support workforce planning, talent retention, and long-term organizational alignment.
• Consultative Business Partnership: Serves as the senior subject-matter expert and trusted advisor to business units and leadership on compensation strategy, job evaluations, reclassifications, salary recommendations, and position control management—ensuring departmental structures align with organizational objectives and compensation parameters.
• Data Integrity, Budget Alignment & Compliance: Leads and develops the auditing and validation of compensation data to identify discrepancies and recommend corrective actions; ensures position salaries and budgets align with approved salary ranges and assigned budget amounts while maintaining audit readiness and regulatory compliance.
• Technology & Cross-Functional Collaboration: Leads projects with Universal Services and cross-functional stakeholders throughout the full IT project lifecycle—from initiation and planning through execution, testing, and closure—to implement county wide Commissioners Court-approved pay initiatives (e.g., COLAs, law enforcement increases, targeted salary adjustments). Prepares, validates, and reconciles complex data files (e.g., salary administration grades/plans, step structures, job codes, position reclassifications, employee data, budget maximums) and conducts rigorous testing across multiple environments to ensure system accuracy and successful deployment. In addition, conducts biweekly position management uploads in collaboration with county business units.
• Survey Administration & Peer Benchmarking: Leads and mentors other compensation analysts in designing, administering, and participating in compensation surveys with public-sector peers and cross-industry organizations throughout the United States; consolidates complex survey data into actionable insights that inform compensation strategy and maintain competitive market positioning.

Requirements

Education and Experience:

• Bachelor's degree in a directly related field from an accredited college or university and
• Five (5) years of directly related work experience.

Certification:

• Certified Compensation Professional (CCP) designation.

Analyst, Senior Compensation | Job Details tab | Career Pages

2026-05-18:

Applications accepted from: All Persons Interested

 Department:   Human Resources                     
 Division:    Compensation                                                   
 Reporting Location:   16930 John F. Kennedy Blvd.   *Subject to Change                              
 Workdays & Hours: MONDAY – FRIDAY 8:00 AM – 5:00 PM*   *Subject to change    
                                                
DESCRIPTION OF DUTIES/ESSENTIAL FUNCTIONS
The City of Houston seeks a Lead Compensation Analyst with the ability to utilize knowledge of job analysis and job evaluation coupled with knowledge of organization structure to audit and classify staff positions at all levels. This position performs professional compensation analysis and project work to provide advanced compensation management services to City of Houston HR Generalists and department management.
 

• Leads compensation projects and assumes responsibility for major aspects of the COH compensation program as assigned. 
• Researches and validates market competitive position by preparing analytics, data modeling and costing analysis. 
• Represents Compensation to HR Operations and department management on issues of classification decisions and pay adjustments in support of program enhancements by identifying key facts, explaining conclusions, and making presentations to Management.
• Analyzes and applies salary and industry surveys to determine relevant competitive pay rates, pay grade decisions and resolve internal equity issues. 
• Conducts job audits and recommends classification of newly proposed positions. Evaluates existing positions to ensure appropriate classification and grading of City of Houston jobs. 
• Develops prepares, edits and revises policy and procedures for department incentive plans. Prepares department incentive plans for review and approval by COH executive management. 
• Participates in the development of management and administrative policies, procedures and project planning. 
• Analyzes and reviews management practices and procedures and makes recommendations for improvement. 
• Leads various compensation analysis projects as assigned. 
• Evaluates workflow, processes, various operations systems, etc. to advise management about job design, classification issue. 
• Performs miscellaneous job-related duties as assigned.

 
 
WORKING CONDITIONS
The position is physically comfortable; the individual has discretion about walking, standing, etc. There are no major sources of discomfort, i.e., essentially normal office environment with acceptable lighting, temperature and air conditions.

 

MINIMUM REQUIREMENTS

EDUCATION REQUIREMENTS
Requires a Bachelor's degree in Psychology, Business Administration, Public Administration or a related field.

