Job Details

CAP METRO: Compensation Team Member


Please Note: At present many Capital Metro employees may choose their work location. As Capital Metro continues to monitor public health conditions in our region, it is our expectation to return to a flexible working arrangement that includes both onsite and offsite work in Austin.

Are you a compensation subject matter expert ready and willing to use your knowledge and expertise to effect organizational growth and innovation? If so, keep reading.

Capital Metro is searching for a compensation professional who will guide our compensation program. This team member will work with leadership on all types of compensation solutions to ensure Capital Metro continues to attract, hire and retain the best team members for our family and mission. If you are a compensation professional looking for a place where you can work independently while collaborating with intradepartmental project teams, this is the opportunity for you.


•Work with a diverse, collaborative and energetic workforce whose focus is to bring innovation into the industry and how we serve our customers and team members.
•Utilize our free and reduced fare transit service to get to the office and then plan to hit the gym (for free) and work with our onsite trainers, before heading back home.
•If you have children between the ages of 6 months and 6 years old, enroll them in the onsite award-winning Child Care and Learning Center.
•…and much more!


Capital Metro is deeply committed to building a workplace where inclusion is not only valued but prioritized. We are proud to be an equal opportunity employer and committed to creating a welcoming and diverse environment. We prohibit discrimination and harassment of any kind based on race, color, sex, religion, sexual orientation, national origin, disability, pregnancy, age, or any other protected characteristic as outlined by federal, state or local laws. Capital Metro makes hiring decisions based solely on qualifications, merit, and organization needs at the time.


Primary Duties

  • Consult with department managers to assist in department reorganizations changes, job development and compensation practices to ensure their success in meeting their strategic plans.
  • Ensure the compensation strategy in conjunction with agency strategic goals and monitor the effectiveness of existing compensation policies, guidelines and procedures. Develop changes to the policies, guidelines and procedures to streamline the process but ensure management oversight.
  • Evaluate and consistently review compensation programs with other transportation authorities, state, and local government peers by participating in networking, surveys, and other sources of information to maintain competitiveness.
  • Recommend compensation changes based on research and organization objectives based on data from peer relationships and surveys.
  • Evaluate compensation, job and organization related issues by meeting with supervisors and managers to determine effective techniques, programs, and strategies to meet their department’s human capital needs.
  • Oversee the job classification process and salary recommendations ensuring internal equity and market alignment by applying standard job evaluation methodologies
  • Review job classifications to ensure EEO job categories are updated in accordance with federal regulations.
  • Review requests for new or revised jobs to determine appropriate salary grade assignment and FLSA status.
  • Serve as internal auditor to review all employee record changes and assist Compensation, Benefits and Human Capital Management (HCM) team in the each pay period, annual open enrollment, performance management, department report writing needs and serve as a Super User in the department as a back up for other Benefits and HCM team members.
  • Perform other duties as required and/or assigned.

Desired Education & Experience

  • Bachelor’s degree in Business Management, Human Resources, or related field. Experience may substitute for education on a year per year basis up to four (4) years.
  • Five (5) to seven (7) years of progressive compensation experience specifically in job evaluation, market salary analysis and salary survey participation and interpretation.
  • Professional Human Resource (PHR), Certified Compensation Professional (CCP) or Certified Employee Benefits Specialist (CEBS) certification required or course work towards obtaining certifications with ability to complete certification within one (1) year of hire preferred
  • Proficient experience with Microsoft Office Suite with advanced knowledge of MS Excel.
  • Experience using Human Resource Information Systems (HRIS). Ultimate Software HRIS, Oracle, and/or Business Intelligence report writing preferred.
  • bility to work with contractors, legal counsel and other external specialist to research and gather information for policy and program changes.

Desired Skills & Abilities

  • Thorough understanding of FLSA, Equal Pay Act and other compliance-related topics.
  • Familiarity with Patient Protection and Affordable Care Act (PPACA), Consolidated Omnibus Budget Reconciliation Act (COBRA), Employee Retirement Income Security Act (ERISA), FMLA and related state and federal regulations.
  • Working knowledge of all applicable employment laws including American Disability Act (ADA), Equal Employment Opportunity (EEO), and Title VII.
  • Ability to understand, communicate, and interpret benefit, disability, governmental and retirement plan regulations and specifications.
  • Project management skills to manage major annual projects.
  • Exceptional oral, written, and interpersonal communication skills.
  • Ability to work in a fast-paced, high volume environment, and to maintain confidentiality
  • Ability to establish and maintain effective working relationship with co-workers and the public.
  • Ability to work independently with minimal supervision.
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