HR Compensation/HRIS Admr - GP3404 - HUMAN RESOURCES-ADMIN
City of Denton
Job Description
Title: HR Compensation/HRIS Administrator
Position ID: GP3404-150001
Department/Division: Human Resources / Human Resources
Report to: Director of Human Resources
FLSA Designation: Exempt
Safety Sensitive: No
DOT: No
Definition: Responsible for compensation and classification analyses and proposals, performance
management, recruitment, and learning management system administration, special projects and
reports, and general Human Resource Information System administration.
Essential Functions:
Administers the City’s wage and salary program, including but not limited to, gathering benchmark
information, compiling and analyzing results; making recommendations for structure adjustments
and changes to the matrix for merit increases; updating pay structures as needed; and producing
reports for City management for determination of annual compensation proposals and/or to analyze
trends.
Conducts position classification, re-classification, and reorganization analyses which may include
job audits, surveys, and producing/updating job descriptions.
Conducts and responds to salary and benefits surveys.
Performs system administration for the Human Resource Information System (HRIS), which
includes: updating tables, troubleshooting problems and documenting the issues and resolution,
assisting with HRIS conversion and upgrades, producing reports, setting up security for HRIS, and
acting as the liaison between Human Resources and Technology Services for HRIS.
Develops and maintains applicable service agreements related to HRIS and coordinates the
resolution of vendor problems.
Participates in the development of information technology strategy and technology deployment for
HRIS.
Makes recommendations of HR policies and procedures regarding compensation-classification-
performance management areas of the HRIS.
Researches and produces statistical reports on City of Denton diversity, turnover, etc.
Acts as technical resource; determines and translates business data into reporting needs within a
variety of applications such as Microsoft Access, Excel, or SQL.
Acts as lead in the implementation of new software products, software updates, or processes for all
modules within the HRIS.
Reviews existing operational policies/procedures for the compensation and classification areas and
develops recommended changes as necessary.
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Conducts research and special studies as needed; analyzes findings and makes recommendations
for action.
Tracks performance review due dates, issues upcoming performance review reports, compiles late
review reports, and verifies status records for accuracy and compliance with compensation policy.
May participate on HR related committees, focus groups, or task forces as needed.
Must maintain regular and punctual on-site attendance
Additional Duties:
Assists with Human Resource Department events as needed.
Performs other duties as assigned
Minimum Qualifications / Acceptable Equivalency:
Bachelor’s degree in Human Resources, Business Administration, Computer Science, Information
Systems or related field with emphasis on computer information systems and/or compensation
administration;
Four years professional human resources experience with HRIS systems including compensation,
performance management, payroll, and employee general information.
Advanced proficiency in Microsoft products including Word and Excel.
OR
High school diploma, or GED, and eight years professional human resources experience with HRIS
systems including, but not limited to, compensation, performance management, payroll, and general
employee information.
Advanced proficiency in Microsoft products including Word and Excel.
OR
Any combination of related education, experience, certifications and licenses that will result in a
candidate successfully performing the essential functions of the job.
OR
Any combination of related education, experience, certifications and licenses that will result in a
candidate successfully performing the essential functions of the job
Core Competencies:
Knowledge of:
o Various computerized information process flows and impact between the HRIS, Benefits, Human
Resources, Payroll and Finance areas.
o Database structure, operations and administration; report development, coding and design.
o Business system applications; principles and techniques of systems quality assurance and
control.
o Technical problem-solving techniques; principles of project management, documentation, and
technical correspondence.
o Principles of project management, documentation, and technical correspondence.
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o Design, installation and maintenance of various HRIS systems and Microsoft Office applications.
Ability to:
o Work independently in identifying and resolving issues, concerns and problems.
o Acquire subject matter expertise in the functions and activities of the department, including
applicable laws, rules, regulations, procedures and technical operations.
o Use troubleshooting and analytical skills; oversee corrections within assigned specialty; read,
interpret and apply complex technical documentation; analyze, evaluate and integrate business
processes and procedures.
o Write logical, comprehensive, concise reports and correspondence; demonstrate good customer
service and project management skills; communicate effectively orally and in writing using
language understandable to management and staff.
o Work effectively with other employees, clients, users and management; promote and maintain
a team environment.
o Develop recommendations and solutions with sensitivity to the issue, impact to organizational
precedence, and desires of those affected by the recommendations.
o Follow through on assignments; accept work assignments from multiple managers and work
areas; handle multiple and parallel projects.
Preferences:
Bilingual in Spanish and English
Exceptional skills in Microsoft Word, Excel, Access, PowerPoint, or other equivalent software
packages
Experience in JD Edwards application system and familiarity with third party reporting
Experience in Oracle HCM as a system administrator over recruiting, performance management,
and learning management.
Experience working within a municipality.
Conditions of Employment:
Must pass a drug test, criminal history background check, and social security number verification
check
Physical Requirements:
Overall Strength Demands: The italicized word describes the overall strength demand of the functions
performed by the incumbent during a typical workday.
Sedentary – lifting no more than 10 pounds
Light – lifting no more than 20 pounds; carry up to 10 pounds
Medium – lifting no more than 50 pounds, carry up to 25 pounds
Heavy – lifting no more than 100 pounds, carry up to 50 pounds
Very Heavy – lifting more than 100 pounds, carry more than 50 pounds
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Physical Demand Codes: The following describes if the incumbent is expected to exert the following
physical demands during a typical workday and the overall frequency.
Codes for “how often”:
Y = Yes
N = No
E = extensive (100-70%)
M = moderate (60-30%)
I = infrequent (20-10%)
A = almost never (<10%)
Task: Code:
1. Standing: I
2. Sitting: E
3. Walking: I
4. Lifting: A
5. Carrying: A
6. Pushing/Pulling: A
7. Overhead Work: A
8. Fine Dexterity: E
9. Kneeling: A
10. Crouching: A
11. Crawling: A
12. Bending: A
13. Twisting: M
14. Climbing: A
15. Balancing: N
16. Vision: E
17. Hearing: E
18. Talking: E
19. Video Display: E
20. Other:
Environmental Factors:
Machines, Tools, Equipment and Work Aids:
The essential functions of this position require the daily use of a computer and telephone.
Environmental Factors:
The essential functions of this position are mostly performed in an office environment. On occasions,
when conducting job audits, the incumbent may have to work outside.
This job description is not an employment agreement, contract agreement, or contract.
Management has exclusive right to alter this job description at any time without notice.
ADA/EOE/ADEA
Effective Date: 10/1/2014
Revision Date: 7/6/2021