Human Resources Manager (Classification and Compensation)

City of St. Louis; St. Louis (MO); On-site; USD 90,000 - 120,000; Full time

Job summary

City of St. Louis is seeking a seasoned Human Resources Manager (Classification and Compensation) to lead the Classification and Compensation section of the Department of Personnel.

You will direct comprehensive HR operations, supervise staff, and partner with appointing authorities to advance citywide priorities. Responsibilities include conducting job analyses, maintaining classification plans and salary structures, overseeing pay administration and market salary analyses, and ensuring

Qualifications

• A Bachelor’s degree in Human Resources, Business or Public Administration, Industrial Psychology, or a directly related field.
• Five years of professional Human Resources experience, including at least three years of professional classification and compensation experience.

Responsibilities

• Plans, organizes, and coordinates the work unit to establish priorities and ensure program objectives align with city goals.
• Determines performance evaluation standards and assists in objective staff appraisals.
• Develops and maintains the City’s classification plan and salary structures; oversees revisions.
• Manages major projects including possible reallocation of position classification.
• Reviews and audits compensation data to ensure accuracy and policy compliance.

Skills

Data analysis

People management

Policy interpretation

Salary administration

Project leadership

Education

Bachelor’s degree in HR / Public Administration / related field

Job description

Job Description - Human Resources Manager (Classification and Compensation) (260000MW)

Job Description

Human Resources Manager (Classification and Compensation) - ( 260000MW )

Description

Position Grade: 221M

Department: Personnel

Job Type: Full-Time (Permanent)

Examination Number: EX1784

Location: Downtown - St. Louis, MO

This position is responsible for planning, directing, and managing the Classification and Compensation section of the Department of Personnel. Incumbent manages comprehensive Human Resources operations, oversees personnel-related issues, leads special projects, and supervises subordinate staff. This position plays an integral role in strategic personnel management and day-to-day oversight of Human Resources activities, partnering with Appointing Authorities to advance Citywide priorities.

Duties include conducting thorough job analyses to determine the classifications, pay grades, and compensation of various positions within the organization, collaborating with department heads to ensure positions are appropriately classified and compliant with regulatory standards, and providing training and guidance to supervisors and staff on classification policies and procedures.

Essential Functions and Responsibilities:

• Plans, organizes, coordinates and controls the work unit’s operations to establish operational priorities, coordinate these operations with other functions within the agency, and ensure program objectives and standards are established, attained and congruent with overall goals.
• Determines performance evaluation standards and procedures to provide information to subordinate staff on individual work performance expectations to ensure complete and objective appraisal of subordinates’ performance.
• Develops, updates, and maintains the City’s classification plan and salary structures.
• Establishes and administers the preparation revision to maintain the City’s classification plans.
• Develops and analyzes internal salary relationships between classification ranges, while overseeing the approval of all Personnel actions resulting in pay changes.
• Provides direction with major projects leading to the possible reallocation of position classification.
• Reviews and approves new and revised job descriptions, ensuring adherence to applicable regulatory requirements and established policy standards.
• Conducts and reviews job audits for approval/denial of staff request for evaluations.
• Conducts regular compensation analyses and comprehensive market salary surveys to ensure the maintenance of internal equity and external market competitiveness.
• Performs classification actions, knows pay administration policies, and conducts survey techniques/salary to interpret to the Department of Personnel and directors throughout the City.
• Monitors and interprets the changes in laws and regulations that could potentially affect compensation, policy and procedural changes.
• Maintains knowledge of all federal, state and local statues and regulations of the classification/compensation administration.
• Participates and assists in the review/revision of Personnel rules and procedures which may impact functions, including issues that may occur.
• Prepares detailed reports and recommendations, and develops presentations related to classification and compensation functions for management and relevant stakeholders.
• Collaborates with department managers and human resources personnel on matters pertaining to classification, compensation, and organizational structuring.
• Reviews and audits compensation data to ensure accuracy and policy compliance.
• Diligently engages in a variety of complex activities including job analysis, audits, job description development, market salary analysis and problem solving.
• Performs comprehensive job analyses and audits to facilitate accurate classification and pay grade determinations.
• Develops ad hoc reports, summaries and other reporting as required, conducts research, and recommends improvements in practices and procedures as applicable.
• Participates in union negotiations and may review Collective Bargaining Agreements CBAs.
• Performs other duties as assigned by the Deputy Director and Director of Personnel.

