Texas SHRM Career Center

Senior Compensation Analyst @ Capital Farm Credit

Dena A Culpepper — Fri, 16 Oct 2026 21:50:44 GMT

Place of Business: Capital Farm Credit

Job Location: College Station, Texas

Position Description: The Senior Compensation Analyst serves as an advanced individual contributor responsible for leading complex compensation analyses, projects, and assigned components of the Association’s compensation programs. This position applies advanced compensation expertise, financial analysis, and workforce analytics to evaluate compensation practices, identify issues and opportunities, and develop recommendations that support competitive, equitable, and financially responsible compensation decisions. The Senior Compensation Analyst partners closely with Human Resources, Finance, and business leaders and serves as a trusted compensation advisor on market pricing, job evaluation, internal equity, salary administration, incentive compensation, workforce costs, and other complex compensation matters. The position leads assigned compensation initiatives, develops analytical models and dashboards, evaluates alternative solutions, and translates complex data into actionable insights and recommendations for management and executive leadership. The role operates with a high degree of independence and professional judgement while ensuring compensation programs and decisions remain aligned with the Association’s compensation philosophy, governance practices, workforce objectives, and financial considerations.

Job Duties / or Responsibilities:
Lead complex market pricing and job evaluation analyses for new, revised, and existing positions using approved compensation survey sources, organizational information, job requirements, and market data.
Develop recommendations regarding job level, market positioning, and compensation.
Lead internal equity, pay compression, and market competitiveness analyses, identifying significant trends, risks, and issues and recommending appropriate actions based on market data, internal equity, organizational considerations, and financial impact.
Lead assigned components of annual compensation planning and year-end compensation processes, including merit planning, promotional increase analysis, salary structure maintenance, compensation budgeting, data validation, and related analysis.
Provide advanced analysis and recommendations for new hires, promotions, transfers, retention considerations, organizational changes, and other employee compensation actions, applying established compensation philosophy, guidelines, internal equity considerations, and market practices.
Support the administration and analysis of Short-Term Incentive (STI) and Long-Term Incentive (LTI) programs, including modeling, reporting, data validation, and analysis of program outcomes.
Develop financial models and scenario analyses to evaluate the cost and workforce impact of compensation decisions, salary programs, organizational changes, staffing scenarios, and proposed compensation initiatives.
Lead the development and interpretation of compensation and workforce analytics, including turnover, cost per FTE, vacancy impact, headcount, market competitiveness, internal equity, and other workforce trends to support business and workforce decisions.
Build and maintain advanced Power BI dashboards, analytical models, and reporting tools that provide leaders with actionable compensation and workforce insights.
Serve as a senior compensation resource and advisor to Human Resources and business leaders, providing guidance on complex compensation decisions, policies, practices, market considerations, and compensation guidelines.
Lead assigned compensation projects and cross-functional initiatives, including establishing analytical approaches, coordinating stakeholders, evaluating alternatives, developing recommendations, and communicating results.
Partner with Human Resources, Finance, and business leaders on labor budgeting, workforce planning, position management, and workforce cost analysis to support organizational and financial planning.
Prepare and present compensation analyses, recommendations, workforce insights, and supporting materials for HR leadership, executive leadership, and the Compensation Committee, as appropriate.
Participate in compensation surveys and evaluate external market data and compensation trends to identify emerging issues and recommend changes to compensation practices or programs.
Maintain and promote the integrity of compensation and workforce data within HRIS, compensation management, budgeting, and reporting systems.
Support internal and external audits, compliance reviews, and governance activities by validating compensation data, preparing documentation, responding to complex data requests, and identifying potential issues. Identify and lead process improvements that enhance the efficiency, accuracy, governance, scalability, and effectiveness of compensation and workforce processes.
Support the integration and continuous improvement of HRIS, compensation management, budgeting, and reporting platforms as they relate to compensation and workforce analytics.
Perform other duties and responsibilities as required to support the effective operation of the department and Association.
Advanced knowledge of compensation principles and practices, including market pricing methodologies, job evaluation, salary structures, salary administration, internal equity, pay compression, and compensation program administration. Strong understanding of compensation governance, policies, and practices and the ability to consistently apply compensation philosophy and guidelines to complex situations.
Advanced analytical and problem-solving skills with the ability to evaluate complex data, identify trends and issues, assess alternatives, and develop well-supported recommendations.
Advanced Microsoft Excel skills, including PivotTables, XLOOKUP, Power Query, complex formulas, financial modeling, and scenario analysis. Experience developing dashboards, analytics, and reporting tools using Power BI or similar data visualization platforms.
Strong financial and business acumen with the ability to evaluate the workforce and financial impact of compensation decisions.
Experience with HRIS, compensation management, budgeting, and workforce reporting systems.
Ability to independently manage complex compensation projects and initiatives involving multiple stakeholders and competing priorities.
Ability to exercise independent judgment when evaluating compensation issues and determining appropriate recommendations within established governance and approval frameworks.
Strong consulting and business partnership skills with the ability to advise and influence HR professionals, managers, and business leaders.
Ability to translate complex compensation and workforce analyses into clear, concise, and actionable recommendations for management and executive audiences.
Excellent written, verbal, presentation, and executive communication skills. Strong attention to detail with demonstrated commitment to data integrity, confidentiality, governance, and sound judgment.
Ability to identify opportunities for process improvement and develop solutions that enhance compensation program effectiveness, efficiency, and scalability.

