Senior Classification & Compensation Consultant

Role Summary
The Classification & Compensation Specialist will lead the Districtwide classification and compensation study covering all employee groups, including market analysis, salary structures, internal equity, compression, employee placement, and implementation-cost modeling.
Key Responsibilities
Review classifications and compensation practices across all employee groups.
Review:
Job descriptions
Job classifications
Job architecture
Salary structures
Placement practices
Conduct market salary benchmarking and competitiveness analysis.
Benchmark compensation against comparable Texas school districts and other relevant K–12/public-sector organizations.
Evaluate internal compensation consistency.
Conduct compression analysis.
Evaluate pay-equity indicators.
Develop salary-structure recommendations.
Develop recommended placement methodology.
Prepare compensation administrative guidelines.
Perform employee-level compensation modeling.
Develop implementation cost scenarios and options.
Assess long-term sustainability of proposed compensation recommendations.
Document methodology, assumptions, market analysis, findings, and recommendations.
Support leadership presentations and implementation planning.
The District specifically requires the compensation study to include methodology, market analysis, classification findings, salary-structure recommendations, compression/equity analysis, placement methodology, administrative guidelines, employee-level modeling, and implementation-cost scenarios. Alief ISD Concise HR Risk Consu… Alief ISD Concise HR Risk Consu…
Required Experience / Qualifications
Candidate should demonstrate experience with:
Classification and compensation studies
K–12 and/or public-sector compensation
Texas public-school compensation structures
Salary benchmarking/market analysis
Job classification and job architecture
Salary structure development
Pay compression analysis
Pay-equity analysis
Employee placement methodology
Employee-level cost modeling
Compensation implementation scenarios