Job Title

Job Family

Job Code

Job Exempt

Compensation Manager

Non_Bargaining

CMPMG

Pay Grade

Pay Rate Type

Minimum

Midpoint

Maximum

NB117

Salary

$43.40

$56.28

$69.15

Job Description

Oversees the daily operations and participates in the strategic planning of the Compensation Section. In collaboration with team leaders from all operational units, evaluates and manages the design, maintenance, streamlining, and enhancement of the City’s job evaluation and compensation systems, policies, and surveys. Ensures programs are in regulatory compliance with local, state, and national laws. This position reports to the Human Resources Director.

Minimum Qualifications:

Bachelor’s Degree in Public Administration, Business Administration, Data Analytics, or related field and four (4) or more years professional experience developing and administering compensation programs, some of which must have been in a supervisory capacity; or an equivalent combination of education, training, and experience. Knowledge of advanced business software applications and ERPs (Workday preferred) required. Valid Driver's License from Florida or another state for transfer within thirty (30) days required. Experience in working effectively within a public sector and/or a unionized environment preferred. Master’s Degree preferred. CCP, SHRM-CP, and/or SHRM-SCP preferred.

Responsibilities

EXAMPLES OF WORK PERFORMED:

Job Description Disclaimer:

Note: The listed duties are only illustrative and are not intended to describe every function that may be performed by this job class. The omission of specific statements does not preclude management from assigning specific duties not listed if such duties are a logical assignment to the position.

Coaches, supports, and leads the Compensation Section by: providing clear and consistent expectations to ensure work is completed both accurately and efficiently; identifying training opportunities to support the team's ongoing development and growth; scheduling, assigning, and monitoring the progress of position evaluation studies; researching projects; processing annual increases; making longevity payments; and processing merit increases.

Oversees all compensation, position evaluation, and pay program studies and activities: conducts analysis of existing programs, studies, and reports; proposes long-term strategy to ensure internal equity and market competitiveness while ensuring compliance with applicable state and local laws; researches and conducts special projects relating to compensation inquiries or problems; recommends solutions and possible alternatives; and prepares complex reports and executive summaries.

Serves as the Compensation Section systems administrator: monitors and maintains compensation related data; participates in testing of system changes/updates; troubleshoots errors or issues to ensure the system is processing properly; and coordinates with HR Systems Administrator and assists in streamlining processes, creating reports/programs in support of the Compensation Section, and assisting in resolving complex technology problems.

Understands provisions and oversees contracts governing job classification.

Interprets classification actions, pay administration policies, survey techniques, and salary recommendations.

Consults with and advises City leaders regarding classification of positions as well as documentation of employee performance per HR policies and procedures.

Participates in the development and administration of all compensation programs.

Reviews existing policies, procedures, rules, and regulations; and offers options for streamlining and improvement; reviews and evaluates positions to ensure equity within the classification plans; reviews for potential impact and compliance with policy; recommends appropriate actions; and requests special pay adjustments (voluntary demotions, special promotions, higher starting salaries) as appropriate.

Manages the City's performance appraisal and merit increase programs including communications to staff at all levels.

Provides oversight of the Onboarding/Records staff.

Oversees the daily operations and participates in the strategic planning of the Compensation Section.

In collaboration with team leaders from all operational units, evaluates and manages the design, maintenance, streamlining, compliance, and enhancement of the City’s job evaluation and compensation systems, policies, and surveys.

Performs other duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES:

Knowledge of applying data analytics from various internal and external systems such as Enterprise Resource Planning, compensation databases, and survey materials.

Knowledge of local, state, and federal legislation to ensure compliance of all City programs with DOL, FLSA, EEOC, and others.

Knowledge of job analysis methods, job auditing techniques, and statistics.

Skilled in proficiently utilizing business software – word, spreadsheets, presentation, and statistical analysis programs.

Skilled in organizing, prioritizing, multitasking, paying attention to details, and following up.

Skilled in effective oral and written communications.

Skilled in analyzing information.

Skilled in developing presentations and delivering technical data in simple, non-technical language.

Ability to solve problems and make measured and reasonable logical decisions.

Ability to work under challenging situations; sometimes adversarial situationsAbility to conduct research, collect, organize, and analyze data and formulate reasonable and appropriate recommendations.

Ability to develop options for remedies of compensation related issue(s).

Ability to discuss possible budgetary constraints with City leaders and staff.

Ability to work independently and also in a team environment.

Ability to plan, implement, and supervise various large-scale projects and programsAbility to develop budgets and maintain expenditure records.

Ability to establish and maintain effective working relationships with management, employees, and vendor representatives.

Ability to plan, supervise, and review the work of professional, technical, and clerical staff.

ADDITIONAL QUALIFICATIONS FOR PROMOTION: N/A.