Compensation Specialist

Compensation Data

Summary

This is advanced professional work engaged in assuring that the Utility’s classification and compensation programs are maintained and administered within policies, bargaining agreements, and regulations and are used effectively to assess, attract, develop, motivate and retain employees.  Performs analytical activities of significant complexity that require independent and critical thought and problem definition and solution analysis and reviews the work of subordinates.

Positions allocated to this classification report to the Chief People Office and work under general direction.  Work in this class is distinguished from other classes by its specialized knowledge of classification and compensation practices, processes and systems.

FLSA Exemption Status

Examples of Work

Essential Functions:

Delivers classification and compensation services and initiatives that achieve the goals of the department and the Utility. Assists in the implementation and maintains these classification structures in accordance with policies, collective bargaining agreements, and Federal, State, and local wage and hour regulations.

Serves as a consultant and communicates to management in all areas of classification and compensation by providing technical and analytical expertise, guidance and interpretation of policies, collective bargaining agreements, and Federal, State and local wage and hour regulations.

Researches and recommends innovative and strategic classification and compensation programs and process changes to improve efficiency and responsiveness.

Supervises, plans, and coordinates the work of subordinates.

Assists management with departmental reorganizations; makes recommendations on appropriate hierarchy, develops or revises job descriptions, recommends classification and pay grades, calculates related costs and assists with implementation.

Conducts job audits for new positions, reclassification requests and Fair Labor Standards Act (FLSA) exemption status; conducting field audits and interviewing employees and supervisors.

Oversees the maintenance of job descriptions to ensure that they accurately reflect the work to be performed; works with management to create new job descriptions or revise current job descriptions, as necessary.  Reviews initial salary offer analysis before communicating the salary offer recommendation. 

Reviews requests for pay adjustments (acting and special assignments, internal equity, involuntary demotions, reclassifications, special merits, etc.) for potential impact and to ensure compliance with Utility policies and collective bargaining agreements.  Recommends appropriate actions.

Assists in preparing merit matrix based on actual performance ratings for the performance evaluation period.  Distributes to each Department Head and coordinates the merit increases to be processed.

Engages and coordinates with consultants hired to conduct pay studies; may determine benchmark jobs, reviews matched jobs, analyzes job documentation and consultant data and reports and assists with implementation of recommendations.

Performs other related duties as assigned.

Examples of Work (continued)

Oversees the completion of compensation surveys from other organizations using knowledge of City positions.

Performs ad hoc studies (including developing compensation cost-models) and research of related subjects.

Remains current on trends in compensation and classification, changes in Federal, State and local wage and hour regulations and the City’s collective bargaining agreements and ordinances.

Attends and participates in work related committees.

       Must be available to work during emergency conditions.

Performs other related duties as assigned.

Education

Bachelor’s degree from an accredited college or university with major course work in Human Resources Management, Business Administration, Accounting, Finance or a closely related field.

Intermediate level Microsoft Excel, Word and PowerPoint skills are required.

Experience working in a union environment at a public utility and/or municipality is preferred.

An equivalent combination of education, training, and experience may be considered if it provides the required knowledge, skills and abilities required by the department.

Experience

Five (5) years of progressively responsible experience in classification and compensation administration utilizing a Human Resources Information System (HRIS).  Possession of a current Certified Compensation Professional (CCP) certification through WorldatWork is preferred and may substitute for two (2) years of the required experience.

GRU Competencies

Role Specific Competencies

Certifications

Knowledge, Skills, and Abilities

Thorough knowledge of principles, practices, methods, and theories of classification, compensation management and wage and salary administration.

Strong knowledge of HRIS, report writing and presentation skills.

Demonstrated ability to design materials to effectively educate the workforce about key compensation and classification initiatives.

Strong critical and creative thinking skills to assess and resolve problems or issues by gathering and assessing information, taking advice, and using judgment that is consistent with standards, practices, policies, procedures, regulations or law.

Excellent analytical and research skills as demonstrated by the ability to develop, assess, and blend information and recommendations from a wide variety of sources.

Demonstrated ability to work as part of a team in a collaborative environment, build consensus and promote the exchange of information among management bargaining team, union bargaining team, HR/OD professionals, and effected support departments.

Strong project management and organizational skills to plan and independently execute projects/tasks within specific deadlines.

Ability to work under high stress levels, with frequent interruptions and with tight and often changing deadlines.

Ability to maintain security and confidentiality.

Demonstrates a strong customer orientation.

Knowledge, Skills, and Abilities (continued)

Physical Requirements

Environmental Requirements