Highland Business Center
Generally Monday-Friday, 8 am-5 pm with possibly some evening or weekend work during peak times.
Professional 5/125 ($59,830.00 – $85,471.00)
Criminal Background Check
Pre-employment criminal background checks are required for all Staff and Faculty positions. Pre-employment urinalyses drug screens are also required for all top candidates considered for positions in ACC’s College Police department.
Austin Community College (ACC) is a public two-year institution that serves a diverse population of approximately 41,000 credit students each fall and spring semester. We embrace our identity as a community college as reflected in our mission statement. We promote student success and community development by providing affordable access, through traditional and distance learning modes, to higher education and workforce training, including appropriately applied baccalaureate degrees, in our service area.
As a community college committed to our mission, we seek to recruit and retain a workforce that:
Reflects the diversity of our community.
Values intellectual curiosity and innovative teaching.
Is attracted by the college mission to promote equitable access to educational opportunities.
Cares about student success and collaborates on strategies to facilitate success for underrepresented populations.
Welcomes difference and models respectful interaction with others.
Engages with the community both within and outside of ACC.
The Austin Community College District promotes student success and community development by providing affordable access, through traditional and distance learning modes, to higher education and workforce training in its service area.
For more information, see http://www.austincc.edu/about-acc/mission-statement.
Commitment to Equity and Inclusion
ACC is committed to the ongoing systemic changes needed to ensure the increased recruitment, inclusion, retention, and completion of historically underserved and underrepresented populations. Through continual strategic community engagement and professional development of administrators, faculty, staff, and students, the college demonstrates its dedication to fostering a culture and climate for equitable outcomes.
As an open-access and low-cost institution, ACC is proud to serve a diverse student body. Dedicated faculty members are excellent professors who help students achieve their educational goals and are sensitive to the diverse cultures and socio-economic backgrounds of our students. The College values and is committed to equity, diversity, and inclusion throughout the College community.
General Statement of Job
Performs complex compensation research and analysis requiring a high level of technical expertise in compensation. Provides consultation to employees and managers regarding classification and compensation issues.
Description of Duties and TasksEssential duties and responsibilities include the following. Other duties may be assigned.
Provides advice and counsel to management on a broad range of compensation issues and decisions, including compensation and market strategy, reorganizations, workforce analysis/planning, needs assessments, etc. Responds to internal and external requests for information regarding Austin Community College (ACC) compensation practices.
Researches, analyzes, and resolves compensation issues, ensures compliance and makes recommendations for modifications to compensation programs to meet college objectives.
Conducts and analyzes both formal and informal classification and compensation market studies. Identifies, analyzes, and recommends solutions for various compensation problems and monitors implementation of actions. Presents written and oral reports to management.
Conducts analysis of qualifications and work experience for salary placement of new faculty and staff and salary placement and equity reviews of current faculty and staff, as necessary. Reviews and approves salary/equity calculations of Compensation Analyst prior to job offer.
Conducts interviews and desk audits with employees and managers to gather and document job, organizational and occupational information including duties, responsibilities, and skills required by each job.
Conducts cost analysis, salary and other research for reclassifications, workforce analysis/planning, development of new positions, etc. Verifies data and other information.
Benchmarks jobs against salary data and other market data to determine salary placement/slotting for current and new positions. Drafts job descriptions and makes recommendations to Manager for salary placement/slotting, FLSA status, etc.
Recommends FLSA status of new positions and audits existing positions for compliance.
Monitors and oversees Position Control for assigned areas.
Reviews and approves proposed requisitions for posting.
Coordinates annual Educational Level Adjustment Process for faculty.
Coordinates Temporary Assignment Pay Process.
Coordinates, for the Compensation section, the annual roll of all salaries for each fiscal year, including adjustment of salary scales, market adjustments, position reclassifications, annual increase salary changes, etc.
Provides training on compensation topics and procedures. Assists the Manager in developing communications on compensation policies.
Monitors competitive trends in compensation and recommends changes to compensation methodologies and practices that may benefit the college. Participates in the development of compensation policies and procedures.
As needed, works with ACC and external technical services to ensure systems support of compensation processes, procedures and legal requirements; participates in resolving technical issues, including testing system changes.
Serves as backup in the absence of the Compensation Manager.
KnowledgeMust possess required knowledge and be able to explain and demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed.
Federal and state wage and salary laws, regulations, and processes, to include overtime and compensatory time and the Fair Labor Standards Act (FLSA).
Comprehensive compensation and classification methodologies.
General Human Resources practices and principles.
Market compensation methodologies and best practices.
Human Resources Compensation strategy.
Business reorganization procedures.
Researching, analyzing, interpreting and documenting data to make recommendations.
SkillsMust possess required skills and be able to explain and demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed.
Maintaining an established work schedule. Peak periods may require some evenings or weekends.
Demonstrated consultative communication style.
Effectively using interpersonal and communications skills, including tact and diplomacy.
Effectively using organizational and planning skills with attention to detail and follow-through.
Ability to present complex compensation information to employees and management.
Maintaining confidentiality of work-related information and materials.
Establishing and maintaining effective working relationships.
Interpreting and applying rules, regulations, policies, and procedures.
Budget analysis and working with exacting accuracy.
Ability to identify needs, interpret, adapt, and apply guidelines and procedures.
Prioritizing tasks and meeting deadlines with flexibility to respond to changing needs.
Use a variety of spreadsheet, word processing, database, and presentation software.
Advanced use of Excel related to compensation, including the ability to manipulate formulas and conduct analysis.
Required Work Experience
Three years related work experience.
Master’s degree in HR related field.
Other Preferred Qualifications
Professional Certifications: CCP, SPHR, SHRM-SCP.
Work is performed in a standard office or similar environment.
Subject to standing, walking, sitting, bending, reaching, pushing, and pulling.
Occasional lifting of objects up to 10 pounds.
Work safely and follow safety rules. Report unsafe working conditions and behavior. Take reasonable and prudent actions to prevent others from engaging in unsafe practices.
ACC Benefits Overview
Full-time Faculty and Staffing Table employees who work in full-time and/or part-time positions at the College are eligible for ACC medical benefits effective the first of the month after their first 60 days of employment. Benefits include medical, dental, life insurance, short and long term disability, retirement plans and AD&D.
ACC does not participate in Social Security. ACC participates in the Teacher Retirement System of Texas (TRS) and the Optional Retirement Program (ORP-Faculty Only). Part-time and Hourly employees participate in the ACC Money Purchase Plan (ACCMPP) as a retirement program required by Federal law.
The above description is an overview of the job. It is not intended to be an all-inclusive list of duties and responsibilities of the job, nor is it intended to be an all-inclusive list of the skills and abilities required to do the job. Duties and responsibilities may change with business needs. ACC reserves the right to add, change, amend, or delete portions of this job description at any time, with or without notice. Employees may be required to perform other duties as requested, directed, or assigned. In addition, reasonable accommodations may be made by ACC as its discretion to enable individuals with disabilities to perform the essential functions.
Austin Community College provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics.
As required by the US Department of Education, employees are required to report violations under the Title IX and, under the Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act (Clery Act), select individuals are required to report crimes. If this position is identified as a Campus Security Authority (Clery Act), you will be notified, trained, and provided resources for reporting.