COMPENSATION ANALYST

Compensation Analyst

ALCOSAN is committed to providing wastewater treatment services 24 hours a day, seven days a week. From our Board of Directors to our Executive Director, leadership and staff; we work to enhance the community’s quality of life and safety by protecting our rivers and streams. After 60 years of continued design, construction and operations of the sewer system and treatment plant, we now have 400 plus employees serving residential, commercial and industrial customers in 83 communities throughout Allegheny County.

Position Summary

The Human Resources Analyst is responsible for performing simple to difficult duties in Human Resource disciplines of classification and pay and recruitment and selection. This includes providing guidance and direction to management and personnel in subjects such as Compensation and Recruiting-related programs, policies, procedures and practices.

Job Duties

• Collaborates with management and Human Resources in the review and writing of new and existing job descriptions.
• Solicits, creates, and maintains documentation regarding position working conditions and physical demands.
• Evaluates new and existing jobs for salary grade determination and exemption classification. Recommends the appropriate salary based on research and analysis of the job market. This includes the assigning of new or changed positions into the existing compensation structure.
• Reviews job responsibilities to determine comparable jobs both internally and externally.
• Determines FLSA exemption status for jobs through review of job profile or desk audits.
• Provides guidance and direction to management and Human Resources personnel on pay issues, compensation policies, and best practices.
• Ensures timely participation in external salary surveys. This includes determining matches and submitting organization profiles.
• Assists in the development and implementation of compensation administration policies and guidelines. Ensures legal requirements of compensation programs through review and documented procedures, job documentation data and various pay practices.
• Identifies opportunities / problems and recommends practical solutions with respect to compensation related issues. (i.e., internal equity issues and management promotional instances)
• Advises management on pay equity position to maintain overall compensation strategy
• Works collaboratively with Human Resources personnel to develop and implement workforce planning and strategic recruitment and retention initiatives.
• Collects, analyzes, and provides data analysis for budget recommendations and compensation planning in contract negotiations.
• Plans, evaluates, and implements short and long-term recruiting activities for the authority. This includes data analysis and educational and community outreach.
• Plans and conducts specific recruitment activities such as internet job postings, resume mining, developing applicant sourcing and referrals, direct candidate recruitment, preparing and distributing internet job postings/announcements, reviewing and determining candidate applications and resumes.
• Contacts, schedules, and conducts telephone screens with candidates who meet the hiring criteria set forth on the job description.
• Makes a determination of candidate disposition following telephone screen and passes candidate information along to Administrative support for scheduling of face-to-face interview. Participates in face-to-face interviews as requested.
• Plans and conducts selection activities such as consulting and coordinating with subject matter experts (Directors, Managers, etc.) to confirm critical skill sets for measurement.
• Creates and provides in-person interview guides for manager, director, and executive leadership. This includes skills-based, behavioral, competency, and situational questions.
• Coordinates and attends educational and community organization recruiting events. (job and internship fairs)
• Establishes and maintains relationships with local educational institutions, professional organizations, and job service agencies regarding employment opportunities within the Authority.
  
  

Job Duties (cont.)

Knowledge / Abilities

Extensive / Considerable Knowledge Of

• Theories and principles of internal and external market analysis and evaluation
• Research methods and data analysis techniques
• Mathematics of compensation management
• Full-circle recruiting strategies
• Workforce analytics (age, diversity, etc.)
• Evaluating and determining candidate disposition status
• Microsoft Office Word, Excel, and PowerPoint
  
  

Some / Limited Knowledge Of

• Human Resources principles and best practices in compensation and recruitment
• Federal, state, and local laws and regulations governing compensation management and recruitment
• Principles of Customer Service and Employee Relations
  
  

Ability To

• Analyze Data or Information — Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
• Communicate with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
• Interact With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
• Process Information — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
• Establish and Maintain Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.
• Make Decisions and Solve Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
• Organize, Plan, and Prioritize Work — Developing specific goals and plans to prioritize, organize, and accomplish your work.
• Provide Consultation and Advice to Others — Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
• Interpret the Meaning of Information for Others — Translating or explaining what information means and how it can be used.
  
  

Minimum Education Level Required

Bachelors’ Degree in Human Resources or a related field.

Minimum Experience Required

Five (5) years’ experience in the analysis, design, and administration of Compensation Programs, and Five (5) years’ experience in recruitment and selection.

Required Certifications / Licenses

Professional in Human Resources & Certified Compensation Professional are preferred.

The Allegheny County Sanitary Authority is an Equal Opportunity Employer. It is the policy of the Authority to comply with all federal, state, and local statutes governing equal employment opportunity.