Classification Compensation Manager 1-City of Detroit

Job Description

Job Title: Classification Compensation Manager 1

Company: City of Detroit

Location: Detroit, MI

Pay: $93710 – 122906 per year

AI Pay Analysis: The annual salary range of $93,710 to $122,906 for a “Classification Compensation Manager 1” in Detroit, MI translates to an hourly rate of approximately $45 to $59, which appears competitive when compared to industry standards for similar roles in the region. According to various salary benchmarking sources, including the Bureau of Labor Statistics and industry salary surveys, compensation managers typically earn between $80,000 to $130,000 annually, depending on experience, organization size, and specific responsibilities. This specific range aligns well within those parameters, suggesting that the offered salary is attractive and competitive for professionals in this field in the Detroit area.

Job description:

The Classification Compensation Manager 1 is recognized as a subject matter expert within their domain, demonstrating a high level of skill, knowledge, and mastery in the responsibilities associated with Level I, II, and III roles. This position serves as a key resource for all other levels within the classification and compensation job family. Employees in this capacity are regarded as knowledge experts and are prime candidates for advancement within the organization. They frequently take on additional responsibilities beyond their formal job description and showcase advanced proficiency and initiative.

The Classification Compensation Manager 1 may supervise or oversee the activities of colleagues within the department.

Examples of Duties

• Provides strategic guidance to senior management on best practices relating to compensation, employee retention, and general human resources policies.
• Conducts analysis of compensation data and market trends, and completes compensation surveys for comparative analysis.
• Collaborates confidentially with management and administrative teams to formulate and implement policies during collective bargaining.
• Advises managers, supervisors, and employees on classification and compensation policies.
• Develops city-wide compensation policies and guidelines aimed at promoting competitive hiring practices and ensuring internal equity.
• Establishes compensation ranges for various positions informed by governmental data and internal strategies to maintain equity.
• Fosters relationships with key stakeholders, ensuring alignment on compensation needs.
• Assesses existing systems and procedures and innovates new approaches to enhance functionality.
• Reviews position classifications against the workforce to ensure appropriate application and alignment.
• Maintains updated internal salary ranges and compensation guides, in addition to industry data within compensation software.
• Contributes to the creation of compensation metrics, reports, and tools to guide compensation program decisions.
• Performs gap analyses, identifying crucial areas for change in current systems and implementing effective evaluation methods.
• Prepares comprehensive statistical and narrative reports, including classification analysis and related compensation applications.
• Reviews and revises job descriptions to reflect current roles and responsibilities.
• Acts as a liaison between customer departments and the Classification and Compensation Department, facilitating resolution of departmental needs.
• Updates the Human Resource Information System (HRIS) with current salary data.
• Utilizes market data sources to benchmark positions and conduct comprehensive job analyses.

Minimum Qualifications
A Bachelor’s degree in human resources, data analytics, project management, business, management, organizational development, or labor relations is required. The ideal candidate will possess significantly advanced responsibilities along with four to five (4-5) years of human resources experience encompassing various components: compensation, recruitment/staffing, benefits, labor relations, employee relations, training and development, and organizational development.

Equivalency

• Combinations of education and experience that provide the requisite knowledge, skills, and abilities will be evaluated on an individual basis.

Licensing & Certifications

• Participation in ongoing professional development opportunities may be required.
• Preferred certifications include those from the Society of Classification and Compensation, International Personnel Management Association, or SHRM-CP/SCP.

Supplemental Information
Evaluation Plan

• Interview: 70%
• Evaluation of Training, Experience & Personal Qualifications: 30%
• Total of Interview and Evaluation: 100%

Additional points may be awarded based on:

• Veteran Points: 0 – 15 points
• Detroit Residency Credit: 15 points

Knowledge Of:

• Budgeting principles and procedures.
• Functions and applications of Human Resource Information Systems (HRIS).
• Best practices in classification and compensation.
• Laws, policies, and procedures relevant to compensation planning.
• Management principles affecting human resource administration.
• Market rates and retention strategies.
• Methods for evaluating organizational structures in classification and compensation.

Skill In:

• Managing collective bargaining agreements from a compensation perspective.
• Analysis, change management, and research.
• Maintaining confidentiality in all matters.
• Effective oral and written communication, including presentation skills.
• Proficient use of Microsoft Office, particularly advanced Excel functions.
• Conducting statistical analyses and problem-solving.

Ability To:

• Regularly review the salary structure for potential adjustments.
• Ensure compliance with contractual guidelines and organizational policies.
• Manage multiple priorities and staff under varying time constraints.
• Develop and maintain effective working relationships across departments.
• Provide consulting on salary recommendations and educate supervisors on compensation policies.

Employment Benefits
The City of Detroit offers a competitive and comprehensive employee benefits package, which contributes to our low turnover rate and the longevity of our employees. Benefits include, but are not limited to the following:

Health:

• Medical, dental, and vision coverage.

Insurance:

• Optional life insurance, with the City covering 60% of premiums for the first $12,500 of employee life insurance.
• Long-term disability insurance.

Paid Time Off:

• Sick leave, vacation, and holidays.

Other Leave Benefits:

• Paid and unpaid leave options such as funeral leave, Family and Medical Leave, jury duty, and military duty leave.

Retirement Benefits:
City employees automatically join the General Retirement System, granting eligibility for retirement benefits after certain conditions are met.

Advancement Opportunities
Employees have numerous prospects for growth and career advancement within all City departments and divisions.

Join us for a successful career with the City of Detroit, where you will be part of a dedicated team committed to delivering exceptional service to our community.

Job Posting Date: Wed, 18 Dec 2024 06:57:40 GMT

Apply now!