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Compensation Administrator
Job ID:
240223
Location:
MD-Metro Bldg New Carrollton
Full/Part Time:
Full-Time
Posting Open-Close
05/24/2024
-
07/14/2024
Union
NRP
Regular/Temporary:
Regular
Job Description
General Hybrid Work Statement:
This opportunity is a hybrid opportunity allowing for flexibility between virtual and in-person work subject to the Authority’s telework policy.
MARKETING STATEMENT:
Join Our Team:
Are you passionate about ensuring fair and competitive compensation within a dynamic and innovative environment? Do you excel in data analysis, market research, and HR strategy? If so, we have the perfect opportunities for you!
As a Compensation Administrator, you will play a critical role in developing and maintaining our compensation structures. You will have the ability to analyze market data, benchmark our positions all on one platform, and ensure our pay practices align with our organizational goals. Your insights will directly impact our ability to attract and retain top talent.
Key Responsibilities:
Conduct comprehensive market research to inform salary structures.
Develop and implement competitive compensation strategies.
Collaborate with HR and management to align compensation with business objectives.
Ensure compliance with all federal, state, and local regulations.
MINIMUM QUALIFICATIONS
Education
Experience
A minimum of five (5) years of human resources experience utilizing intermediate to advanced statistical compensation techniques or methodologies, program design, salary structure development, variable pay, merit pay, non-cash rewards and executive compensation market pricing analysis.
Intermediate to advanced skills in Microsoft Office applications specifically in Excel, Word, and PowerPoint.
Experience with PeopleSoft, SAP, Ceridian or similar HCM applications.
Certification/Licensure
Preferred
Transit or Transportation experience a plus
Certified Compensation Professional (CCP) preferred
Project Management experience
Medical Group:
Satisfactorily complete the medical examination for this position, if required. The incumbent must be able to perform the essential functions of this position either with or without reasonable accommodations.
SUMMARY
The Compensation Administrator works closely with the Director, Total Rewards and Manager, Compensation. This position plays a significant role in developing and leading enterprise-wide compensation initiatives within WMATA. This role involves providing strategic input to the development of compensation policies and program initiatives and requires extensive knowledge and research of total compensation practices to assist with developing and maintaining a business aligned total compensation model. Incumbent builds strategic relationships with assigned business units and assists all levels of management in interpreting and applying compensation policies or practices, resolving direct or indirect pay challenges, providing compensation advice and/or support, and conducting internal and external pay analysis combined with recommendations. Incumbent trains and/or coaches’ managers on the Authority’s compensation management practices. In addition, the incumbent develops detailed compensation communications to managers to help ensure polices or programs are applied consistently throughout WMATA. This position develops comprehensive total rewards metrics, both internally and externally, to help evaluate the performance of WMATA’s pay programs. Also, provides strategic human resources support, guidance, and management for a broad range of project, program, and policy assignments.
The incumbent builds strong working relationships with Finance and General Counsel to assess funding capability and legal compliance of new and/or on-going compensation initiatives. This position directs the work of others in the absence of the Manager, Compensation.
ESSENTIAL FUNCTIONS
Assists in assessing the state of current compensation programs and practices to determine what is in the best interest of WMATA based on its current and future business objectives.
Builds strategic relationships with assigned business units and delivers compensation support, consultation and problem-solving expertise in addressing areas such as robust market pricing analysis, pay equity, pay-for-performance, compression, job restructuring, career path development, new hire salary issues, short and long-range compensation planning, internal vs external pay consultation and variable pay designs.
Assists in developing, implementing and monitoring Authority-wide corporate compensation governance processes Authority-wide to ensure a common understanding of pay practices, consistency, fairness and equity in delivering pay policies and/or guidelines.
Develops and delivers compensation education sessions for managers to ensure an accurate working knowledge of WMATA’s pay practices, compensation policies, guidelines and regulatory compliance.
Develops collaborative working relationships with Finance for budgetary purposes and to complete cost impact projections of compensation initiatives.
Developing comprehensive and professional market pay analyses and presentation materials.
Conducting extensive market pricing compensation analysis using advanced statistical modeling to determine WMATA’s competitive pay position in the market.
Leading annual compensation reviews such as updating salary structures, reviewing/revising compensation policies or guidelines, merit pay modeling, incentive or bonus compensation modeling, conducting regulatory wage and hour compliance audits, job description updates and assistance with enterprise-wide compensation budgeting.
Conducting extensive compensation market research to uncover best practices or the latest practices in compensation management to help execute and/or update WMATA’s compensation strategy.
Conducting compensation analyses for internal review to ensure that compensation paid is competitive externally and properly aligned internally.
Evaluating jobs, determining appropriate job titling and career path development.
Ensuring WMATA in compliance with wage-hour federal/state/local laws, including reporting requirements.
Conducts comprehensive compensation market pay analysis using advanced statistical analysis, sound methodologies and best practices that are most appropriate for the work being performed. Examples of tasks include (not all inclusive):
Performs wide range of project, program, and policy development duties, including conducting detailed issue and data analyses, framing recommendations and options for executive consideration, developing detailed project and program plans, leading project and program implementation efforts, and assessing impacts and results.
OTHER FUNCTIONS
Analyzes internal employee feedback regarding WMATA’s compensation practices to suggest effective approaches to compensation management that would help to enhance employee engagement.
Builds collaborative, consultative partnerships with all other HR functions to effectively address total compensation and/or rewards matters.
Creates or recommends compensation reporting tools, compensation software, learning experiences and/or processes that will enhance HR/Compensation’s in-house reporting and analysis capabilities.
Participates, completes, and submits responses to compensation salary surveys.
The essential duties listed are not intended to limit specific duties and responsibilities of any particular position. Nor is it intended to limit in any way the right of managers and supervisors to assign, direct and control the work of employees under their supervision.
Evaluation Criteria
Consideration will be given to applicants whose resumes demonstrate the required education and experience. Applicants should include all relevant education and work experience.
Evaluation criteria may include one or more of the following:
Skills and/or behavioral assessment
Personal interview
Verification of education and experience (including certifications and licenses)
Criminal Background Check (a criminal conviction is not an automatic bar to employment)
Medical examination including a drug and alcohol screening (for safety sensitive positions)
Review of a current motor vehicle report
Closing
WMATA is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other status protected by applicable federal law.
This posting is an announcement of a vacant position under recruitment. It is not intended to replace the official job description. Job descriptions are available upon confirmation of an interview.