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Compensation Administrator

Employer
Washington Metropolitan Area Transit Authority
Location
Washington D.C
Closing date
Mar 22, 2023

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Job Details

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.

Compensation Administrator Marketing Statement:

Are you interested in a challenging opportunity in the field of compensation and benefits for one of the largest commuter transportation agencies? If yes, look no further. We currently have an opening for a Compensation Administrator position at the Washington Metropolitan Area Transit Authority (WMATA) in the Human Capital Department.

This position has a flexible work schedule and the freedom to work remotely. You'll serve on a dynamic team in a robust human capital function covering compensation for non-union and union employees. As a Compensation Administrator you will serve as a subject matter expert supporting multiple Authority wide client groups.

The scope of this position is diverse and includes supporting a significant role in developing and leading enterprise-wide initiatives within WMATA; providing strategic input to the development of compensation policies; assisting with developing and maintaining a business aligned total compensation model; building strategic relationships; resolving direct or indirect pay challenges; providing compensation advice and support; while conducting internal/external pay analysis and recommendations. Furthermore, you'll be directly involved in developing detailed compensation communications and developing comprehensive total rewards metrics.

A successful candidate will have the opportunity to engage with executive managers at all levels. You'll be expected to help maintain the scope of this role to maximize your contributions. Finally,

we will support your professional growth objectives along with a competitive salary and robust benefits package.

MINIMUM QUALIFICATIONS

Education
  • Graduation from an accredited college or university with a Bachelor's Degree in Human Resources, Accounting Finance, Mathematics or related field.

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
  • N/A

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, p rovides 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.

Company

The Washington Metropolitan Area Transit Authority operates the second largest rail transit system and the fifth largest bus network in the United States. Safe, clean and reliable, "America's Transit System" transports more than a third of the federal government to work and millions of tourists to the landmarks in the Nation's Capital.

Metro has earned a worldwide reputation for security and architectural beauty. WMATA is clearly the employer of choice for over 10,000 area residents. The Authority was created in 1967 by an interstate compact to plan, develop, build, finance and operate a balanced regional transportation system in the National Capital area. Construction of the Metrorail system began in 1969. Four area bus systems were acquired in 1973. The first phase of Metrorail began operation in 1976. The final leg of the original 103-mile rail network was completed in early 2001. Metrorail now operates 83 stations. One line extension and three new stations are now under construction.

Metrorail and Metrobus serve a population of 3.4 million within a 1,500-square-mile area. The transit zone consists of the District of Columbia, the suburban Maryland counties of Montgomery and Prince George's and the Northern Virginia counties of Arlington, Fairfax and Loudoun and the cities of Alexandria, Fairfax and Falls Church. Overall, about 40 percent of the region's residents commute to work on Metro.

Metro and the federal government are partners in transportation. Half of the 83 Metrorail stations serve federal facilities and 36 percent of the local federal workforce uses Metro. We are committed to being an integral part of the Washington metropolitan area by ensuring the best in safe, reliable, cost-effective and responsive transit services, by promoting regional mobility and by contributing toward the social, economic and environmental well-being of our community. Employees are Metro.; We are committed to providing a working environment that fosters a high standard of performance, recognition for contributions and innovations, mutual respect and a healthy quality of life.

We are committed to developing ourselves through technology, training and education. We recognize our diversity as a source of strength that enables us to attain individual and Authority goals. In addition to competitive salaries, Metro employees enjoy a number of attractive benefits. These benefits include paid time off in the form of vacations, holidays and sick leave; medical, dental, life insurances as well as long term disability. Retirement is planned for through a defined contribution plan and a deferred compensation plan. Alternative work schedules, teleworking and free transportation on Metrorail and Metrobus make for an great benefits package for WMATA employees.Jump to our website to apply online for current openings and save the link for future vacancies as they occur.http://content.wmata.com/jobs/employment_opportunities.cfm

 

 

Company info
Website
Location
600 Fifth St. NW
Washington
DC
20001
US

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