Classification & Compensation Manager

Job content

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Make a difference in the community you live in! As a Community Builder—an employee with the City of Gainesville— you will have a direct hand in building and improving your community and making a visible impact on the lives of your neighbors. Working for local government is more than a job, it’s a chance to contribute to community success and to help enhance the Gainesville way of life.

Department:

GG_Human Resources: Classification and Compensation

Salary Range Minimum:

$76,560.00

Salary Range Maximum:

$114,840.00

Closing Date:

Until Filled

Job Details:

The City of Gainesville is currently seeking the Manager of Classification and Compensation to join our award winning team. The selected candidate for this role will serve as the leader of the Classification and Compensation division within our Human Resources Department. The primary responsibilities of this role will be to provide strategic direction for the organization’s compensation philosophy to help attract and retain top talent, as well as manage the classification and compensation programs to help us achieve our goals. This position also plays a pivotal role in oversight of our HRIS system and human resources analytics.

Benefits And Compensation

• Competitive compensation and benefit package
• Making a difference in the community
• Advancement opportunities
• Pension plan that works for you, when you stop working
• Reimbursement for continuous education and technical training
• Flexible working program
• 11 paid company holidays
• 20 days annual PTO for this position
• Anticipated hiring range: $76,400-$100,000
  
  

What You’ll Bring

• Bachelor’s Degree from an accredited college or university with major course work in Business Administration, Human Resources, Finance, Organizational Development, or related field and five (5) years of progressively responsible professional level experience in developing and administering classification and compensation programs utilizing an electronic Human Resources Information System (HRIS); or
• An Associate’s degree from an accredited college or university with major course work in Business Administration, Human Resources, Organizational Development or related field, and seven (7) years of progressively responsible professional level experience in developing and administering classification and compensation programs utilizing an electronic Human Resources Information System (HRIS).
• Minimum of two (2) years leading, supervising, or managing subordinate team members required or any equivalent combination of education and experience which provides the necessary knowledge, skills and abilities necessary for success in the position.
  
  

Master’s degree preferred.

Job Description:

Summary

This is managerial and professional work and the position serves as a strategic human resource leader assuring that the City’s classification and compensation programs are administered within policies, guidelines, bargaining agreements and governmental regulations. The Classification and Compensation Manager is responsible for HRIS systems and ensuring all of our classification and compensation programs are competitive and are used effectively to attract, motivate and retain employees.

The single position allocated to this classification reports to the Human Resources Director and works under general supervision. Work in this class is distinguished from other classes by its use of considerable initiative and independent judgment in managing the Classification and Compensation Division of Human Resources.

EXAMPLES OF WORK*

• This section of the job description is not intended to be a comprehensive list of duties and responsibilities of the position. The omission of a specific job function does not absolve an employee from being required to perform additional tasks incidental to or inherent in the job. Performance of lower level duties may be required.
  
  

Essential Job Functions

Provides strategic and tactical oversight of the City’s classification and compensation division to achieve the goals of the City, the department and the division.

Develops and recommends revisions to classification and compensation philosophy, supporting policies, guidelines and practices.

Leads the development and integration of new and/or existing classification and compensation programs, policies and procedures to ensure that programs are market competitive, internally equitable, and cost effective, with a focus on continuous improvement in accordance with budget, policies, collective bargaining agreements and Federal, State and local wage and hour regulations.

Researches and recommends innovative and strategic classification and compensation programs, system and process changes to improve efficiency and responsiveness. Assists in the selection, implementation and maintenance of City classification and compensation systems.

Plans, assigns and manages the work of staff engaged in a variety of complex classification and compensation activities including job analysis, continuous audits, job description development and market salary analysis; confers on complex work problems. Ensures current classification and compensation business processes and procedures are documented and communicated to the overall organization.

Develops and implements appropriate and timely classification and compensation communication strategies for all groups of employees.

Leads the development and oversight of Human Resource Information Systems (HRIS) and data to enhance reporting and analytics capabilities.

Reviews data, research, and other ad hoc reports to build and improve upon existing retention/development/acquisition programs.

Provides supervision and training of professional and hourly direct reports as well as indirect reports, providing timely and fair performance assessments.

Conducts review of Citywide pay structure on regular basis in accordance with policy or Commission request. Recommends updates as needed to stay in alignment with pay philosophy and market position.

Develops and administers job classification systems, job descriptions, job levels and families, in partnership with department managers.

Serves as a consultant to management in all areas of classification and compensation by providing analytical expertise, training, guidance and interpretation of applicable policies, procedures, Federal, State and local wage and hour regulations.

