DC WATER
Manager, Compensation - (25-P&T-500002-006)
DC WATER, Washington, District of Columbia, us, 20022
The intent of this job description is to provide a representative summary of the major duties, locations, and responsibilities performed by incumbent(s) in this job. Incumbent(s) may not be required to perform all duties in this description, and incumbent(s) may be required to perform work-related tasks other than those specifically listed in this description. This job description is not a "contract" between the employee and the Authority. The job duties and essential functions may be changed at the discretion of the General Manager.
Job Title:
Manager, Compensation
Job Code:
OA0024
Supervises Directly:
Yes
New or Revised:
Revised
Regular or At-Will:
At-Will
Date Last Revised:
8/20/2024
Exempt or Non-Exempt:
Exempt
Union/ Non-Union:
Non-Union
Department Name and Division:
People & Talent
Salary Schedule:
Non-Union Salary Range
Cost Center Code:
500002
Grade:
NU18
Essential Position:
No
Reports To:
Senior Manager, Compensation
EEO Code:
Officials and Administrators
Work Format
HybridRole Description:The Manager, Compensation, designs, implements, evaluates, and manages DC Water's compensation strategies and programs, conducting in-depth market analyses, and ensuring compliance with industry regulations. The role is responsible for benchmarking/leveling projects to ensure competitive pay levels across the organization, administering annual salary reviews, evaluating jobs, and managing and maintaining the HRIS to help DC Water attract, retain, and motivate top talent through competitive and equitable compensation practices.
Essential Duties & Responsibilities:Manages DC Water's compensation strategies and programs aligned with organizational goals and industry benchmarks.Manages job evaluation processes to assign jobs to the appropriate pay group and grade, ensuring competitive and equitable pay for DC Water's employees.Oversees system data input and integrity for job, salary, and position control information in the human resource information systems (HRIS) and directs regular audits and quality control.Advises management in establishing pay levels to ensure DC Water's ability to attract, motivate and retain employees.Provides advisory services to managers and employees in the HCM Office sub-units, as required.Oversees all pay adjustments for DC Water's Union and Non-Union workforce.Drives market analyses to ensure DC Water's compensation programs remain competitive and compliant with relevant regulations.Manages benchmarking studies and surveys to determine appropriate salary ranges for various positions based on industry standards and regional considerations.Manages the annual salary review process, providing expertise, analysis, and recommendations on merit increases, incentive payouts, and bonus calculations.Partners with HR Business Partners, Benefits, Talent Management, Talent Acquisition, Payroll, and HRIS leads to integrate compensation-related policies and programs, drive improvements across administration, process, and employee/candidate experience, and support attraction, retention, development, and performance of DC Water's employees through People & Talent programs.Supports change management, communication, and ongoing training on compensation policies, programs, and processes to enable employees to understand their compensation.Prepares monthly Human Resources reports and other special reports, as requested.Provides support to the collective bargaining negotiations process with the Master Agreement on Compensation.Participates in the compensation transformation program and associated projects in support of the Human Capital Strategy, providing strategic direction, collaborating with senior leadership and internal stakeholders, and partnering with external resources.Performs other related duties and projects as assigned at the discretion of the Director, HCM.
Supervisory Responsibilities:
Provides daily planning and administration in the selection, assignment, supervision, promotion, discipline, and training of personnel within the Compensation Branch. Monitors and evaluates the progress of the Compensation Branch towards meeting goals and adjusts objectives, work plans, schedules, and commitment of resources.
Skills & Qualifications:The qualifications listed below are representative of the knowledge, skill, and ability necessary for an individual to perform each essential responsibility satisfactorily. Reasonable amounts of training are provided.
Required Skills & Qualifications:Minimum 7 years of progressive experience related to the complete range of a compensation program, including at least 3 years of supervisory or managerial experience.Proven experience in a senior compensation role, with a deep understanding of compensation theories, methodologies, and best practices and in-depth knowledge of relevant labor laws and regulations.Bachelor's degree in Business Administration, Management, Accounting or related field from an accredited college or university.
Required Skills:Compensation StrategyProject Management (related to People & Talent)Compensation Tools & TechnologyPerformance ManagementPay Equity AnalysisData AnalysisCommunication Skills
Preferred Skills & Qualifications:Experience with compensation for union employees, including negotiation skills with the Master Compensation Agreement, as part of the collective bargaining negotiation process.Strong statistical and quantitative as well as analytical, planning, and organizational skills.Master's degree in Human Resources, Business Administration, or a related field from an accredited college or university.SHRM-CP/SHRM-SCP (Society of Human Resource Management) Certification, Certified Compensation Professional (CCP), Global Remuneration Professional (GRP), or similar.HR Information Systems (Oracle, Dayforce, SAP, Workday, etc.)NegotiationChange Management
We are proud to be an EEO/AA employer M/F/D/V.We maintain a drug-free workplace and perform pre-employment substance abuse testing.The Americans with Disabilities Act prohibits discrimination against "qualified individuals with disabilities."