Knowledge, Skills and Abilities:

• Data Utilization: Requires the ability to perform mid to upper-level data analysis including the ability to coordinate, strategize, systemize and correlate, using discretion in determining time, place and/or sequence of operations within an organizational framework. Requires the ability to implement decisions based on such data, and overseeing the execution of these decisions.
• Human Interaction: Requires the ability to manage and direct a group of employees, including the ability to provide counseling and mediation. Ability to persuade, convince and train others. Ability to advise and interpret regarding the application of policies, procedures and standards to specific situations. Oversees and controls employee discipline, selection and allocation, and planning of human resources.
• Equipment, Machinery, Tools and Materials Use: Requires the ability to operate a variety of office equipment such as computer terminal, typewriter, telephone, fax machine, calculator/adding machine, computer printer and photocopier.
• Verbal Aptitude: Requires the ability to utilize a variety of reference, descriptive and advisory data and information such as human resource policies, employment law, union contracts, grievances, classification studies, compensation plans, worker safety reports, employment law, employee examination programs, ordinances, statutes, procedures, guidelines and non-routine correspondence.
• Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication and division; calculate percentage and decimals; interpret and develop descriptive statistics.
• Functional Reasoning: Requires the ability to apply principles of logical or synthesis functions involving planning and directing of interrelated activities or multiple departments. Ability to deal with several concrete and abstract variables in working out approaches to major problems.
• Situational Reasoning: Requires the ability to exercise the judgment, decisiveness and creativity required in situations involving the direction, control and planning of an entire program or multiple programs.
• Environmental Factors: Work is normally performed in an office environment under generally safe and comfortable conditions where exposure to irate individuals poses a very limited risk of injury.
• Physical Requirements: Tasks involve the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and pulling of objects weighing five (5) to ten (10) pounds, such as office supplies. Tasks may involve extended periods of time at a keyboard or workstation.
• Sensory Requirements: Requires the ability to recognize and identify similarities or differences between characteristics of shapes and sounds to communicate with others and clearly distinguish objects.

Qualifications

A Bachelor’s degree in Human Resources, Business or Public Administration, Industrial Psychology, or a directly related field; plus five years of professional Human Resources experience, which includes at least three years of professional classification and compensation experience. OR an equivalent combination of education, training, and experience.

Preferences

Classification and compensation experience in the public sector, nonprofit organization or a governmental entity. Previous supervisory experience in a Human Resources setting.

Scoring Components and Their Weights

Experience and Training: 100%

May be Subject to:

Medical Examination: Pass/Fail

Documentation of Academic Credentials must be Submitted Upon Request

When completing the Employment History and the Educational/Training History sections of the Employment Application, please be as thorough as possible when describing your education, training and experience relating to this position. Applicants will only receive credit for their experience, training and education as shown on the application. Resumes will not be accepted as a substitute to a fully completed application. Incomplete applications will not be considered.

To be eligible for veteran's preference points, the applicant must submit a copy of their DD 214 Certificate of Release or Discharge from Active Duty with the Employment Application or upon request. The Director of Personnel may, in their discretion, accept alternate documentation.

City Residence Preference Points

City residents who pass an examination for a position in the classified service and do not receive any other preference will receive a five (5) point preference on a scale of 100 points on the exam. An additional one (1) point shall be added to the passing score of City residents who receive any other preference on a scale of 100 points. City residents must have resided in the City for at least one (1) year at the time of filing their application to be eligible for the preference points.

Accommodations

If assistance with the job application is necessary based on a physical impairment, mental impairment, or otherwise, they should reach out to the Office on the Disabled with contact information. This office will not disclose any information that an applicant or employee has a disability or has discussed possible accommodations without the applicant's or employee's prior consent.

• City of St. LouisCity Hall1200 Market StreetSaint Louis, MO 63103