Compensation Manager

J  o  b    D  e  s  c  r  i  p  t  i  o  n

Job Information

Title:

Compensation Manager

Market Range:

MR21

Approved Date:

10/15/2021 1:23:56 PM

FLSA:

Exempt

EEO Code:

PROFESSIONALS

Career Level:

M2

Career Level Description:

Management Level 2

Job Code:

100865

Job Family:

Human Resources

Sub Family:

Compensation & Recruitment

Primary Purpose

Leads the design and maintenance of the County's compensation structure and supervises staff in support of these efforts. Serves as team lead for the development and implementation of new compensation systems and strategies. Provides human resources policy interpretation and guidance to employees, supervisors, and senior leadership especially in the area of compensation. Provides team leadership for classification reviews, policies and procedures. Provides classification, compensation and talent acquisition services to assigned Departments.

•

Serves as lead in designing and maintaining compensation structures while ensuring alignment with County's compensation philosophy. Conducts annual labor market and other compensation studies, analyzes results, and recommendations changes to compensation structure based on findings. Maintains classification and compensation plans and salary schedules documents including updates to the personnel ordinance, website, application tracking system, HRIS system, etc.  Presents results and recommendations to senior leadership.

1

15%

•

Serves as lead in maintaining classification structure while providing consultation to teammates, hiring managers and senior leadership on classification and organizational structure, position design, and policy interpretation.

2

15%

•

Performs classification analysis through job comparisons, benchmarking, and evaluations. Makes classification recommendations based on findings. Reviews teammates' classification recommendations and provides consultation when needed.

3

15%

•

Revises and posts job vacancies, reviews interview questions, edits or creates applicant screening questions, monitors/maintains position open and close dates, screens and refers candidates, and reviews and approves hiring requests. Advises employees and hiring managers on use of applicant tracking system. Troubleshoots and provides training.

4

15%

•

Performs compensation analysis for hiring decisions by analyzing pay factors and market ranges. Evaluates for salary exceptions and provides recommendations to Talent Acquisition and Compensation Manager.

5

10%

•

Consults with employees, hiring managers, and senior leadership on policy interpretation related to FLSA, ADA Checklist, Wake County Personnel Ordinance, Wake County HR policies, etc.

6

5%

•

Creates and supervises workflow and required tasks for Compensation Consultants. Defines goals, communicates objectives and monitors performance. Manages all onboarding activities, professional development, performance, discipline, work scheduling, and timesheet approvals.

7

10%

•

Prepares and delivers talent acquisition, classification, compensation, and HR systems training to teammates and hiring managers to ensure consistency with County policies and best practices.

8

5%

•

Responds to external salary surveys and/or provides leadership to staff in their responses.

9

5%

•

Maintains professional and technical knowledge of the field through professional development.

10

5%

Position(s) may perform other duties in addition to the above as assigned by management.

*IMPORTANT* In the event of an emergency, as determined by the County Manager or designee, participation in preparedness and response operations should be expected. Employee may be required to fill a temporary assignment in a role different from standard duties, work hours and/or work location in preparation for, during and after the emergency. Employee may also be required to participate in relevant exercises and regular preparedness training.

Career Level Dimensions

Career Level:

M2

Career Level Description:

Management Level 2

•

Fully accountable for implementing operational plans for a Work Group with measurable contribution on Division results.

•

May have budget accountability.

•

Responsible for making moderate improvements of processes, systems or standards to enhance performance of the Work Group.

•

Supports and utilizes the innovations of others to improve on solutions, approaches and technologies.

•

Communicates within and outside the Work Group, and may communicate with other parties within the Division.

•

Sometimes requires ability to influence others outside of own job area on policies, practices and procedures.

•

Manages professionals. Leads, directs and reviews the work of team members in order to accomplish operational plans and results.

•

Has hiring, firing, promotion, performance and reward authority for direct reports.

•

Requires practical knowledge in leading and managing the execution of processes, projects and tactics within one job area. Typically has advanced knowledge and skills within a specific technical or professional discipline with understanding of the impact of work on other areas of the organization.