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Job Title:
Manager, Compensation
Job Code:
OA0024
Supervises Directly:
Yes
New or Revised:
Revised
Regular or At-Will:
At-Will
Date Last Revised:
8/20/2024
Exempt or Non-Exempt:
Exempt
Union/ Non-Union:
Non-Union
Department Name and Division:
People & Talent
Salary Schedule:
Non-Union Salary Range
Cost Center Code:
500002
Grade:
NU18
Essential Position:
No
Reports To:
Senior Manager, Compensation
EEO Code:
Officials and Administrators
Work Format
HybridRole Description:The Manager, Compensation, designs, implements, evaluates, and manages DC Water's compensation strategies and programs, conducting in-depth market analyses, and ensuring compliance with industry regulations. The role is responsible for benchmarking/leveling projects to ensure competitive pay levels across the organization, administering annual salary reviews, evaluating jobs, and managing and maintaining the HRIS to help DC Water attract, retain, and motivate top talent through competitive and equitable compensation practices.
Essential Duties & Responsibilities:Manages DC Water's compensation strategies and programs aligned with organizational goals and industry benchmarks.Manages job evaluation processes to assign jobs to the appropriate pay group and grade, ensuring competitive and equitable pay for DC Water's employees.Oversees system data input and integrity for job, salary, and position control information in the human resource information systems (HRIS) and directs regular audits and quality control.Advises management in establishing pay levels to ensure DC Water's ability to attract, motivate and retain employees.Provides advisory services to managers and employees in the HCM Office sub-units, as required.Oversees all pay adjustments for DC Water's Union and Non-Union workforce.Drives market analyses to ensure DC Water's compensation programs remain competitive and compliant with relevant regulations.Manages benchmarking studies and surveys to determine appropriate salary ranges for various positions based on industry standards and regional considerations.Manages the annual salary review process, providing expertise, analysis, and recommendations on merit increases, incentive payouts, and bonus calculations.Partners with HR Business Partners, Benefits, Talent Management, Talent Acquisition, Payroll, and HRIS leads to integrate compensation-related policies and programs, drive improvements across administration, process, and employee/candidate experience, and support attraction, retention, development, and performance of DC Water's employees through People & Talent programs.Supports change management, communication, and ongoing training on compensation policies, programs, and processes to enable employees to understand their compensation.Prepares monthly Human Resources reports and other special reports, as requested.Provides support to the collective bargaining negotiations process with the Master Agreement on Compensation.Participates in the compensation transformation program and associated projects in support of the Human Capital Strategy, providing strategic direction, collaborating with senior leadership and internal stakeholders, and partnering with external resources.Performs other related duties and projects as assigned at the discretion of the Director, HCM.
Supervisory Responsibilities:
Provides daily planning and administration in the selection, assignment, supervision, promotion, discipline, and training of personnel within the Compensation Branch. Monitors and evaluates the progress of the Compensation Branch towards meeting goals and adjusts objectives, work plans, schedules, and commitment of resources.
Skills & Qualifications:The qualifications listed below are representative of the knowledge, skill, and ability necessary for an individual to perform each essential responsibility satisfactorily. Reasonable amounts of training are provided.
Required Skills & Qualifications:Minimum 7 years of progressive experience related to the complete range of a compensation program, including at least 3 years of supervisory or managerial experience.Proven experience in a senior compensation role, with a deep understanding of compensation theories, methodologies, and best practices and in-depth knowledge of relevant labor laws and regulations.Bachelor's degree in Business Administration, Management, Accounting or related field from an accredited college or university.
Required Skills:Compensation StrategyProject Management (related to People & Talent)Compensation Tools & TechnologyPerformance ManagementPay Equity AnalysisData AnalysisCommunication Skills
Preferred Skills & Qualifications:Experience with compensation for union employees, including negotiation skills with the Master Compensation Agreement, as part of the collective bargaining negotiation process.Strong statistical and quantitative as well as analytical, planning, and organizational skills.Master's degree in Human Resources, Business Administration, or a related field from an accredited college or university.SHRM-CP/SHRM-SCP (Society of Human Resource Management) Certification, Certified Compensation Professional (CCP), Global Remuneration Professional (GRP), or similar.HR Information Systems (Oracle, Dayforce, SAP, Workday, etc.)NegotiationChange Management
We are proud to be an EEO/AA employer M/F/D/V.We maintain a drug-free workplace and perform pre-employment substance abuse testing.The Americans with Disabilities Act prohibits discrimination against "qualified individuals with disabilities."
#J-18808-Ljbffr