Compensation Administrator

Location
Washington D.C
Posted
Sep 15, 2021
Closes
Sep 26, 2021
Ref
210786
Function
Administrative
Hours
Full Time
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 six (6) 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.
  • A minimum of four (4) years project management experience including performing in a lead or project manager capacity.
  • Intermediate to advanced skills in Microsoft Office applications specifically in Excel, Word, and PowerPoint.
  • Experience with PeopleSoft, SAP, Ceridian or similar HCM applications. Specific experience with e-compensation management systems a plus.
  • Ability to communicate with all levels of the organization

Certification/Licensure
  • N/A

Preferred
  • Transit or Transportation experience a plus
  • Certified Compensation Professional (CCP) preferred

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.
  • 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):
  • 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.

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.

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.