Assists management with departmental reorganizations; makes recommendations on appropriate hierarchy, develops or revises job descriptions, recommends classification and pay grades, calculates related costs and assists with implementation.

Designs, conducts, and analyzes custom salary survey questionnaires.

Determine and implement metrics that assess and monitor the effectiveness of ongoing classification and compensation efforts and new initiatives.

Develops, monitors, and maintains City’s position and vacancies, including job description and pay plans.

Reviews salary analyses prepared by the division to help provide HR’s best overall recommendation of an appropriate salary range for the hiring manager’s consideration.

Oversees the implementation of pay adjustment requests (acting and special assignments, internal equity, involuntary demotions, reclassifications, special merits, etc.) ensuring compliance with policies, guidelines and collective bargaining agreements.

Performs applicable costing and analysis and presents findings of proposed changes to collective bargaining agreements during the negotiation process.

Manages performance and other mass wage changes for all employees.

Remains current on trends in classification and compensation, changes in Federal, State and local wage and hour regulations and the City’s collective bargaining agreements and ordinances.

Attends and participates in work related meetings, committees and activities.

Attends work on a continuous and regular basis.

Non-essential Job Functions

Serves on departmental and cross-functional project teams; may act as lead or subject matter expert.

May act in absence of Supervisor.

Performs other related duties as assigned.

Qualifications

To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. Below are the required education, experience, knowledge, skills and abilities to perform the essential functions.

Education And Experience

Bachelor’s Degree from an accredited college or university with major course work in Business Administration, Human Resources, Finance, Organizational Development, or related field and five (5) years of progressively responsible professional level experience in developing and administering classification and compensation programs utilizing an electronic Human Resources Information System (HRIS); or

An Associate’s degree from an accredited college or university with major course work in Business Administration, Human Resources, Organizational Development or related field, and seven (7) years of progressively responsible professional level experience in developing and administering classification and compensation programs utilizing an electronic Human Resources Information System (HRIS).

Minimum of two (2) years leading, supervising, or managing subordinate team members required or any equivalent combination of education and experience which provides the necessary knowledge, skills and abilities necessary for success in the position.

Master’s degree preferred.

Experience Utilizing Workday Is Preferred.

Experience working in a public sector, union environment preferred.

CERTIFICATIONS OR LICENSES

Certifications

The following certifications are highly desirable:

Senior Professional in Human Resources (SPHR) from the Human Resources Certification Institute or Senior Certified Professional (SHRM-SCP) from the Society for Human Resource Management.

Certified Compensation Professional (CCP) from World at Work.

Knowledge, Skills And Abilities

Thorough knowledge of principles, practices, methods, and theories of classification, compensation management, wage and salary administration and laws, ordinances, regulations and statutes which government classification and compensation functions.

Ability to effectively lead, develop and evaluate direct reports, assigned staff or work as a member of a self-directed work team.

Ability to coach employees and management through complex and difficult issues and to handle difficult conversations.

Ability to work under high stress levels in a collaborative, diverse environment and respect the perspective and opinions of others.

Ability to manage projects and teams and independently execute projects within specific deadlines.

Strong analytical skills with the ability to work through processes, identify and implement process improvements and resolve complex matters.

Strong organizational and prioritization skills with an ability to manage multiple projects while maintaining close attention to detail.

Excellent written, verbal and interpersonal communication skills

Ability to work independently and take initiative.

Ability to maintain security and confidentiality.

Demonstrated knowledge of HRIS systems, personal computers and Microsoft Office software, including advanced level Excel, intermediate level Word and PowerPoint and basic level Access.

Physical And Environmental Requirements

To perform this job successfully, an individual must possess certain physical abilities and be able to withstand work related environmental conditions.

Physical Requirements

While performing the duties of this job, the employee is often required to sit for prolonged periods of time.

WORK ENVIRONMENT

May require working outside regular business hours, travel local and overnight, including nights, weekends and holidays.

Note:

May Require Assessment(s).

May fill multiple positions.

May establish an eligibility list.

Come join our team! The City of Gainesville offers a competitive benefits package and opportunities to grow both professionally and personally.

All ‘regular’ employees are eligible for traditional benefits such as health insurance, life insurance, paid leave, 11 paid a holidays a year, a pension plan and a deferred compensation plan, but we also offer great things like on-sitefitness centers, tuition reimbursement, interest free loans for purchase of fitness equipment, on-site medical staffand a wellness program to keep you healthy and happy.Please note; benefits are not available for temporary employees.

If you are unable to apply online due to a disability, contact recruiting at HR@cityofgainesville.org or by calling 352-334-5077.