Manager Compensation

DEPT/DIV: People/Compensation Administration SUPERVISOR: Director, Compensation HOURS OF WORK: 9:00 am - 5:30 pm (7 1/2 hours/day) This position is eligible for telework which is currently one day per week. New hires are eligible to apply 30 days after their effective date of hire. SUMMARY: The Manager of Compensation is accountable for assisting with managing compensation and salary administration programs at the MTA. This includes planning, designing, implementing, and maintaining a full range of compensation services following established and newly created guidelines and procedures. RESPONSIBILITIES: Manage the implementation of compensation programs for the MTA. Establish and manage goals and priorities. Keep abreast of competitive trends in compensation and make recommendations for changes to salary policy and administrative procedures. Monitor the effectiveness of such programs and recommend modifications as required. Provide subject matter expertise to agencies and departments regarding organizational structure design, analyzing where the position(s) resides in the organization, and make recommendations consistent with and ensure alignment across and within an agency. Direct the evaluation of non-represented positions. Review and research department organization structures and requests for organization changes/developments/re-organizations. Perform job analysis. Recommend/establish appropriate position worth via job evaluation process and appropriate salary ranges/rates of pay. Responsible for standardizing job description development across the MTA. Ensure consistent application of best practices including compliance with applicable federal, statutory, and local statutes. Perform detailed compensation analysis. Create and maintain compensation reports and queries. Partner with various departments to ensure PeopleSoft data and other related compensation systems are up to date and accurate. Assist with various system designs, implementations, and upgrades which could include collaborations with IT, HRIS, and HRBP groups that may require system testing and review. Audit and correct compensation and related employment records in accordance with MTA compensation structures, civil service law, and legal mandate. With departmental oversight, review and approve all represented staff wage adjustments across all MTA agencies including but not limited to; negotiated wage increases, special payments, and wage progressions. Manage the research, analysis, and wage rate recommendations for represented employees at all agencies. Work directly with Labor Relations and the HRIS to develop rate charts after a new union contract is negotiated. With departmental oversight, administer the salary survey budget, survey participation, and survey library to ensure that these tools support salary decisions and recommendations and are aligned with the MTA's goals to attract and retain talent. Conduct benchmarking research as needed. Administer and determine salaries and/or hourly rates of new hires and internal promotions. Perform special projects (i.e., NYS Public Data Requests, Agency Salary Requests, etc.). Participate in the development of compensation policy. Develop and administer special compensation plans and procedures as required. Manage compensation activity and provide consultative services to managers on individual salary treatment, policies, and procedures ensuring agency-wide consistency and efficiency. Provide and facilitate training sessions on compensation policy and activities when necessary. Manage short and long-term projects in a variety of capacities, including the administration of compensation programs. Accountable for overseeing and evaluating contractor performance including observing the work performed by the contractor, reviewing invoices, addressing performance issues, and escalating issues as needed. Monitor compensation trends and issues and develop appropriate programs to address issues or potential issues. Update, attend, and facilitate the compensation portion of new hire orientation when necessary. Assist with the selection, development, and motivation of personnel within the department. Provide career development for subordinates. Provide prompt and effective coaching and counseling. Responsible for discipline/termination of employees when necessary. Review performance of staff. Create a professional environment that respects individual differences and enables all employees to develop and contribute to their full potential. Ensure the environment fosters a positive employee relations climate that is aligned with MTA principles, policies, and programs consistently. Attend meetings in place of Deputy Chief, Compensation Administration, or Senior Director, Compensation, or Director, Compensation; act as backup. Other duties as assigned. KNOWLEDGE, SKILLS, AND ABILITIES: Working knowledge of HRIS, preferably PeopleSoft, or a comparable system. Proficiency in Excel to include Pivot tables, working with formulas, and VLOOKUP. Knowledge of relevant federal and state wage and salary laws and regulations. Proven, effective leadership, management, problem-solving, planning, organizing, and decision-making skills. Strong interpersonal skills and the ability to deal effectively in a team environment and with all levels of management. Ability to work independently and in a fast-paced, challenging environment. Effective communication, human relations, presentation, coordination, and negotiating skills. Proven ability to build effective partnership relationships with department heads and managers. EDUCATION AND EXPERIENCE: REQUIRED: Bachelor's Degree in Human Resources, Business or related field or an equivalent combination of education from an accredited college and experience may be considered in lieu of a degree. A minimum of five years of strong, broad-based compensation or Human Resources experience which includes, but is not limited to, administering compensation programs including conducting salary surveys, job evaluation/classification, determining FLSA status, internal analysis, developing job descriptions, and designing organizational structures. PREFERRED: Master's degree in a related field. Familiarity with the MTA's policies and procedures. Attainment of or in the process of attaining advanced HR certification such as WorldatWork's Certified Compensation Professional (CCP), SPHR, or SHRM-SCP. OTHER INFORMATION: Pursuant to the New York State Public Officers Law & the MTA Code of Ethics, all employees who hold a policymaking position must file an Annual Statement of Financial Disclosure (FDS) with the NYS Commission on Ethics and Lobbying in Government (the "Commission"). MTA and its subsidiary and affiliated agencies are Equal Opportunity Employers, including with respect to veteran status and individuals with disabilities. The MTA encourages qualified applicants from diverse backgrounds, experiences, and abilities, including military service members, to apply. #J-18808-Ljbffr

Created: 2025-02-14