Minimum Qualifications:
Bachelor’s degree in finance, Accounting, Human Resources, Business Administration, Economics, or a related field.
Five to seven years of progressively responsible experience in compensation, finance, human resources, or a highly analytical role. Advanced knowledge of compensation principles and practices, including market pricing, job evaluation, salary structures, internal equity analysis, salary administration, and incentive compensation programs. Demonstrated experience independently conducting complex compensation analyses and developing recommendations for management.
Advanced Microsoft Excel skills are required, including the ability to develop financial models, perform scenario-based analysis, and analyze large and complex data sets.
Experience developing dashboards and data visualization using Power BI or similar tools is strongly preferred.
Experience supporting labor budgeting, workforce planning, and workforce cost analysis is preferred.
Strong analytical, problem-solving, consulting, and communication skills with the ability to translate complex compensation and workforce data into clear, actionable recommendations for HR and business leaders. Experience working with HRIS platforms, compensation management systems, and budgeting or financial planning systems is strongly valued. Professional certification such as Certified Compensation Professional (CCP), SHRM-CP, or SHRM-SCP is preferred.

Click here to apply

Human Resources Manager

Dena A Culpepper — Fri, 09 Oct 2026 18:28:47 GMT

Place of Business:
Pain Specialist of America LLC

Location:
Austin, Texas

Position Description:
The human resource manager performs duties at the professional level in some or all the following functional areas: employee relations, training, employment, affirmative action and employment equity program, benefits management, and payroll functions. This position requires an extremely perceptive person who can relate to individuals at all levels within the organization. The manager must be sensitive to corporate needs, employee goodwill and the business needs.

Detailed Responsibilities:

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

1. Maintains all employee and applicant documentation as dictated by governing agencies.

2. Manages and tracks all employee disciplinary action.

3. Coaches, counsels and guides managers before executing employee disciplinary actions.

4. Maintains and processes all Unemployment Notices of Entitlement and potential charges in a timely, efficient manner. Attends unemployment hearings when necessary.

5. Assists with recruitment tasks as needed (reviews applications, interviews).

6. Administers various human resource plans and procedures for all organization personnel; assists in the development and implementation of personnel policies and procedures; prepares and maintains the employee handbook and the policies and procedures manual.

7. Monitors tardy and absenteeism reports and ensures proper documentation is issued on employees who have excessive tardiness or absenteeism problems. Maintains and distributes report of vacation, sick, personal day and holiday use.

8. Maintains employee personnel files.

9. Ensures compliance with USCIS Form I-9 Employment Eligibility Verification; periodically audits Forms I-9.

10. Distributes and monitors employee performance evaluations and ensures they are done in a timely manner (i.e., three months, six months, one year and yearly thereafter).

11. Updates, monitors and maintains eligible salary adjustments/increases based on three- and six-month and one-year evaluations.

12. Reports, maintains and monitors all workers' compensation case files; follows-up on open cases.

13. Monitors employee eligibility for benefits plans. Reviews benefits with employees and processes enrollment, cancellation or changes. Organizes and manages annual open enrollment communications and election process.

14. Administers COBRA for group health plans.

15. Maintains and coordinates employee recognition programs.

16. Partners with employees and management to communicate various human resource policies, procedures, laws, standards and other government regulations.

17. Conducts exit interviews, analyzes data and makes recommendations to the management team for corrective action and continuous improvement.

18. Responds to employee relation issues such as employee complaints, harassment allegations and civil rights complaints.

