Manager, Compensation and Analytics

Quest Oracle Community; Chicago (IL); On-site; USD 106,000 - 130,000; Full time

Job summary

CTA is seeking a Compensation Program Manager to lead the development and administration of salary classification and compensation programs. The role ensures legal compliance, conducts audits, analyzes market survey data, and advises on plan revisions to balance cost and competitiveness.

The position also oversees external survey processes, educates supervisors on compensation practices, and maintains accurate job descriptions and salary scales while delivering insightful management reports.

Qualifications

• Bachelor's degree in HR, Business Administration, or related field.
• PHR, CCP, and/or CBP certification preferred.
• Strong analytical and problem-solving abilities.

Responsibilities

• Plans, develops, and evaluates compensation programs aligned with Authority goals.
• Ensures compliance with federal, state, and local laws in compensation programs.
• Performs audits and analyzes survey data to guide policy revisions.
• Manages external compensation survey data submission and analysis.
• Educates supervisors/managers on compensation practices and resolution strategies.
• Maintains and updates detailed job descriptions, classifications, and salary scales.
• Develops interactive reports and tools to analyze compensation data.
• Reports trends and opportunities to management and stakeholders.

Skills

Analytical skills

Communication skills

HR knowledge

Education

Bachelor's degree in HR or related field

PHR/ CCP/ CBP certifications preferred

Tools

Microsoft Excel

Job description

Salary

$117,945.86

Position Summary

Oversees and develops the team responsible for compensation programs at the Authority. Performs research, analysis, and makes recommendations on implementing new, and improving existing compensation programs in order to attract and retain employees and ensure compliance with legal and regulatory guidelines. Identifies and reports on available metrics involving various compensation and other human resources data.

Primary Responsibilities

• Compensation
  • Plans, develops, and evaluates progressive, competitive, and proactive salary classification and compensation programs that align with Authority strategies and business goals.
  • Manages and communicates compensation programs to ensure statutory compliance with federal, state, and local laws and regulations.
  • Performs audits, analysis, and comparisons to survey data, salary evaluations, and needs analysis to monitor the effectiveness of existing compensation policies. Make recommendations for plan revisions to maintain compliance and cost effectiveness based on competitive trends and corporate objectives.
  • Manages the external compensation survey process ensuring timely submission of data and analyzes results.
  • Educates supervisors and managers on compensation practices and issues and provides recommendations for resolution.
  • Manages the completion and maintenance of detailed job descriptions, classifications, and salary scales.
• Metrics Reporting
  • Develops and designs interactive reports and tools using data analytics software to provide analysis and conclusions to department management.
  • Conducts research and gathers information related to the subject of analysis for department.
  • Defines workflow processes, business processes and requirements. Makes appropriate recommendations that will positively impact operational effectiveness.
  • Identifies data anomalies and provides clear reporting of trends and opportunities to department management.
  • Creates insightful management reporting that measures metrics having the greatest impact on the department. Reports policy changes to those impacted.
  • Provides oversight and support in the deployment of process changes to ensure correct process implementation.
  • Provides recommendations for corrective action to upper management and relevant departments based on performance analysis.
  • Collects and reviews performance data, conducts analysis, and makes recommendations based on analysis results that positively impact processes.
  • Identifies opportunities for reporting improvements, efficiencies, and new metrics to user groups.
• Participates in the development, implementation, and administration of Human Resources goals, objectives, and policies. Works with senior management to develop projects and initiatives, delegates to appropriate staff, and sets priorities and deadlines. Acts as a liaison between departments to develop viable methods for program implementation.
• Hires, trains, develops, monitors, and evaluates staff. Reviews and recommends personnel actions for approval.
• Performs related duties as assigned.

Management Responsibilities

Reporting to this position are the following jobs:

Job Title

• Senior Coordinator, Compensation
• Senior Analyst, Compensation
• Analyst, Compensation

Challenges

• Improving and maintaining employee morale while still managing budget, internal equity, external competitiveness, and Human Resources goals and mission.
• Managing multiple projects and balancing competing priorities and deadlines.
• Working with employees at all levels within the department.

Education/Experience Requirements

• Bachelor's degree in Human Resources, Business Administration, or a related field, plus three (3) years of Compensation and/or related Human Resources administration experience in the analysis, design, and administration of compensation programs, or an equivalent combination of education and experience relating to this position.
• Professional Human Resources (PHR), Certified Compensation Professional (CCP), and/or Certified Benefits Professional (CBP) certification preferred.

Physical Requirements

• Requires remaining in a stationary position for extended periods of time and constantly operating a computer and other office productivity machinery.
• Service Area Requirement: Exempt (Non-Union) employees must live within the boundaries of the CTA Statutory Service Area either at the time of employment or within 6 months of beginning employment at CTA.

Knowledge, Skills, and Abilities

• Detailed knowledge in the disciplines of job classification and job evaluation techniques.
• Detailed knowledge of salary survey design and analysis methodologies.
• Detailed knowledge of job description composition.
• Detailed knowledge of human resources best practices in compensation, including job analysis/evaluation in union and non-union environments.
• Working knowledge of applicable federal (e.g., EEOC, FLSA, ADA) and state laws, regulations and statutes pertaining to wage and salary.
• Strong analytical and problem-solving skills.
• Good research skills.
• Good verbal, written, and interpersonal communication skills.
• Intermediate Microsoft Excel skills.
• Ability to work in a fast paced environment.
• Ability to develop working relationships with administrative staff in various departments.
• Ability to review and analyze compensation data and make recommendations that align with Authority compensation strategies.

Working Conditions

• General office environment.

Equipment, Tools, and Materials Utilized

• Standard office equipment.
• Personal computer and related software (Microsoft Office Suite, Oracle, etc.).

Additional Details

Employees and/or union members will be given priority consideration in the hiring process, per the applicable labor contracts.

Final salary will be determined in part by the qualifications of the selected candidate and may be higher or lower than target.

Applicants, if hired,must comply with CTA's residency ordinance.

CTA IS AN EQUAL OPPORTUNITY EMPLOYER

No employee or applicant for employment will be discriminated against because of race, color, creed, religion, sex, marital status, national origin, sexual orientation, ancestry, age, unfavorable military discharge, disability or any other status protected by federal, state, or local laws; except where a bona fide occupational qualification exists We are committed to providing an inclusive environment for our workforce and supporting the communities we serve. CTA will make reasonable accommodations for the known disabilities of otherwise qualified applicants for employment as well as its employees, unless undue hardship would result. If you require an accommodation in the application or hiring process, please contact [e-mail] prior to the submission of your application or upon notification of your actual test date. CTA will work with you to determine if an accommodation can be provided.

During the hiring process, CTA's Human Resources department will contact candidates with next steps . Failure to respond to these correspondences in a timely fashion may result in your application being closed out for non-responsiveness.