Job Information
City of Durham Human Resources Manager - Compensation & Classification in Durham, North Carolina
Human Resources Manager - Compensation & Classification
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Human Resources Manager - Compensation & Classification
Salary
$84,428.00 - $130,874.00 Annually
Location
Durham, NC
Job Type
Full time with benefits
Remote Employment
Flexible/Hybrid
Job Number
24-05197
Department
Human Resources
Opening Date
11/25/2024
Closing Date
12/9/2024 11:59 PM Eastern
Description
Benefits
Questions
Position Description
Work. Serve. Thrive. With the City of Durham
Advance in your career while making a real difference in the community you serve.
Hiring Range: $84,428 - $120,00
Work Days/Hours: 8:00am - 5:00pm
Eligible for Flexible/Hybrid work option after satisfactory completion of six month probationary period.
The City of Durham's Human Resources Department (http://durhamnc.gov/722/Human-Resources) is an accomplished, diverse, energetic team embracing and inspiring the joy of public service. We aggressively challenge assumptions of what is possible, moving towards a future that is more just, productive and rewarding for all employees. Join us if you're ready to share your talents, learn new skills and build relationships in service to the City of Durham!
Position devoted to providing the full scope of human resources services in support of the City’s human capital management efforts. Incumbents provide first-level supervision to an assigned Citywide human resources function/unit that may include supervision of a minimum of two or more professional level employees, or paraprofessional employees.
The employee will be responsible for serving as subject matter experts in their assigned area, providing consultation and policy interpretation to managers and supervisors throughout the City. Decision-making includes providing input into management objectives, establishing work goals and objectives of a unit to carry out management direction, and selecting the method to address a problem or issue, subject to the constraints established by management objectives and direction.
Duties/Responsibilities
Supervise professional, paraprofessional, and support level staff, to include conducting performance evaluations, coordinating training, and implementing hiring, discipline, and termination procedures.
Manages large, complex, and/or high visibility, programs, projects, strategies, events, processes, and operations in an assigned human resources functional area; provides subject-expertise and consultation to City employees and managers; develops and interprets policies and procedures; supervises professional and/or paraprofessional staff, to include prioritizing and assigning projects and other tasks, training and coaching, and evaluating performance; resolves complex issues; and ensures compliance with applicable regulations, policies, and procedures.
Performs complex data analyses; prepares complex original reports; develops, makes and implements recommendations; identifies trends; and facilitates process improvements.
Manages budgets and expenditures; assesses resource needs; analyzes financial trends; monitors and/or approves expenditures; and makes budget recommendations.
Prepares and directs the preparation of reports; oversees database maintenance; prepare City Council agenda items; develops requests for proposals; and oversees the preparation and review of job descriptions and internal and external communications, including emails, posters, newsletters, videos, and other materials and documents.
Collaborates with City management, City departments, consultants, vendors, search firms, and other internal and external contacts; provides expert consultation; participates in strategic planning activities, manages and implements program operations; resolves complex issues and negotiates and administers contracts.
Managing compensation plans, market surveys, classification systems, and pay activities including maintaining FLSA compliance.
Making pay recommendations.
Managing the classification plan, process, policies, and procedures.
Administering the performance management program.
Consulting on pay equity and talent management issues.
Manage the City’s pay plans, including researching and recommending market-based adjustments to salary structures to maintain market competitiveness.
Prepares memorandums and agenda items on classification and compensation plan changes for submission to the City Manager’s Office and City Council for review and approval.
Manage the City’s classification plan, which includes over 250 job classifications. Determines classification and pay grade assignment based on the City’s job evaluation system and internal equity.
Maintains all classification specifications (job descriptions), supervising updates as needed to maintain accurate descriptions of essential job duties and minimum job requirements.
Reviews classification specifications to maintain DOL compliance regarding FLSA exempt and non-exempt status.
Researches and responds to inquiries regarding DOL regulations.
Analyzes position job tasks to determine the appropriate classification of occupied and vacant positions.
Supervise small Compensation staff.
Manages the City’s performance management program, including supporting supervisors in setting performance goals, creating and documenting performance measures, evaluating performance, providing regular feedback and coaching on corrective action plans when necessary.
Collaborates with City’s Budget Department on classifying and adding new positions each fiscal year.
Provides consultations with department directors and managers on the appropriate job classification for changing or adding job functions to positions.
Researches, develops, and administers HR policies related to classification and compensation, performance management, pay treatment, acting assignments, overtime, and FLSA compliance.
Conducts classification and compensation surveys, compiling and analyzing collected data to offer classification and compensation recommendations.
Collaborates with the HRIS Team to implement classification and compensation plan updates and any associated employee classification title and pay adjustments.
