Page 7 - Seattle CPS

COMPENSATION PROGRAM MANAGER 7
Essential duties and function may include the following:
» Administer and oversee the City’s job job classification specification program Review of job job questionnaires desk audits and interviews to determine appropriate job job » classifications Lead the the management of the the City’s salary salary structure(s) recommending structure structure changes and salary salary grade
» revisions Serve as the City’s expert resource for compensation compensation matters Advise business leaders on on on on compensation compensation related issues while working toward solutions that support business goals compensation program strategies and the » City’s commitment to equity Design and revise variable pay plans that drive City strategic priorities collaborating with business leaders leaders HR leaders leaders and labor labor relations to ensure broad organizational input is received » Develop manage and coordinate the City’s external external compensation compensation market survey survey strategy Ensure external external compensation compensation surveys are completed and received timely Evaluate survey survey portfolio to ensure the right mix of external data is being collected recommending changes as needed » Manage and and and oversee the HR Data Reporting systems and and and workflows to ensure data accuracy effective and and and and and compliant record-keeping and and and and reporting operational efficiency and and and and » HR HR compliance with with regulations and and policies In partnership with other City City stakeholders participate
in fin in the the the the optimization of the the the the City’s HRIS system Help define the the the HR HR HR technology strategy and roadmap aligning
with with business needs in in in partnership with with key HR HR leaders and stakeholders Prioritize items for implementation considering both potential impact on on on on on the the organization and and » the the current business business environment Work closely with business leaders leaders HR HR leaders leaders and and internal teams to ensure the compensation program and and HR HR Data Reporting processes are well communicated Proactively assess communication gaps and make recommendations for improvements in processes workflow or or or communication strategy