EXPERIENCE REQUIREMENTS
Seven of progressively responsible compensation analysis and project management experience.
 
LICENSE REQUIREMENTS
None  

PREFERENCES

**Preference shall be given to eligible veteran applicants provided such persons possess the qualifications necessary for competent discharge of the duties involved in the position applied for, such persons are among the most qualified candidates for the position, and all other factors in accordance with Executive Order 1-6.**  

GENERAL INFORMATION

 

SELECTION / SKILLS TESTS REQUIRED

Department may administer skills assessment test

SAFETY IMPACT POSITION 

NO

SALARY INFORMATION

Factors used in determining the salary offered include the candidate's qualifications as well as the pay rates of other employees in this classification.

PAY GRADE: 28

APPLICATION PROCEDURES

Only online applications will be accepted for this City of Houston job and must be received by the Human Resources Department during posting opening and closing dates shown. Applications must be submitted online

at:www.houstontx.govor call (832)393-6032.

To view your detailed application status, please log-in to your online profile by visiting:http://agency.governmentjobs.com/houston/default.cfm

If you need special services or accommodations, call (832)393-6032. (TTY 7-1-1) If you need login assistance or technical support call 855-524-5627.

Due to the high volume of applications received, the Hiring Department will contact you directly, should you be selected to advance in our recruitment process.

All new and rehires must pass a pre-employment drug test and are subject to a physical examination and verification of information provided.

EOE - Equal Opportunity Employer
The City of Houston is committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, genetic information, veteran status, gender identity, or pregnancy.

2026-05-14:

Insperity provides the most comprehensive suite of scalable HR solutions available in the marketplace with an optimal blend of premium HR service and technology. With more than 90 locations throughout the U.S., Insperity is currently making a difference for thousands of businesses and communities nationwide.

Behind our success is the unshakeable belief in the value of our people. We value diversity, inclusivity and a sense of belonging. We celebrate work and life events, and we partner with our clients and communities to make great things happen.

We’ve earned recognition time and again as a top place to work—named among the best by respected organizations like Glassdoor and U.S. News & World Report. We’re also proud to be recognized for one of the country’s Top 50 Midsize Early Talent Programs through RippleMatch’s Campus Forward Awards. There’s never been a better time to be part of Insperity, and our best work is still ahead. Learn more at Insperity.com.

Why Insperity?

Flexibility: Over 80% of Insperity’s jobs have flexibility. We want your time to have balance, whether it’s spent with coworkers, clients, family or your community.

Career Growth: Insperity provides many ways to grow with the company. We offer continuous learning programs, mentorship opportunities and ongoing training.

Well-Being: Our total rewards package includes generous paid time off, top-tier medical, dental and vision benefits, health & wellness support, paid volunteer hours and much more. We take care of our people so that you can do your best work.

SUMMARY

As the Compensation Specialist, you will provide expertise to clients and internal client service providers in the development and implementation of compensation programs.

Compensation Specialist
REMOTE OUT OF THE HOUSTON AREA

RESPONSIBILITIES

• Manages and evaluates the wage and salary function to enhance the delivery of compensation services to clients and HR Specialists.
• Provides advice on pay decisions, policy and guideline interpretation and job evaluation including the design of creative solutions to specific compensation-related programs.
• Develops recommendations to adjust salary structure in response to clients’ changing organizational needs and market values.
• Analyzes client’s current pay practices and makes recommendations for salary changes to ensure equity.
• Benchmarks positions with client contacts to achieve the appropriate correspondence of job content (i.e., duties and responsibilities) to survey descriptions (i.e., job matching) for purposes of ensuring valid market rate comparisons.
• Prepares wage and salary information in spreadsheet format that is numerically and geographically accurate and professionally presented.
• Promotes the extension/addition of compensation services (i.e., up-servicing) to clients (i.e., leverage client penetration opportunities) as a follow-up to the delivery of salary survey results.
• Evaluates and makes recommendation of salary survey resources and identifies resources that would enhance the delivery of compensation services.
• Develops techniques for compiling, preparing and presenting data.
• Keeps apprised of federal, state, and local compensation laws and regulations in order to ensure Insperity and client’s compliance

