Classification Compensation Manager 1 Print (https://www.governmentjobs.com/careers/detroit/jobs/newprint/4749329) Apply  Classification Compensation Manager 1 Salary $93,710.00 - $122,906.00 Annually Location Michigan, MI Job Type Certified-Regular Civil Service Job Number 20242131140042HRJS Department Human Resources Dept Division Classification & Compensa Opening Date 12/16/2024 Closing Date 1/6/2025 11:59 PM Eastern Bargaining Unit 9000-Non Union Salary Regular Service General + Description + Benefits + Questions Description HUMAN RESOURCES DEPARTMENT Classification Compensation Manager 1 The Classification Compensation Manager 1 is considered an authority in their area of expertise and displays a great deal of skill, knowledge and mastery of the job and the responsibilities included in the roles of the Level I, II, and III positions. They are looked to as subject matter experts and become resources for all other levels within the job family. Employees at this level are viewed as knowledge experts and are candidates for the next level of responsibility within the function and their organization. They often assume additional responsibility over and above their job description and exhibit advanced levels of proficiency and initiative. The Classification Compensation Manager 1 often oversees or supervises the work of others within the department. Examples of Duties + Advises senior management on best practices and strategic initiatives related to compensation, retention, and general HR practices. + Analyzes compensation data, market trends and completes compensation surveys for direct comparison. + Assists and performs in a confidential capacity to the Management team and administrative staff who formulate, and effectuate management policies during collective bargaining. + Counsels and advises managers, supervisors and employees on Classification and Compensation policies and procedures. + Creates City-wide compensation policies and guidelines for competitive hiring and internal equity practices. + Creates compensation ranges for all positions based on governmental data and internal strategy to ensure equity. + Establishes and maintains relationships with key customer representatives. + Evaluates existing systems and procedures and develops new and innovative approaches. + Examines position classifications and compares with workforce to ensure appropriate application. + Maintains current internal salary ranges and guide books, as well as industry data in compensation software. + Participates in the development of compensation metrics, reports, and tools to inform compensation program decisions. + Performs gap analyses including, but not limited to, developing and implementing methods to evaluate current systems and identify critical areas for change. + Prepares complex comprehensive statistical and narrative reports including, but not limited to, classification analysis and compensation application to the appropriate classifications. + Reviews and updates current job descriptions. + Serves as a liaison between customer department(s) and the Classification and Compensation Department by communicating and facilitating the resolution of departmental Classification and Compensation needs. + Updates HRIS with current salary information. + Utilizes market data sources to benchmark positions and conduct internal/external job analysis. Minimum Qualifications + Bachelor's degree with major in human resources, data analytics, project management, business, management, organizational development, or labor relations. + Significantly advanced levels of responsibility and four to five (4-5) years of human resources experience in any combination of the following components: compensation, recruitment/staffing, benefits, labor relations, employee relations, training and development, and organizational development. Equivalency + Equivalent combinations of education and experience that provide the required knowledge, skills, and abilities will be evaluated on an individual basis. Licensing & Certifications + May be required to periodically participate in continuing education opportunities in related professional development categories. + Designations from the Society of Classification and Compensation, Management, International Personnel Management Association – HR - SHRM-CP/SCP Certification preferred. Supplemental Information Evaluation Plan + Interview: 70% + Evaluation of Training, Experience & Personal Qualifications: 30% + Total of Interview and Evaluation T.E.P: 100% Additional points may be awarded for: + Veteran Points: 0 – 15 points + Detroit Residency Credit: 15 points LRD: 1/24/2024 Knowledge Of: + Budgetary concepts and procedures. + Capabilities and applications of Human Resource Information Systems (HRIS) and other related information technology systems that support and integrate Classification and Compensation. + Classification and Compensation best and leading practices. + HRIS systems interfaces with Classification and Compensation processes and procedures. + Laws, policies, and procedures related to compensation planning and development and appropriate legal implications to multiple classifications. + Management principles and practices affecting human resources administration. + Market rates and retention tools. + Methods of assessing organizational structure in both classification and compensation approaches. + Occupations and their supporting sciences and competencies. + Principles and theories of compensation analysis and classification structures and design and business principles and practices as they relate to public administration. + Project management and practices, principals and application. + Union and negotiated contracts and the compensation and classification applications. Skill In: + Administering collective bargaining agreements from a budgetary