Compensation and Employment Manager

  • 101614
    GM13

     
SUMMARY: Under general supervision, directs the City’s employment process and the compensation function. The incumbent is responsible for directing each recruitment and selection process to ensure that all selection procedures used will provide the best services to departments and are in compliance with the City’s policies and procedures, EEO and other federal and state regulations.  Work involves interfacing with organizational personnel to monitor, promote and insure that all aspects of recruitment and selection activities are executed productively and in a timely fashion.

ESSENTIAL FUNCTIONS: (Essential functions, as defined under the Americans with Disabilities Act, may include the following tasks, knowledge, skills and other characteristics.  This list is ILLUSTRATIVE ONLY and is not a comprehensive listing of all functions and tasks performed by incumbents of this class.)

DUTIES AND RESPONSIBILITIES: (which are not in any hierarchical order)
  • Proactively plans and directs the recruitment and assessment program for all City positions ensuring compliance with City, state and federal laws, rules and regulations. This includes advertising vacancies; application intake, review and rating of applicants; testing and assessment; certification of eligible candidates; correspondence to applicants, reference checking and pre-employment physicals.
  • Writes performance evaluations; issues counseling forms/disciplinary actions; handles employee complaints; recommends the hiring, termination and promotion of staff.  Reviews and approves performance evaluations written by subordinate staff.
  • Continuously seeks ways to eliminate waste, improve processes and maximize customer service.
  • Oversees the preparation and presentations made at recruitment information at career days.
  • Monitors the computerized applicant tracking system and maintains and reviews reports generated by the system.
  • Researches and interprets Federal and State legislation and guidelines on selection process and implements new systems to bring the City’s selection procedures in compliance.
  • Resolves any complaints applicants may have during the selection process; coordinates with the EEO Officer in resolving any alleged complaints of discrimination.
  • Analyzes recruitment problems for specific positions and works cooperatively with the Compensation section to take swift action to recommend corrective action.
  • Provides guidance and direction to Department Directors, managers and supervisors related to recruitment and selection, and investigation of complaints and recommendation of appropriate corrective actions.
  • Works closely with the EEO Officer and Department Directors to achieve the City’s diversity goals.
  • Interviews and assesses candidates for exempt (managerial level) positions; develops, implements and monitors compliance with personnel policies, procedures and internal controls.
  • Directs, reviews, and makes recommendations related to the City’s classification, performance appraisal, compensation surveys, salary schedules and salary actions.
  • Prepares annual classification/pay plan and submits to Commission via resolution; submits revisions to resolution quarterly or as necessary.  Conducts area salary survey and derives market information from other surveys. Maintains classification and pay plan as authorizing document for personnel actions.
  • Supports and participates in union negotiation, planning, etc, by providing information pertinent to negotiations, keeping union representative informed as to human resources actions, applicable labor markets, and implementation of changes.
  • Proactively stays abreast of market changes in compensation, analyzes data and makes salary recommendations to retain talent.
  • Prepares and manages annual budget for the Compensation and Employment Division.
  • Continuously searches for new outreach sources, new media to advertise vacancies and makes planned personal visits to community leaders to facilitate support of the City’s diversity initiatives.
  • Develops and implements a succession plan and individual staff development plans to include cross training of the entire staff.
  • Performs other duties as assigned.

KNOWLEDGE, SKILLS AND ABILITIES:

  • Knowledge of City, federal and state rules, regulations and guidelines related to the full range of employment and labor issues.
  • Knowledge of Public Personnel administration, practices and procedures.
  • Knowledge of management and supervision methods, practices and procedures.
  • Knowledge of mediation, negotiation, and conflict resolution methods, practices and procedures.
  • Knowledge of computer hardware, software and peripherals related to Human Resources Information Systems.
  • Knowledge of budget planning, development and administration practices and procedures.
  • Skill in developing and fostering excellence in customer service.
  • Skill in development and administration of point factor evaluation plans and base pay policy development and administration.
  • Skill in utilizing a variety of computer software statistical data to analyze and track compliance with a variety of employment and labor rules, regulations and guidelines.
  • Skill in utilizing verbal and written communication in the development of reports, training materials and presentations.
  • Skill in prioritizing, motivating, assigning, reviewing and evaluating work.
  • Skill in utilizing customer service/public relations methods and techniques when responding to technical inquiries or employee complaints.
  • Ability to establish and maintain effective working relationships with those contacted in the course of work.

PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT:  Work involves moderate work generally in an office setting.  There is frequent need to walk, sit, talk, hear, use of hands to finger, handle or feel and perform other similar actions during the course of the workday.  The City of West Palm Beach promotes a drug/alcohol free work environment through the use of mandatory pre-employment drug testing.

MINIMUM QUALIFICATIONS: Bachelor’s degree from an accredited college or university with a major in Human Resources Management, Business Administration, Organizational Development or Psychology, and five (5) years of progressively responsible professional experience recruitment, selection, and compensation, including two (2) years of supervisory experience, or any equivalent combination of training and experience required. A valid Florida driver’s license is required.  Master’s degree preferred and/or professional certification preferred.

FLSA Code: Exempt
B/U: None
Last revision date: December 2006
 
Overtime: No
 
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