Collaborates with the Talent Management and Acquisition Team on recruitment job advertisements.
Performs analysis of salary offers; advises hiring managers on equitable offers after reviewing candidates’ qualifications as compared to job requirements and internal staff to ensure offers are equitable and do not create unjustified salary bypassing.
Amends compensation policies when necessary.
Perform all other related duties as assigned.
Minimum Qualifications & Experience
Bachelor’s degree in human resources, social sciences, industrial/organizational psychology or directly related field.
Six years of professional human resources experience.
Three years of supervisory experience.
KNOWLEDGE AND SKILLS
Knowledge of:
Principles and methods of qualitative and quantitative research.
Leadership/management principles, practices, and techniques.
Techniques and methods for organizing, prioritizing, assigning, and monitoring work.
Principles and practices of human resource program administration and management.
Project management principles.
Best practices, trends, and emerging technologies in the compensation industry.
Principles and applications of critical thinking and analysis.
Principles and practices of budget development and administration.
Principles and techniques of effective verbal and written presentations.
Principles and practices of conflict resolution.
Customer service principles.
Skills In:
Supervising, training, coaching, and evaluating staff performance.
Coordinating deadlines, prioritizing work demands, and assigning/monitoring work performed.
Managing a program and project.
Overseeing the implementation and adherence to quality assurance and standards.
Interpreting, monitoring, and reporting financial information, program data, and statistics.
Compiling and sorting data and articulating issues and recommendations.
Authoring and preparing original reports, documents, and presentations.
Developing and drafting policies and procedures.
Facilitating group discussions and building consensus using persuasive reasoning.
Providing technical guidance, direction, and education to program stakeholders.
Developing and managing business relationships with program stakeholders.
Providing customer service.
Utilizing a computer and relevant software applications.
Utilizing communication and interpersonal skills as applied to interaction with employees, leadership, the public, and others is necessary to exchange or convey information sufficiently and to receive work direction.
Additional Preferred Skills
Preferred Licensing/Certifications:
Certified Compensation Professional (CCP).
PHR/SPHR/IPMA-HR.
Additional Qualifications include:
Strong analytical, data, and analysis experience.
Experience leading and managing projects.
Experience leading and managing programs.
MS Office Suite skills, including advanced Excel skills.
Strong presentation skills.
Ability to collaborate and communicate with all levels of the organization and all employees.
Benefits – General Full-Time Employees
12-13 paid holidays per year
13 standard work days of vacation per year
13 standard work days of sick leave per year, which accumulates indefinitely; sick leave may be used toward early retirement
2 weeks paid military leave per year
Medical, dental, vision, and supplemental life insurance plans
State and City retirement plans
Short and long term disability plans
Paid temporary disability leave for specified conditions
City contribution of 13.6% into the N.C. State Retirement System
Paid funeral leave
Employee Assistance Program - personal and family counseling
Paid life insurance equal to annual salary
48 hours for volunteer work each year*
4 hours parental leave each year
Workman's Compensation Insurance
457 Deferred Compensation Plans
Benefits - Part-Time (1,000 hours or more per year)
401(k) retirement plan (5.0% of salary)
State retirement plan
Benefits Part-Time (Average 30 hours per week over 12 month period)
401(k) retirement plan (5.0% of salary)
State retirement plan effective first day of the month following date of hire
Health insurance effective first day of the month following date of hire
Dental and life insurance, after one year of service
Pro-rated vacation, pro-rated sick, pro-rated floating holiday, parttime holiday pay (based on scheduled hours for that day) after one year of service
01
Where did you first hear about this opportunity?
City of Durham Website
Walk in
Job fair
Employee referral
Professional organization Please list the organization in "other" box below
Internet posting Please list the specific web site in the "other" box below
Craig's List
Facebook
LinkedIn
GlassDoor
governmentjobs.com
Monster.com
Indeed.com
Employment Security Commission
Magazine/Newspaper
Other
02
If you listed "other" above please give specific web site, organization, or publication.
03
Please select your highest level of COMPLETED education.
Less than a High School Diploma or Equivalent (GED, HiSET, TASC)
High School Diploma or Equivalent (GED, HiSET, TASC)
Associates Degree
Bachelor's Degree
Master's Degree
Doctoral Degree (PhD, Juris Doctorate)
04
How many years of professional human resources experience do you have?
No related experience
Less than 1 year of related experience
1 year but less than 3 years related experience
3 years but less than 6 years related experience
6 or more years related experience
05
How many years of experience do you have in a supervisory/management capacity?
No supervisory experience
Some supervisory experience but less than 1 year
1 year experience but less than 3 years
3 years experience but less than 5 years
5 or more years supervisory experience
Required Question