and compensation perspective. + Analysis. + Change management. + Conducting research and investigations. + Confidentiality. + Coordinating and expediting processes and activities involving multiple organizational levels and contacts. + Decision Making. + Encouraging teamwork and employee cooperation. + Initiative and Self-Management. + Interpretation of data and statistics. + Maintaining an exceptionally high level of confidentiality. + Microsoft Office with advanced skills in Excel administration and spreadsheet preparation. + Oral and written communication including developing and delivering presentations. + Performing statistical reports, computations and correlation analyses. + Problem Solving. + Professionalism and Credibility. + Project Management. + Research and Investigation. + Strong problem solving and analytical skills. Teamwork. Ability To: + Annually review the salary structure for possible adjustment. + Apply and ensures compliance with contract guidelines, laws and policies and procedures in all aspects of responsibilities. + Assist and act in a confidential capacity. + Assist in the development and updating of compensation bands + Assume individual accountability for achieving unit or team goals. + Bring focus and perspective to group and team projects. + Collect and correlate data and present in an easily understandable format, including information such as classification, salary and differential reviews. + Concurrently manage multiple priorities, projects and staff under varying time constraints and completion expectations. + Develop and maintain effective working relationships. + Develop precise, accurate reports. + Educate supervisors and department heads on salary structure policies, appropriate increases in pay, and the job evaluation process. + Generate reports and ensure conformance to overall guidelines. + Monitor minimum wage laws and provide impact analysis. + Participate in the development of compensation metrics, reports, and tools to inform compensation program decisions. + Partner with Human Resource departments to ensure complete understanding of total compensation programs. + Provide consulting, salary and band recommendations to department heads. + Provide recommendations for new hire salaries and promotional increases. + Respond to workplace dynamics in a timely, visionary and proactive manner. + Review and interpret policies in consultation with departments and project teams. + Review and update current job descriptions. + Support the annual compensation process by generating reports and ensuring conformance to overall guidelines. + Track trends to update best practices or policies and procedures. + Utilize market data sources to benchmark positions and conduct internal/external job analysis EMPLOYMENT BENEFITS The City of Detroit offers a competitive and comprehensive employee benefit package. We pride ourselves on the longevity of our employees. Part of the reason for the low turnover rate is the exceptional benefit package listed below. Benefits include, but are not limited to the following: HEALTH + Medical - Eligible for hospital, surgical, and prescription drug benefits. + Dental + Vision INSURANCE + Life Insurance - Optional group insurance available to employee and their family. The City pays 60% of premium for first $12,500 of employee life insurance. Employee may purchase, at own expense, life insurance for spouse and each dependent. + Long-Term Disability Insurance (Income Protection Plan) - The City offers disability insurance through payroll deductions for persons who become disabled and who are not yet eligible for a service retirement. PAID TIME OFF + Sick Leave + Vacation + Holidays OTHER LEAVE BENEFITS The City also has the following paid and unpaid leaves; funeral leave, Family and Medical Leave, jury duty, military duty leave, unpaid personal leave, RETIREMENT BENEFITS City Employees Retirement System As a regular City employee you automatically become a member of the General Retirement System. This entitles you to a retirement allowance after: • Completion of thirty (30) years of service; - At age sixty (60) if you have at least ten (10) years of service, or - At age sixty-five (65) with eight (8) years of service. • In the event of disability, other eligibility rules apply); - An early, actuarially reduced, retirement is offered after you have attained at least twenty-five (25) years of service; • Employees are vested after ten (10) years of service, regardless of age. ADVANCEMENT OPPORTUNITIES - Employees have many opportunities for growth and career advancement throughout all City departments and divisions. Have a successful career with the City of Detroit. Always remember that you are a part of a team with a common Vision of delivering excellent service to the citizens of the City of Detroit. 01 Please indicate your highest level of education completed + High School Diploma/GED + Associate's Degree + Bachelor's Degree + Master's Degree + PhD/J.D. + No Education Completed 02 How many years of human resources experience do you have in any combination of the following components: compensation, recruitment/staffing, benefits, labor relations, employee relations, training and development, and organizational development? + Less than 4 years of experience + 5 - 10 years of experience + 11 or more years of experience 03 Do you possess a designations from the Society of Classification and Compensation, Management, International Personnel Management Association – HR - SHRM-CP/SCP Certification? + Yes + No 04 Explain in detail, your previous Human Resources experience: Required Question Agency City of Detroit Address Coleman A. Young Municipal Center 2 Woodward Ave ste 316 Detroit, Michigan, 48226 Website http://www.detroitmi.gov/Detroit-Opportunities/Find-A-Job Apply Please verify your email address Verify Email