Manager of Compensation & Analytics
Bay Area Rapid Transit - oakland, CA
Apply NowJob Description
Marketing Statement Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program. Job Summary Pay Rate Non-Represented Pay Band 9 Annual Salary Rate: $151,524 annually (Minimum) - $229,559 annually (Maximum) The negotiable starting annual salary will be between $151,524 - $181,482, commensurate with education and experience. Reports To Deputy Director of Human Resources Current Assignment The San Francisco Bay Area Rapid Transit District (BART) is seeking a Manager of Compensation & Analytics to join its Human Resources Department management team. Under direction, the Manager of Compensation & Analytics manages the activities and operations of the Classification & Compensation/Human Resources Information Systems (HRIS) Division of the Human Resources Department, which is responsible for the development, implementation, and management of the District's classification and compensation programs, as well as the planning, implementation, and administration of all human resources information systems, including the processing of all employee and position transactions. Additionally, the Manager of Compensation & Analytics oversees the District's labor analytics functions, which involves financial and data-based analysis in support of human resources and labor relations programs and policies. Finally, the incumbent will provide highly responsible and complex project and administrative support to the Deputy Director of Human Resources and the Director of Human Resources, and perform other related duties as assigned. The most qualified candidates for this position will have highly developed competencies in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process: Deep understanding of principles and practices of classification and compensation administration. Ability to oversee the design, implementation, administration, and maintenance of various HRIS systems. Broad knowledge of public sector human resources administration in a unionized environment. Exceptional written and verbal communication skills and the ability to clearly communicate complex topics in an accessible and easy to understand way. Advanced analytical and problem-solving skills. High level of comfort working with complex data and performing routine statistical analyses on the data. Ability to leverage various computer systems and applications in conducting analyses, including familiarity with Microsoft Excel formulas and functions. Ability to work effectively with a broad range of stakeholders. Selection Process Applications will be screened to assure that minimum qualifications are met and may be further screened based on training and experience. Those applicants who meet minimum qualifications and pass the supplemental screening will be invited to move forward in the selection process, which will include a panel interview and may include a practical exercise. The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U.S.; pass a pre-employment medical examination which may include a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include a background check. (Does not apply to current full-time District employees unless specific job requires additional evaluations). Examples of Duties Manages, plans, oversees, and evaluates the work of the Classification & Compensation Division and the Human Resources Information Systems Division of the Human Resources Department; provides strategic direction and ensures alignment to organizational objectives. Develops, implements, and administers comprehensive compensation programs that contribute to the District's ability to attract, retain, and motivate qualified employees. Manages job evaluation processes, including development, analysis, and maintenance of job descriptions; oversees classification and compensation research and studies, and ensures roles are accurately classified and aligned with compensation policies. Oversees the planning, implementation, and management of human resources information systems; oversees the District's position control processes, ensuring data accuracy and efficient processing of employee and position transactions. Collaborates with information technology staff and other stakeholders to enhance HR system functionality and streamline and document operations and procedures. Provides data-driven insights and analytics in support of labor contract negotiations, grievance resolutions, and arbitrations; develops and maintains metrics to evaluate the efficiency and effectiveness of service delivery methods and procedures. Conducts in-depth compensation studies and market analyses to inform salary decisions and human resources initiatives; prepares complex financial and operational reports for senior management and presents recommendations based on data backed findings. Advises District employees, supervisors, and management staff on classification, compensation, and HRIS related matters; ensures transparent communication of compensation-related policies and procedures. Serves as the liaison for other divisions, departments, and external organizations regarding classification, compensation, and HRIS issues; provides responses to outside agencies for various surveys of data. Oversees the approval and placement of temporary employees via upgrade or temporary staffing agencies while recruitments are conducted for permanent appointments. Manages and participates in the development and implementation of goals, objectives, policies, and priorities for assigned programs; recommends and administers policies and procedures. Coordinates activities between departmental divisions to ensure efficiency and effectiveness of service departmental operations; monitors delivery methods and procedures; recommends, within departmental policy, appropriate service and staffing levels. Conducts a variety of organizational studies, investigations, and operational studies; recommends modifications to assigned human resources services programs, policies, and procedures as appropriate. Interprets District policies and procedures for employees; explains programs and resolves issues. Serves as the liaison with other divisions, departments, and outside agencies; negotiates and resolves sensitive and controversial issues. Monitors and ensures compliance with relevant labor laws and regulations; evaluates impact of new legislation on District policies and procedures and recommends necessary practice and procedural changes. Serves as staff on a variety of boards, commissions, and committees; prepares and presents staff reports and other necessary correspondence. Attends and participates in professional group meetings; stays abreast of new trends, legislation, and innovations in the field of personnel services/human resources management. Responds to and resolves difficult and sensitive citizen inquiries and complaints. Minimum Qualifications Education: A bachelor's degree in human resources, business administration, public administration, or a related field. Experience : The equivalent of five (5) years of full-time professional human resources experience in the areas of classification and compensation and/or human resources information systems, which must have included at least two (2) years of supervisory experience. Substitution : Additional professional experience as outlined above may be substituted for the education on a year-for-year basis. Knowledge and Skills Knowledge of: HR Management principles related to comprehensive classification and job evaluation programs. HR Management principles related to systems development. Project management methods and techniques. Operational characteristics, services and activities of a comprehensive human resources program including human resources information systems, and compensation and classification programs. Principles and practices of human resources program development and administration. Methods and techniques of implementing effective human resources programs in a cost-effective manner that is also responsive to the needs of the larger organization. Principles and practices of contract administration. Principles and practices of budget preparation and administration. Principles of supervision, training, and performance evaluation. Related Federal, State, and local laws, codes, and regulations. Extracting and evaluating data. Conducting independent research and analysis. Conducting interviews. Skill in: Overseeing and participating in the management of a comprehensive human resources program. Selecting, supervising, training, and evaluating staff. Participating in the development and administration of division goals, objectives, and procedures. Overseeing the work of contracted consultants and plan administrators. Preparing and administering large program budgets. Preparing clear and concise administrative and financial reports. Overseeing the maintenance of District personnel files and records. Analyzing problems, identifying alternative solutions, projecting consequences of proposed actions and implementing recommendations in support of goals. Researching, analyzing, and evaluating new service delivery methods and techniques. Interpreting and applying Federal, State, and local policies, laws, and regulations. Communicating clearly and concisely, both orally and in writing. Establishing and maintaining effective working relationships with those contacted in the course of work. Equal Employment Opportunity GroupBox1 The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws. The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at . Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application /jobs.
Created: 2024-10-11