City of Seattle,
Whether its ensuring public health and safety; providing clean drinking water and environmentally responsible electricity services; connecting people, places and products via a high-quality transportation system; creating welcoming and safe places to play and build community; or acting upon opportunities to meet the challenges of a growing and vibrant city - City of Seattle employees make our community a better place every day. At the Seattle Department of Human Resources (SDHR) our work promotes an equitable and engaging work environment,
Working within the Department of Human Resources you will lead the City's Compensation and HR Data Reporting teams. With an understanding of how job specification analyses and compensation structures frame, define, and drive HR programs and promote equity; you will lead dedicated teams in delivering quality job analysis, compensation and HR data reporting services. This is an opportunity to be a strategic, forward thinking thought leader and people manager.
Here's specifically what we need you to do:
Lead the management of the City's salary structure(s), recommending structure changes and salary grade revisions.
Serve as the City's expert resource for compensation matters.Advise business leaders on compensation related issues while working toward solutions that support business goals, compensation program strategies and the City's commitment to equity.
Administer and oversee the City's job classification specification program.Review of job questionnaires, desk audits, and interviews to determine appropriate job classifications.
Design and revise variable pay plans that drive City strategic priorities, collaborating with business leaders, HR leaders, and labor relations to ensure broad organizational input is received.
Develop, manage, and coordinate the City's external compensation market survey strategy. Ensure external compensation surveys are completed and received timely. Evaluate survey portfolio to ensure the right mix of external data is being collected, recommending changes as needed.
Manages and oversees the HR Data Reporting systems and workflows to ensure data accuracy, effective and compliant record-keeping and reporting, operational efficiency, and HR compliance with regulations and policies.
In partnership with other City stakeholders, participates in the optimization of the City's HRIS system.Help define the HR technology strategy and roadmap aligning with business needs in partnership with key HR leaders and stakeholders. Prioritize items for implementation considering both potential impact on the organization and the current business environment.
Work closely with business leaders, HR leaders and internal teams to ensure the compensation program and HR Data Reporting processes are well communicated. Proactively assess communication gaps and make recommendations for improvements in processes, workflow or communication strategy.
A successful candidate will have significant technical knowledge and expertise in job analysis, compensation and human resource information systems with the ability to tactfully and effectively communicate at all levels. Their professional career reflects experience as an effective people leader with a demonstrated commitment to the integrity and effectiveness of human resource programs and high-quality service delivery.
The ideal candidate for this high visibility position will be a clear thinker, excellent communicator and talented mentor who challenges and motivates staff to perform at the highest level. This person will have a participative leadership style that draws people out, facilitates positive transformation and drives efficiency. Their professional career reflects a commitment to assuring the alignment of human resource services to business objectives, excellence and equity in service delivery. At the center of their practice is a commitment to listening, creating spaces for diverse perspectives and the pursuit of inclusive and just outcomes. This leader should be skilled in fostering and developing mutually respectful relationships and foster a collaborative approach to problem solving. Certified Compensation Professional (CCP) preferred.
Technically, the work requires:
Proven experience leading and building strong and effective teams.
Strong analytical and quantitative skills with solid knowledge and experience with: deep compensation theory; job evaluation methodology; database applications and HRIS systems; FLSA, state and federal regulations impacting pay and recordkeeping; and the collection, analysis and determination of market salary and compensation data.
Experience working in a collective bargaining environment.
Continuous improvement perspective and approach.
Organizational and project management skills to manage multiple projects from concept to finish.
Ability to communicate in both written and spoken formats to a variety of audiences, in clear, persuasive, and appropriate to the topic and situation, manner.
Due to the fiduciary nature of the work, job offers are contingent on review of criminal history as well as verification of information provided by the applicant as part of the application process. In compliance with Seattle's Fair Chance Employment Ordinance, SMC 14.17 applicants will be provided an opportunity to explain or correct background information.
Please note this job advertisement is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
Please submit the following with your online application:
A letter of interest in which you clearly describe how your knowledge, skills, and abilities prepare you for the job responsibilities as outlined in the job announcement.
A resume of your educational and professional work experience.
If you have questions, please contact Aisha Foster at (see application details) .
This position is classified as a Manager III, Exempt
Who May Apply: This position is open to all candidates that meet the minimum qualifications. The City of Seattle values diverse perspectives and life experiences. Applicants will be considered regardless of race, color, creed, national origin, ancestry, sex, marital status, disability, religious or political affiliation, age, sexual orientation, or gender identity. The Department encourages people of all backgrounds to apply, including people of color, immigrants, refugees, women, LGBTQ, people with disabilities, veterans and those with diverse life experiences.
The City of Seattle offers a comprehensive benefits package including vacation, holiday and sick leave as well as medical, dental, vision, life and long-term disability insurance for employees and their dependents.
More information about employee benefits is available on the City's website at: (please use the apply button below)
City of Seattle,
Website : http://www.seattle.gov
The Civil Division represents the City in lawsuits and advises City officials as they develop programs, projects, policies, and legislation. The sections within the Civil Division include torts (claims), land use, environment, labor and employment, contracts, and utilities.