Qualifications

•

Bachelor's degree in Human Resources Management, Public Administration, Business Administration or a related field

•

Four years of experience in human resources administration

•

Equivalent education and experience are accepted

•

Certified Compensation Professional (CCP) through WorldatWork

Upon Hire

•

Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) through Human Resources Certification Institute (HRCI)

Upon Hire

•

In-depth knowledge of labor market survey analysis/market pricing, job evaluation process and salary administration

•

Critical thinking skills to analyze complex situations and propose recommendations supported by defensible documentation

•

Ability to manage and lead special projects

•

Advanced Excel knowledge including creating formulas, pivot tables, index/matching, etc.

•

Ability to interact and communicate effectively with individuals at all levels of the organization with tact and diplomacy

•

Ability to independently prioritize, manage and coordinate multiple assignments

An individual must be able to perform each essential duty satisfactorily to perform this job successfully. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Competencies

Analysis

Examines data to grasp issues, draw conclusions, and solve problems.

Attention to Detail

Thoroughness in accomplishing a task through concern for all the areas involved, no matter how small. Monitors and checks work or information and plans and organizes time and resources efficiently.

Mathematical Reasoning

Uses mathematical techniques to calculate data or solve practical problems.

Project or Program Management

Structures and directs others’ work on projects or programs.

Change Management

Initiates and/or manages the change process and energizes it on an ongoing basis, taking steps to remove barriers or accelerate its pace.

Team Leadership

Willingly cooperates and works collaboratively toward solutions that generally benefit all involved parties; works cooperatively with others to accomplish organizational objectives. Manages staff in ways that improve their ability to succeed on the job.

Integrity

Act with honesty, transparency and respect in our interactions with co-workers and those we serve. Adhere, without exception, to laws, policies, procedures and professional standards.

Accountability

Establish high-quality standards for work. Add value. Measure results and hold self and others accountable for making progress toward desired outcomes. Take a logical and data-driven approach to decision-making.

Diversity

Believe that different backgrounds and experiences strengthen the organization and produce better results. Value inclusion across race, gender, age, religion, identity and experience, and strive to reflect in our workforce the diversity of our community.

Collaboration

Foster a work culture in which different ideas and opinions are encouraged and expected. Listen carefully and speak thoughtfully. Work together toward shared goals with mutual respect and cooperation.

Continuous Improvement

Continuously improve work processes and products. Provide a safe environment to be innovative and creative and try new things. When things don't go as planned, use it as an opportunity to learn, regroup and begin again. Provide time and resources for individuals to grow and develop both personally and professionally.

Wellness

Take proactive steps to be physically fit and healthy, emotionally strong, financially secure and socially fulfilled, while inspiring and empowering others to do the same.

Service Orientation

Commit to making a difference within the community. Actively engage in and enjoy our work. Deliver services that exceed expectations, with courtesy, politeness and sensitivity to the experiences, concerns and feelings of all co-workers and customers.

ADA Checklist

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Standard ADA Selection:

Office Environment

Standing

X

Walking

X

Sitting

X

Lifting/Carrying 0-10 pounds

X

Lifting/Carrying 10-20 pounds

X

Lifting/Carrying 20-50 pounds

X

Lifting/Carrying 50-100 pounds

X

Pushing

X

Pulling

X

Climbing

X

Balancing

X

Stooping

X

Kneeling

X

Crouching

X

Crawling

X

Reaching

X

Handling

X

Grasping

X

Fingering

X

Feeling

X

Talking

X

Hearing

X

Visual Perception

X

Repetitive Motions

X

Eye/Hand/Foot Coordination

X

Memorization/Concentration

X

Learning/Knowledge Retention

X

Preparing/Analyzing Numerical Figures

X

Use of Interfaced Commmunication Devices (Phone, Computer, Radio etc.)

X

Analyzing/Examining/Testing Data

X

Emotional/Behavioral Self-Regulation

X

Interacting with Others

X

Comprehension

X

Organization

X

Decision Making

X

Comprehension

Understand complex problems and collaborate to explore alternative solutions

Organization

Organize and prioritize the work schedules of others to manage multiple tasks and/or projects

Decision Making

Make decisions that have significant impact on a department's credibility, operations and/or services

Communication

Communicate in-depth information for the purpose of interpreting and/or negotiating

Extreme cold

X

Extreme heat

X

Humid

X

Wet

X

Noise

X

Hazards

X

Temperature Change

X

Atmospheric Conditions

X

Vibration

X

Computers/Monitors

X