19. Facilitates or provides training (including orientation) to the workforce.

20. Represents management in investigating, answering and settling grievances, by arranging and scheduling grievance hearings between personnel, supervisor and the management team.

21. Participates in administrative staff meetings and attends other meetings and seminars.

22. Maintains company organization charts and the employee directory.

23. Assists in evaluation of reports, decisions and results of department in relation to established goals. Recommends new approaches, policies and procedures to continually improve efficiency of the department and services performed.

24. Maintains human resource information system records and compiles reports from the database.

25. Maintains compliance with federal, state and local employment and benefits laws and regulations.

Education and Experience/Technical Skills:

1. Bachelor's degree or the equivalent years of experience.

2. Experience in the administration of benefits and compensation programs and other human resource programs.

Other Position Requirements:

Detail Oriented
Exceptional organizational skills
Hands on knowledge of Microsoft Suite programs

Click here to apply.

Director of Compensation

Dena A Culpepper — Fri, 02 Oct 2026 16:47:07 GMT

Place of Business:
Texas Tech University

Location:
Lubbock, TX

Position Description:
Directs, plans, coordinates and supervises the operations and activities of a specialized unit or small department; develops and implements policies and procedures, administers the budget, organizes tasks and sets priorities. Serves as liaison with university personnel and community at large. Works under general supervision with broad latitude for initiative and independent judgement.

About the University:
Founded in 1923, Texas Tech University began with a mission to serve the needs of West Texas, but its impact has always reached far beyond. Today, Texas Tech, located in Lubbock (pop. 300,000+), is home to a vibrant community of more than 42,000 students.Texas Tech's 1,800-acre campus showcases Spanish Renaissance architecture and is home to one of the country's largest public art collections. Its 13 colleges include a prestigious School of Law and a distinguished School of Veterinary Medicine. These programs equip students with the skills and knowledge needed to excel in their respective fields. Built on the values of West Texas - hard work, grit and authenticity - the university graduates students who are deeply engaged in service to their communities and well-positioned to succeed in the world. Texas Tech is committed to achieving research and scholarly accomplishments that compare favorably to the member institutions of the Association of American Universities (AAU). For more than 100 years, Texas Tech has been a premier destination for those seeking a world-class education and a unique, personalized experience as a member of the Red Raider family.

About the Department and/or College:
The Compensation and Operations area of Human Resources partners with campus departments to ensure organizational structures, positions, and compensation practices support departmental needs and advance the University's mission.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability, genetic information or status as a protected veteran. je-cbdf2e0dd806445a84266f6b9c658fca

Major/Essential Functions:
The Director of Compensation provides leadership and expertise for the University's staff classification and compensation programs, serving as the primary resource on job architecture, market-based compensation, and workforce planning. This position oversees the evaluation and classification of staff positions, ensuring consistent application of the University's job architecture framework while maintaining internal equity and external market competitiveness. Through data-driven analysis and collaboration, this role supports informed decision-making, advances the University's compensation philosophy, and helps attract, retain, and develop a high-performing workforce.

Essential Job Functions

In this position, you will:

- Manage the daily operations of the Compensation Office, providing leadership, supervision, coaching, and performance management for two Position Management Analysts while promoting teamwork, accountability, continuous improvement, and exceptional customer service.

- Establish priorities, assign workload, monitor project progress, and ensure timely and accurate completion of position management, classification, and compensation activities.

- Lead the review and evaluation of staff position descriptions to ensure accurate placement within the University's job architecture framework, including the appropriate job family, job subfamily, career stream, and job level.

- Serve as the University's primary resource on job architecture by consulting with campus departments on position classification, organizational design, and the consistent application of classification standards.

- Partner with college and departmental leadership to assess workforce needs and develop staffing and classification solutions that align with operational goals and the University's compensation philosophy.

- Develop and deliver training for employees, managers, and executive leaders on the University's job architecture framework, market-based compensation structure, and position classification process.

- Prepare comprehensive analyses and executive-level recommendations for classification and compensation exception requests, including assessments of organizational impact, market competitiveness, internal equity, and budget considerations to support informed decision-making by senior leadership.

- Conduct compensation analyses for new and existing positions, including market comparisons, internal equity reviews, salary placement recommendations, and cost projections to support hiring, retention, and organizational planning.

Required Qualifications:
Bachelor's degree in related area required plus five years progressively responsible management experience. Additional education may substitute for experience on a year for year basis.

Preferred Qualifications:

- SHRM or HRCI certification

- Previous supervisory experience

Salary: $95,500 - $124,200 - $152,800

Click here to apply.