Compensation Analyst

3 weeks ago

Saint Paul, United States Metropolitan Council Full time
WHO WE ARE

We will NOT review resumes or cover letters for this position, so please don't attach them. You may still attach DD-214 forms, however, if a veteran and applicable.
This position is eligible for a hybrid (both remote and onsite) telework arrangement. Candidate's permanent residence must be in Minnesota or Wisconsin.

We are the Metropolitan Council, the regional government for the seven-county Twin Cities metropolitan area. We plan 30 years ahead for the future of the metropolitan area and provide regional transportation, wastewater, and housing services.

We are committed to supporting a diverse workforce that reflects the communities we serve.

Human Resources works with all divisions of the Metropolitan Council to provide proactive solutions for the Council's workforce needs in the areas of recruitment, labor relations, benefits, training, organizational development, occupational health, and wellness.

How your work would contribute to our organization and the Twin Cities region:

The Metropolitan Council is seeking a Compensation Analyst with strong data analysis and interpretation skills who thoroughly investigates what data represents to come to thoughtful conclusions. This position will provide technical expertise and analysis to the Human Resources department in the areas of compensation and labor costing. Duties will include administering and maintaining the compensation programs of the organization as well as salary increases, market surveys and analysis, interpretation of compensation plans, and pay equity reporting. This position will serve as an internal resource to the department and an external resource to managers and employees in understanding and applying compensation related-programs. What you would do in this job

  • Administer Council-wide compensation programs to include annual performance adjustments, general increases, pay grades, wage scales, and equity among Council staff, while ensuring compliance with the collective bargaining agreements.
  • Recommend strategies during collective bargaining and develop proposals to achieve compensation program goals and objectives in union contracts; analyze union and management proposals in relation to desired goals and outcomes; provide accurate and detailed costing and analysis of union and management proposals; and participate in collective bargaining by presenting research to support management proposals or respond to union proposals.
  • Assist with the development and recommendation of Council compensation strategy, aligning it with the objectives of the organization, industry standards, market trends, research of other public sector entities, and best practices. Provide compensation analysis and data support to outside vendors as part of compensation review processes.
  • Respond to inquiries, instruct, and advise management of the proper and consistent administration of the compensation programs and the coordination with benefit provisions of labor agreements and the unrepresented plan.
  • Respond to surveys, conduct market research, participate in the development of larger market study instruments, and analyze the results of survey data. Provide data quarterly to U.S. Bureau of Labor Statistics. Create summary document comparing Council wages to the market.
  • Leverage the functionality within the HRIS PeopleSoft system to administer pay programs and provide research queries as needed for compensation analysis. Maintain compensation rate tables, bargaining agreements, and other salary plan tables.
  • Utilize data analysis tools and techniques to assess the effectiveness of compensation programs, evaluate pay equity, and make data driven recommendations.
  • Research, analyze and apply federal/state regulations to ensure compliance (FLSA, Pay Equity reports, State of MN)
  • Develop communications of compensation administration programs and processes to employees, union representatives, and management, ensuring transparency and understanding.
  • Perform other duties directly related to this position as assigned.
What education and experience are required for this job (minimum qualifications)

Any of the following combinations in completed education (degree field of study in human resources, business administration, finance or related field) and experience (in data analysis including regression analysis, forecasting and modeling):

  • High school diploma/GED with nine or more years of experience
  • Associate degree with seven or more years of experience
  • Bachelor's degree with five or more years of experience
  • Master's degree with three or more years of experience
What additional skills and experience would be helpful in this job (desired qualifications):
  • Certified Compensation Professional (CCP) certification
  • Data analysis experience in the public sector
  • Labor relations or human resources experience
  • PeopleSoft experience
What knowledge, skills and abilities you should have:
  • Knowledge of base pay salary administration; statistical techniques including regression analysis, forecasting and modeling; survey techniques; position matching; and market pricing.
  • Knowledge of personnel law, rules, administrative procedures, and labor contracts sufficient to administer, interpret and recommend revisions to them; public administration, governmental functions/programs, and organizational design sufficient to advise agency management on compensation program design and administration.
  • Intermediate skills in Word to prepare reports, documentation incorporating charts, etc.
  • Advanced skills in Excel to create analysis documents (regression, modeling, etc.).
  • Basic skills in PowerPoint to prepare presentations.
  • Skills in Internet research for market pricing, job matches, etc.
  • HRMS system skill (query skills to extract information to prepare analytics, reports, etc.). PeopleSoft skills highly desired.
  • Ability to interpret and apply mathematics and statistical methods and procedures.
  • Ability to read, analyze, and interpret professional journals, technical procedures, and government regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of customers or clients.
What you can expect from us:
  • We offer the opportunity to make a difference and positively influence the Twin Cities metropolitan area.
  • We encourage our employees to develop their skills through on-site training and tuition reimbursement.
  • We provide a competitive salary, excellent benefits and a good work/life balance.
Additional information

Union/Grade: Non-Represented / Grade I
FLSA Status: Exempt
Safety Sensitive: No

What your work environment would be:
You would perform your work in a standard office setting. Work may sometimes require travel between your primary work site and other sites.

What steps the recruitment process involves:

  1. We review your minimum qualifications.
  2. We rate your education and experience.
  3. We conduct a structured panel interview.
  4. We conduct a selection interview.
Once you have successfully completed the steps above, then:

If you are new to the Metropolitan Council, you must pass a drug test (safety sensitive positions only), and a background check which verifies education, employment, and criminal history. A driving record check and/or physical may be conducted if applicable to the job. If you have a criminal conviction, you do not automatically fail. The Metropolitan Council considers felony, gross misdemeanor and misdemeanor convictions on a case-by-case basis, based on whether they are related to the job and whether the candidate has demonstrated adequate rehabilitation.

If you are already an employee of the Metropolitan Council, you must pass a drug test (if moving from a non-safety sensitive position to a safety sensitive position) and criminal background check if the job you're applying for is safety sensitive, is a supervisory or management job, is in the Finance, Information Services, Audit, or Human Resources departments, or has access to financial records, files/databases, cash, vouchers or transit fare cards. A driving record check and/or physical may be conducted if applicable to the position.

IMPORTANT: If you make a false statement or withhold information, you may be barred from job consideration.

The Metropolitan Council is an Equal Opportunity, Affirmative Action, and veteran-friendly employer. The Council is committed to a workforce that reflects the diversity of the region and strongly encourages persons of color, members of the LGBTQ community, individuals with disabilities, women, and veterans to apply.

If you have a disability that requires accommodation during the selection process, please email .

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