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Sr Manager, Compensation

4 months ago

Chicago, United States Metra Full time

Description

Metra is one of the largest and most complex commuter rail systems in North America, serving Cook, DuPage, Will, Lake, Kane, and McHenry Counties. The agency is linking communities in Northeastern Illinois by providing safe, reliable, and efficient commuter service.

Metra's Human Resources Department's mission is to recruit and retain qualified employees in a diverse workforce; treat all employees fairly; facilitate training and professional development for career growth; effectively manage and administer compensation; negotiate and administer flexible benefit programs that provide quality and value; administer medical leaves and related services; promote wellness; provide confidential and efficient records administration; ensure that Metra's policies and procedures comply with all laws governing employment, benefits and other ancillary services; and foster an environment of trust and mutual respect with employees as well as internal and external partners. Human Resources is staffed with 30 employees.

Reporting to the Director Compensation, Benefits & HRIS, the Sr. Manager Compensation is responsible for developing, implementing, and administering compensation programs for executive and staff departments; supervising staff in the performance of their duties; recommending and revising compensation programs, policies, and procedures that align with the agency's goals and reflect best practices; and ensuring through audits, legal reports, and personal interactions that agency compensation programs are administered in compliance with organizational policies and government regulations.

The primary duties include: Develop, implement, and monitor compensation (executive, exempt, and nonexempt compensation) strategies and programs that align with agency goals, attract and retain qualified employees, comply with employment laws, are cost-effective, and reflect current trends. Manage and participate in the development and implementation of compensation goals, objectives, policies, and procedures; establish priorities and assign, review and evaluate staff work; and implement processes and standard operating procedures that reflect best practices and ensure work quality and consistency. Manage the administration of job evaluations to determine proper classification and compensation, preparation of job descriptions, designation of FLSA status, and reporting of compensation-related actions for non-contract employees. Communicate compensation policies and practices, pay decisions, and job evaluation findings to management. Supervise the conduct, participation in, and/or purchase of salary surveys to ensure the attainment of current market data for external salary competitiveness. Approve time off, coordinate staff schedules, fill vacancies as necessary, and ensure compliance with departmental and company policies and objectives. Decide/implement staffing decisions, performance evaluations, and performance improvement, disciplinary, and/or termination procedures. Make recommendations regarding hiring, performance evaluations, disciplinary and/or termination procedures. Promote safe work practices and maintain and foster a safe work environment. Perform other related duties as assigned to meet the ongoing needs of the organization.

Candidates can expect salary offers that range from the minimum to the mid-point of the salary range. Metra provides full pay ranges so candidate can consider their growth potential.

Metra is a railroad employer subject to the provisions of the Railroad Retirement Tax Act, not the Social Security Administration.

Requirements

  1. Bachelor's degree in Business, Human Resources, or related field, OR in lieu of specified degree, any combination of education and experience may be substituted for the required degree that equals four years in compensation and/or field relating to compensation.
  2. In addition to #1, must have a minimum of five years of compensation experience.
  3. Must have direct or indirect supervisory experience that may include day-to-day employee management, assigning tasks, providing guidance and training, monitoring performance, conflict management, budgeting, hiring, and discipline and/or termination.
  4. Considerable knowledge of compensation theories, methodologies, and trends.
  5. Considerable knowledge of local, state, and federal compensation laws and regulations.
  6. Good research, analytical, organizational, and critical thinking skills.
  7. Good verbal and written communication skills including the ability to explain laws and regulations to senior leadership.
  8. Good management and collaboration skills.
  9. Must be proficient in Microsoft Office Suite.
  10. Must exhibit mastery in Microsoft Office Excel.
  11. Ability to analyze and interpret data with a high level of accuracy, consistency, and detail.
  12. Ability to create and deliver presentations to employees at various levels in the organization.
  13. Ability to manage multiple priorities and adapt to change.
  14. Ability to use good judgment and discretion with highly confidential business and employee information.
  15. Ability to continually learn and apply current legislation, trends, and practices in compensation.
  16. Must be willing to travel within and outside of Metra's 6-county region.
  17. Must be available to work flexible hours in the early morning, late afternoon, evenings, or weekends.
Preferred:
  1. PHR or SPHR or SHRM-CP or SHRM-SCP certifications.


Please note: Regardless of any state laws that legalize marijuana, Metra prohibits applicants and employees' use or possession of marijuana (or marijuana paraphernalia), or having detectable amounts of marijuana in their bodies, including synthetic and/or non-synthetic substances such as THC for any reason for pre-employment screening purposes, while on duty, subject to duty, on Metra property, or in Metra work equipment and vehicles.

Metra is an Equal Opportunity/Affirmative Action Employer. It is our policy to fill vacant positions with qualified candidates without regard to race, color, sex, religion, national origin, age, gender identity, disability, or any protected categories, assuming an individual can perform the essential functions of the job with or without accommodation.