Job Title: Program Manager, Compensation

Reports to:Directory, Human Resources
Typical Schedule:245 days/7.5 hours
Bargaining Unit:N/A

 

FLSA:Exempt
Job Code:TBD
Salary Schedule:MGT08C

JOB GOAL

Responsible for planning, organizing, coordinating, and monitoring district compensation programs and strategies in support of organizational goals and objectives. This includes providing compensation expertise in job studies, pay plan design, union negotiations, organizational management, and salary administration; overseeing position control activities to ensure compliance within budgetary constraints; and direct supervision of staff.

ESSENTIAL DUTIES & RESPONSIBILITIES

The following statements are intended to describe the general nature and level of work being performed by individuals assigned to this position. These statements are not intended to be construed as an exhaustive list of all duties and responsibilities required of those in this position.
  1. Develop, plan, and manage the district’s compensation strategies and activities designed to enhance the District’s ability to attract, hire and motivate qualified employees while ensuring compliance with applicable federal, state, and local laws, rules, and regulations, and union agreements.
  2. Manage compensation and wage and salary administration for district personnel consistent with district priorities and goals; and identify district goals for compensation related activities.
  3. Develop, recommend, plan, and implement changes to pay structures and compensation plans; and develop, maintain, and update applicable compensation manuals.
  4. Monitor the effectiveness of compensation policies, guidelines, and procedures, recommending plan revision, structural adjustments, and/or new plans that are cost effective and consistent with compensation trends and objectives.
  5. Develop procedures for compensation administration, establishing guidelines for initial placement, promotional increases, and other changes in employee pay.
  6. Coordinate the development of salary schedules, pay plans, job descriptions, documents, organizational charts, and data analysis related to compensation, and make recommendations to superintendent’s staff for improvements.
  7. Conduct market pricing analysis to determine appropriate pay levels and participate in compensation surveys to stay abreast of related market trends.
  8. Coordinate compensation activities associated with instructional and non-instructional unions; and assist the chief negotiator with the collective bargaining process regarding compensation issues by making recommendations for improvements, gathering and compiling information for the union, and preparing salary projections.
  9. Supervise, evaluate, train and delegate work to appropriate staff; and make recommendations for employment.
  10. Oversee position control and compensation functions to ensure fiscal responsibility for the District.
  11. Oversee the maintenance and monitoring of allocations in schools and departments in order to keep allocations current and prevent allocation overfills.
  12. Respond to all levels of employees for problem resolution of pay disparities and other inquiries in a timely manner.
  13. Prepare cost analyses and various compensation reports by gathering, analyzing, and summarizing compensation data and trend information.
  14. Provide advice to managerial/administrative staff on pay decisions, policy and guideline interpretation, and job evaluation.
  15. Research and analyze occupational data and develop standardized job descriptions to ensure that all positions are accurately documented for position evaluation and hiring, including applicable FLSA status.
  16. Keep apprised of existing and new federal and state compensation laws, regulations, and statutes and recommend appropriate changes or additions to ensure District policies and procedures are in compliance.
  17. Perform other duties as assigned.

MINIMUM REQUIREMENTS

Requirements are representative of minimum levels of knowledge, skills and/or abilities. To perform this job successfully, the incumbent will possess the abilities or aptitudes to perform each duty successfully. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

KNOWLEDGE, SKILLS & ABILITIES

  • Knowledge of and ability to understand and interpret applicable policies, state statutes, and federal laws and guidelines, including Florida Statutes, School Board policy, and union agreements
  • Knowledge of current trends in compensation theory, wage and salary practices, job evaluation methods, pay plan design, and reward strategies
  • Ability to define, implement, and integrate key human resources functions, including workflow management
  • Ability to plan and manage projects efficiently and within established timeframes
  • Ability to work collaboratively with others and facilitate groups to consensus
  • Ability to communicate effectively with a variety of audiences, orally and in writing, including electronic media
  • Advanced knowledge of and experience with personal computers and programs, such as word processing programs, spreadsheets, and databases

EDUCATION, TRAINING & EXPERIENCE

  • Bachelor’s degree from an accredited institution
  • Five years of professional experience in human resources, with considerable experience in compensation

CERTIFICATES, LICENSES & REGISTRATIONS

None

PREFERRED QUALIFICATIONS

  • Senior Professional in Human Resources (SPHR) or Professional in Human Resources (PHR) certification and/or Certified Compensation Professional (CCP) designation
  • Master’s Degree from an accredited educational institution
  • Experience in various pay programs, strategies, reward systems, and analysis methods
  • Experience in public sector and/or public-school classification and compensation
  • Experience with union negotiations

SUPERVISORY RESPONSIBILITY

Direct supervision of assigned personnel. Responsibilities include planning, assigning, and directing work; addressing complaints and resolving problems; training employees; evaluating performance; and interviewing, testing, hiring, and assignment of personnel.

PHYSICAL REQUIREMENTS

Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently to lift, carry, push, pull or move objects. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

PHYSICAL ACTIVITY

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this job, the employee is required to sit, talk, and hear; stand and walk; use hands to finger, handle, or feel; reach with hands and arms. The employee occasionally lifts and/or moves up to 25 pounds. Specific vision ability required by this job includes close vision, distance vision, and the ability to adjust focus.

WORKING CONDITIONS

Indoors and Outdoors: The worker is subject to both environmental conditions. Activities occur inside and outside.

MACHINES, TOOLS, EQUIPMENT

  • General office equipment, including personal computers, fax machines, copiers, telephones, etc.

TERMS OF EMPLOYMENT

Salary and benefits shall be paid consistent with the District’s approved compensation plan. Length of the work year and hours of employment shall be established by the District.

Performance of the job will be evaluated in accordance with provisions of the School Board’s policy on evaluation of personnel.

Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this job at any time.

Pasco County Schools will provide reasonable accommodations to qualified individuals with disabilities to allow them to perform the essential functions of the job when such individuals request an accommodation.

Program Manager, Compensation;   EST: September 3, 2013;   REV: n/a;   Board Approved: September 3, 2013