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JOB SUMMARY:
The Compensation Specialist works within the Office of Human Resources to ensure fair and competitive compensation for employees. Manages salaries and job classifications, while also analyzing market trends and ensuring compliance with regulations. Researches job requirements and evaluate job positions to ensure the Agency is competitive in its pay and compensation practices. Responsible for coordinating with vendor to produce the Agency’s Affirmative Action plan.
ESSENTIAL FUNCTIONS:
Compensation Administration:
- Provide leadership, oversight, technical support, and assistance to employees and managers regarding the Agency’s Compensation Program.
- Make recommendations for enhancements or improvement required to keep the Agency competitive and effective in the labor market.
- Research and compare compensation plans offered by demographically comparable organizations and competitors; assesses competitors’ plans and makes recommendations for enhancements or improvements required to keep the Agency’s Compensation Program effective.
- Ensure that compensation practices follow local, state, and federal regulations.
- Conduct and participate in salary surveys and benchmarking to ensure competitive compensation.
- Responsible for the administration of employee contracts, including relocation, sign-on-bonus, day treatment school counselors, etc.
- Serve as department expert on scheduling, shift differentials, etc.
- Advise management on applicable state and federal employment regulations, compensation program, and human resource procedures.
Job Evaluation and Classification:
- Complete position analysis management process to establish the grade/level.
- Assess jobs and their respective duties to determine classification as exempt or nonexempt.
- Interviews and surveys employees and managers to gather and document job, organizational, and occupational information including duties, responsibilities, and skills required by each job.
- Maintain salary scales.
- Ensure internal equity in compensation structures.
- Assist in the development and maintaining of job descriptions.
Affirmative Action:
- Maintain Affirmative Action Plan data.
- File annual EEO-1 and Vets 100 reports.
- Maintain other records, reports, and logs to conform to local, state, and federal regulations.
- Works with Affirmative Action Plan vendor to ensure data is provided for plan development and that plan is carried out.
Consulting and Communication:
- Provide guidance and support to managers and employees on compensation policies and procedures.
- Communicate compensation decisions and changes effectively.
- Serve as a technical liaison between business, industry, government, and other officials.
- Serve as Agency expert on temporary work VISAs such as H-1B.
Data Analysis and Reporting:
- Analyze compensation data to identify trends and make recommendations for improvements.
- Completes records, reporting, and other documentation required by federal and state rules and regulations.
- Gathers data from market-based compensation surveys; uses spreadsheet and data analysis techniques to assess results and market trends.
- Perform data analysis to support compensation decisions.
- Prepare reports and presentations on compensation data.
- Monitor and evaluate the effectiveness of compensation programs.
- Benchmarks jobs against survey data and other market intelligence to determine competitive compensation ranges for each position.
- Prepares and presents summary reports of job analysis and compensation analysis information.
OTHER DUTIES:
- Backup/perform day-to-day HR operations activities, including recruitment, onboarding, employee relations, benefit administration, training and development, performance management, and policy compliance management.
- May assist Benefits Specialist and the Executive Office with language contained within competitive education assistance contracts.
- Maintain knowledge of trends, developments, and best practices in compensation design and administration.
- Maintain knowledge of economic conditions, labor market, and other factors related to ensuring the Agency provides competitive compensation scales and structures.
- Evaluate and may implement job analysis instruments and materials.
- Assist the Chief Human Resources Officer with projects and reports as requested.
- Perform such other duties as assigned by supervisor.
QUALIFICATIONS:
Knowledge of Employee Compensation: A strong understanding of employee compensation, including pay structures, pay analysis, comparatio analysis, and compensation principles.
HR Knowledge: Familiarity with human resources principles and practices.
Legal Knowledge: Understanding of federal and state laws related to employee compensation.
Communication Skills: Excellent communication skills, both written and verbal, to effectively communicate with employees and managers.
Interpersonal Skills: Ability to build rapport and provide helpful support to employees and managers.
Organizational Skills: Strong organizational and time management skills to effectively manage multiple tasks and deadlines.
Analytical Skills: Ability to analyze data and make recommendations for improving compensation program.
Computer Skills: Proficient with Microsoft Office Suite or similar software. Proficiency in using HRIS (Human Resource Information Systems) and other relevant software.