EDUCATION and/or EXPERIENCE
Bachelor's degree in Human Resources, Business Administration, or a related field and five years of progressively responsible experience in human resources, talent acquisition, and/or compensation. Extensive knowledge of compensation principles, practices, regulations, and laws (e.g., FLSA) is strongly desired. Experience using point-factor job evaluation techniques preferred. Strong understanding of employment law and regulations. Excellent communication, interpersonal, and problem-solving skills. Demonstrated ability to handle multiple tasks and priorities in a fast-paced environment. Must be able to demonstrate professionalism and uphold strict confidentiality when dealing with sensitive information. Must be proficient in the use of Microsoft Office Suite. Extensive knowledge of Oracle HRIS, SABA, and Pay Factors software is desirable. In lieu of a degree, directly related experience may be substituted on a year-for-year basis.
INTERVIEW SELECTION PROCESS: The selection process may include one or more components to demonstrate applicants’ knowledge, skills, and abilities in job-related areas. These may include exercises such as practical demonstrations, written communications, oral interviews, and/or competency assessments.
THIS POSTING IS TO FILL THE CURRENT VACANCIES AND ANY FUTURE VACANCIES THAT MAY OCCUR IN THE NEXT SIX (6) MONTHS
SUMMARY
Serves in a lead capacity and plays a significant role in providing strategic guidance, advice, and/or training to Human Resources Generalists. Possesses advanced knowledge of administration of salary programs. Provides advanced oversight and support over HR initiatives, special projects, and staffing needs. Acts in a lead role to ensure fair and consistent application of HR policies and procedures. Develops comprehensive job descriptions, conducts salary reviews, and job evaluations at the request of management. Participates in salary surveys. Develops, implements, and updates policies and procedures, and supports special projects and human resources initiatives as needed or assigned.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Administers salary programs and prepares salary recommendations (i.e., promotions, transfers, reclassifications for non-represented, police, and union).
Ensures compensation strategies align with organizational goals.
Conducts job evaluations to determine salary grade and pay classification for new and/or revised positions, ensuring compliance with regulations (FLSA).
Develops, updates, and maintains comprehensive job descriptions for the company.
Reviews current and proposed organizational structures, pay practices, and strategies, and makes recommendations for improvement.
Works in close collaboration with the Learning and Development unit to support the performance management process system.
Implements human resources initiatives to boost employee morale, retention, and engagement.
Participates in salary surveys.
Serves as lead on compensation-related projects and implementations.
Performs other duties as assigned.
SUPERVISOR RESPONSIBILITIES
Serves in a lead capacity and provides functional guidance, advice, and/or training to lower-level HR Generalists.
The company is an Equal Opportunity Employer and does not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity and/or expression, status as a veteran, and basis of disability or any other federal, state, or local protected class.
