Manager, Compensation and Analytics

Chicago Transit Authority; Chicago (IL); Sur place; USD 106 000 - 130 000; Plein temps

Résumé du poste

The Chicago Transit Authority seeks a Compensation Program Lead to oversee and develop the team responsible for compensation programs. You will conduct research, analysis, and recommendations on launching new programs and improving existing ones to attract and retain staff, while ensuring regulatory compliance.

You will also identify metrics and report on HR data trends. Responsibilities include designing salary classifications, ensuring legal compliance, conducting audits against survey data,

Qualifications

• Bachelor's degree in Human Resources, Business Administration, or a related field, plus three (3) years of Compensation and/or related HR administration experience in the analysis, design, and administration of compensation programs, or an equivalent combination of education and experience relating to this position.
• PHR, CCP, and/or CBP certification preferred.
• Working knowledge of EEOC, FLSA, ADA and related federal/state regulations.

Responsabilités

• Plans, develops, and evaluates compensation programs aligned 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.
• Makes 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.
• Develops and designs interactive reports and tools using data analytics software to provide analysis and conclusions to department management.
• 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.

Connaissances

Job classification

Job evaluation

Salary survey design

Job description development

HR compensation practices

Regulatory knowledge

Formation

Bachelor's degree in HR/Business Admin

PHR certification

CCP certification

CBP certification

Description du poste

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