QUALIFICATIONS

• CCP preferred.
• Must be analytical, mathematical, and be capable of communicating professionally with top management.
• Proficient use of Microsoft Office spreadsheet, word processing, and presentation software.  Effective utilization of internet software, e-mail, printers, FAX and copiers.
• Advanced use of statistical software (e.g., SPSS) modules to perform diagnostic applications (i.e., regression analysis, discriminant analysis, etc.).
• Ability to perform computational functions intrinsic to the compensation field.
• Excellent organization, project tracking, and priority-based time management.
• Communicates tactfully and effectively, verbally and in writing, with an ability to express complex technical concepts in business terms, and maintains effective work relations with those encountered in the course of employment.
• Ability to follow instructions and work independently or in team atmosphere. 
• High attention to detail, accuracy, and customer service.
• High School Diploma or equivalent is required. Bachelor’s Degree is preferred.
• Two to Three years of Compensation experience is required. 

Please apply online at: 
https://insperity.wd12.myworkdayjobs.com/NSP/job/TX-Home-Office/Compensation-Specialist_JR102602

Insperity provides a reasonable compensation range for each posted role in accordance with applicable pay?transparency laws. Actual compensation is influenced by a variety of job?related factors, including skills, experience, and geographic location.

At Insperity, we celebrate the diversity of our employees and our leadership. Insperity is an equal opportunity employer, and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability status, protected veteran status or any other characteristic protected by law, including criminal arrest and/or conviction records.

2026-05-12:

This position is responsible for administering and enhancing compensation programs and processes for ABS employees across our enterprise- Bureau, Group and Wavesight- on a global basis, supporting operations in 60+ countries. The role serves as a key liaison to Human Resources and management to analyze, recommend, implement, and refine compensation practices, policies, and programs that support business needs and align with organizational philosophy.

The Senior Compensation Analyst provides both strategic and hands-on support in the areas of job evaluation, market pricing, salary structures, annual compensation cycles, pay equity, job architecture, and pay transparency. This position helps ensure compensation programs are competitive, internally equitable, compliant, and scalable across a complex global organization.
 

What You Will Do:

