Shelby County Schools

  • Senior Compensation Manager

    Posted Date 1 week ago(1 week ago)
    Location Name
    Human Resources
    Salary Min
    USD $82,715.00/Yr.
    Salary Max
    USD $109,183.00/Yr.
    Human Resources
    # of Openings
    Close Date
  • Purpose and Scope

    Responsible for leading both the strategic and tactical aspects of the District’s Compensation Program. Responsibilities include effective design and implementation of the District’s Compensation philosophy and variable pay programs for certificated and classified staff while aligning to the strategic goals of the District. Develops and formulates innovative recommendations related to complex strategies for compensation programs in partnership with District Leadership, Stakeholders, and other Business Partners. Exceptional communication skills, as well as relationship, negotiation, and influencing skills, are required.


    Must provide confident leadership and compensation expertise in the job and pay plan design, union conferencing, salary administration, organizational management, performance management, and direct supervision of staff. Must continuously demonstrate effective project management skills, self-initiative, ability to meet deadlines, and perform well under pressure.

    Essential Job Functions

    1. Provides professional direction and confident leadership in the development, coordination, implementation, and management of district-wide compensation philosophies and programs to ensure consistent and equitable pay practices.
    2. Develops, implements, manages, and maintains the district’s classification and compensation programs; plans, designs, and implements programs, activities, policies, and procedures necessary to meet objectives of the classification and compensation program which include planning, organizing, coordinating, and monitoring district compensation programs, and strategies in support of organizational goals and objectives.
    3. Provides policy interpretation, guidance and technical advice for resolution of the more difficult and complex issues involving federal law, personnel rules, and Board policies; consults with, advises and trains district managers and supervisors on classification and compensation practices, policies, and activities; delivers presentations to the district leadership, employee groups, and union representatives on classification and compensation issues.
    4. Monitors district practices for consistency and compliance to policies and rules; provides recommendations for compliance issue resolution; leads, communicates, and advocates for implementation of compensation best practices.
    5. Works in conjunction with Payroll to ensure proper interpretation and implementation by managers of all compensation policies and practices. This may include periodic audits, training of payroll staff, and manager education.
    6. Develops and oversees regular classification review processes to ensure job hierarchies and class relationships are current and aligned to support district-wide operations and meet district management and employee needs; develops and proposes human resource policies, personnel rules, including Board policies; and communicates and implements salary administration changes district-wide.
    7. Works in conjunction with Recruitment to ensure a thorough understanding of hiring guidelines and consistent application of such. Works with the team to ensure most current and accurate compensation is included in all online and recruiting technologies (e.g., job summaries job descriptions, job codes, pay grades, etc.) This may include periodic audits, training of recruitment staff and manager
    8. Plans and participates in complex organizational position classification and compensation studies; facilitates advisory committees; negotiates and manages consultant contracts; reviews and implements study results and responds to appeals; communicates study results to employees; ensures study results comply with state and federal law and collective bargaining agreements.
    9. Oversees and approves expenditures for the area of responsibility; provides fiscal data for preparation of the annual budget.
    10. Manages staff, including selecting or recommending selection, training, assigning and evaluating work, counseling, disciplining, and terminating or recommending termination. Must be able to effectively delegate, coach, and develop others; must be able to lead the function as an integral part of a broader human resources team. Assists the Director of Human Resources in developing strategic district-wide human resources plans and setting strategic direction for classification and compensation programs, policies, and procedures.
    11. Collaborates with other District staff to develop short- and long-range plans for assigned program or functional area; may develop policies and procedures in consultation with senior administrators to ensure efficient and economical operations; evaluates results to ensure compliance to and identify deficiencies.
    12. Researches and explores feasibility of implementing new methods, technologies, or programs to increase the efficiency, effectiveness, and accountability of assigned programs and operations.
    13. Demonstrates an in-depth understanding of technical applications in the compensation discipline, including spreadsheet and database software tools.
    14. Performs related responsibilities as required or directed.

    Minimum Qualifications

    Bachelor’s degree in Mathematics, Business Administration, Human Resources or a closely related field plus 7 years related experience, for a total education/experience of 11 years, of which 2 years include management experience. CCP and/or SHRM certification and K-12 Education experience preferred.

    Degree Equivalency Formula:

    Bachelor’s Degree= 4 years plus required years of experience.

    Master’s Degree= 2 years plus required years of experience. Where Master’s degrees are required, years for Bachelor’s Degrees must be included. 

    Knowledge, Skills, and Abilities

    • Knowledge of and ability to understand and interpret applicable policies, state and federal laws relating to Compensation, such as the Fair Labor Standards Act (FLSA), Equal Pay Act, American with Disabilities Act (ADA),
    • Knowledge of current trends in compensation strategy and theory, career pathways, wage and salary practices, job evaluation methods, pay plan design, and reward strategies
    • Ability to apply analytics and thought leadership to conceptual/strategic compensation issues
    • Ability to define, implement, and integrate key human resources functions, including workflow management, budget development and
    • Ability to plan and manage projects efficiently and within established timeframes
    • Ability to work collaboratively with others and facilitate groups to consensus
    • Ability to communicate effectively with a variety of audiences, orally and in writing, including electronic media

    Physical Requirements and Working Environment

     Physical Demands: Requires sedentary work involving standing or walking for brief periods, exerting up to 10 pounds of force on a regular basis; and some dexterity in operating office equipment; must be able to use hands and fingers for sign language.


    Unavoidable Hazards:  The position is exposed to no unusual environmental hazards.


    Sensory (ADA) Requirements: The position requires normal visual acuity and field of vision, hearing and speaking abilities.



    SCS is an Equal Opportunity Employer.  SCS provides reasonable accommodations to qualified persons with disabilities. Prospective and current employees are encouraged to discuss ADA accommodations with management.


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