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Program Manager, Compensation

WHO WE'RE LOOKING FOR

The role is responsible for managing the compensation plans and programs for CapMetro departments. They will report to the Director, Compensation, Benefits, and Wellbeing and will plan, develop, and implement new and revised compensation programs, plans, policies, and procedures to align with the agency's goals and competitive practices. This position is also responsible for ensuring that CapMetro compensation programs are consistently administered in compliance with internal policies and government regulations.

WHAT YOU'LL BE DOING

· Confers with organization officials and managers to plan business objectives, to develop organizational policies and to coordinate benefit and compensation functions. Sets the company's compensation strategy in conjunction with senior management and monitors the effectiveness of existing compensation policies, guidelines, and procedures. Evaluates and compares existing compensation programs with those of other employers by analyzing other plans, surveys, and other sources of information. Recommends compensation program changes based on research and organization objectives.

· Evaluate compensation and work-related problems which includes meeting with agency management to determine effective techniques, programs, and strategies to meet the organization’s human resources needs.

· Manage annual compensation plans (merit) and additional compensation plans (mass salary adjustments) to include coordination with performance management team, salary administration changes and senior management.

· Monitors the effectiveness of existing compensation practices and recommends changes that are cost-effective and consistent with compensation trends and corporate objectives.

· Direct process for procurement of third-party contracts related to compensation services, surveys, and other related compensation products.

· Analyze and evaluate the effectiveness of compensation plans for retention, external and internal competitiveness and define any compression situations.

· Ensure agency compliance with federal and state employment laws and company policy: research, interpret, and apply employment law, updates and communicate to employees.

· Design creative solutions to specific compensation-related programs and incentive plans.

· Develops techniques for compiling, preparing, and presenting data related to compensation programs including promotions, reclassifications, and other position changes.

· Oversee the participation in salary surveys and monitor salary survey data to ensure agency compensation objectives are achieved.

· Respond to requests for assistance from supervisors and managers in staffing and compensation matters.

· Responsible for compliance with records management standards and company policy.

· Support Capital Metropolitan Transportation Authority’s Safety Management Systems (SMS) process by ensuring staff follows safety and security policies, considers safety in every action, and ensures safety and security concerns are reported.

· Perform other duties as required and/or assigned.

 

RESPONSIBILITIES - SUPERVISOR AND/OR LEADERSHIP EXERCISED

Manages department personnel by planning, scheduling, delegating, and overseeing employee work assignments, authorizing, coordinating, and scheduling work with vendors and consultants, conducting personnel actions, including, hiring, and interviewing, and overseeing hiring, training, work assignments, and performance evaluations.

WHAT YOU BRING

· Bachelor’s degree in human resources, Business Management, Public Administration, or related field. Relevant experience may substitute for the required degree.

· Six (6) or more years’ experience in human resources management, including experience administering compensation programs, monitoring performance evaluation systems, developing programs, and writing policies and procedures including three (3) years of experience as a supervisor or manager.

· Intermediate expertise with Microsoft Office products including Word, Excel, PowerPoint, and Access.

· SPHR, PHR, CCP and/or other compensation certification preferred.
 

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