• 1. Job Architecture and Job Evaluation
  • Reviews, monitors, and approves job descriptions and other HR documentation through ETQ in partnership with HR Generalists and business stakeholders.
  • Ensures job descriptions are accurate, current, and appropriately reflect role scope, responsibilities, and required qualifications.
  • Supports the development, maintenance, and governance of job architecture, including job families, levels, titling conventions, and role alignment across the organization.
  • Performs job evaluation activities for new and existing roles using established methodologies and market-based practices.
  • Determines appropriate job level, salary grade, and FLSA exemption status, where applicable, for new and revised positions.
  • Partners with HR and management to provide guidance on role design, leveling, and classification decisions.
• 2. Market Pricing and Salary Surveys
  • Performs market pricing and internal equity reviews for positions across multiple functions and geographies.
  • Completes salary survey participation and coordinates submission of compensation data to external survey providers.
  • Maintains survey results, benchmark data, and market pricing resources for the organization worldwide.
  • Evaluates survey matches and market data quality to support accurate and reliable compensation analysis.
  • Monitors compensation market trends, pay movement, and emerging practices across key labor markets.
• 3. Compensation Analysis and Administration
  • Analyzes compensation data to support hiring, promotions, transfers, retentions, and other pay actions.
  • Works with HR Generalists and business leaders to evaluate salaries for new hire offers, promotions, transfers, retentions, and other ad hoc adjustments as requested.
  • Assists with the preparation, implementation, and maintenance of global salary structures, ranges, and compensation guidelines.
  • Maintains employee and job information in the compensation database and related systems.
  • Reviews compensation transactions and data for accuracy, consistency, and compliance with policy and practice.
  • Gathers relevant market data on pay practices, compensation programs, and economic trends as needed.
  • Provides data-driven recommendations that balance market competitiveness, internal equity, business needs, and compensation philosophy.
• 4. Annual Compensation Programs
  • Assists in the planning, preparation, and administration of the annual merit process.
  • Supports development of merit planning tools, guidelines, reports, and communications.
  • Answers questions and provides guidance to HR Generalists and managers on organizational philosophy, pay-for-performance, salary positioning, and system-related issues.
  • Assists in the administration of the annual incentive process, including analysis, validation, documentation, and reporting activities as needed.
  • Conducts audits and analysis during and after annual compensation cycles to ensure accuracy, consistency, and adherence to guidelines.
• 5. Pay Equity, Pay Transparency, and Compliance
  • Supports pay equity analyses to identify trends, risks, and opportunities for improvement across employee populations and geographies.
  • Assists in evaluating compensation outcomes to promote fair and consistent pay practices.
  • Supports pay transparency readiness and compliance activities, including analysis, documentation, and response preparation as requirements evolve across jurisdictions.
  • Partners with HR, Legal, and management as needed to support compensation practices aligned with applicable regulations, company policy, and governance standards.
• 6. Reporting and Global Compensation Support
  • Generates internal HR metrics reports, scheduled compensation reports, and ad hoc analyses as requested.
  • Generates scheduled ABS HR data reports for external sources.
  • Develops and maintains compensation reporting and analytics to support decision-making, planning, and governance.
  • Summarizes findings and presents compensation data in a clear and actionable manner for HR and management audiences.
  • Supports global compensation programs and projects across a complex organization operating in 60+ countries.
  • Partners with regional HR stakeholders to address local market practices while maintaining alignment with global compensation philosophy and frameworks.
  • Assists in the review, development, implementation, and revision of compensation policies, practices, tools, and process improvements on a global basis.

What You Will Need:

Education and Experience

• Bachelor’s degree in Human Resources, Business, Finance, Accounting, Economics, Statistics, or related field required.
• Minimum of 5 years of progressive compensation experience required, including experience in job evaluation, market pricing, salary surveys, and compensation administration.
• Experience participating in annual merit and incentive processes required.
• Experience with compensation databases, HR systems, and reporting tools required.
• Experience supporting compensation programs in a global, multinational organization preferred.
• Experience in pay equity analysis, job architecture, and pay transparency initiatives preferred.
• Certified Compensation Professional (CCP) designation preferred.

Knowledge, Skills and Abilities

• Strong knowledge of compensation principles and practices, including market pricing, job evaluation, salary structures, pay administration, and annual compensation planning.
• Working knowledge of job architecture concepts, including job families, leveling, titling, and governance practices.
• Knowledge of pay equity and pay transparency concepts, practices, and emerging regulatory requirements.
• Strong Microsoft Office Suite skills, with advanced proficiency in Excel required.
• Strong data analysis, interpretation, and problem-solving skills, including the ability to work with large datasets and translate findings into practical recommendations.
• Ability to communicate effectively with employees and leaders at all levels of the organization and across diverse geographies.
• Ability to exercise sound judgment and maintain confidentiality when handling sensitive compensation information.
• Strong attention to detail, organizational skills, and ability to manage multiple priorities in a fast-paced environment.
• Ability to build effective partnerships with HR, management, and cross-functional stakeholders.
• Ability to balance strategic thinking with hands-on execution and process administration.
• Experience working with HRIS, compensation systems, and reporting tools; ability to learn and adapt to evolving systems and processes.
• Knowledge of FLSA and general compensation compliance requirements; global compensation exposure preferred.

Reporting Relationships:

The incumbent reports to a Manager, Director or Executive level position. This position does not have any direct reports.

Back to top