What are the responsibilities and job description for the Compensation Specialist position at City Of Gainesville, FL?
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Make a difference in the community you live in! As a Community Builder—an employee with the City of Gainesville— you will have a direct hand in building and improving your community and making a visible impact on the lives of your neighbors. Working for local government is more than a job, it’s a chance to contribute to community success and to help enhance the Gainesville way of life.
Department:
9112 GRU - Chief Change Officer
Salary Range Minimum:
$67,200.00
Salary Range Maximum:
$105,903.00
Closing Date:
03/03/2025
Job Details:
Gainesville Regional Utilities, Florida's most comprehensive utility service provider, is building a new team to support our human resources needs. We're looking for a Compensation Specialist with technical and analytical expertise to play a critical role in implementing and maintaining our classification and compensation programs.Key responsibilities include researching and recommending innovative classification and compensation programs to enhance efficiency and responsiveness; conducting thorough salary analyses and job audits and reviewing pay adjustment requests; maintaining and updating job descriptions to ensure accuracy and relevance; participating in salary surveys to keep our compensation packages competitive.
Join us in this exciting opportunity to help shape the future of GRU!
Job Description:
SUMMARY
This is advanced professional work engaged in assuring that the City’s classification and compensation programs are maintained and administered within City policies, bargaining agreements and governmental regulations and are used effectively to assess, attract, develop, motivate and retain employees. Performs analytical activities of significant complexity that require independent and critical thought and problem definition and solution analysis and reviews the work of subordinates.
Positions allocated to this classification report to the Total Rewards Manager and work under general direction. Work in this class is distinguished from other classes by its specialized knowledge of classification and compensation practices, processes and systems.
EXAMPLES OF WORK*
- This section of the job description is not intended to be a comprehensive list of duties and responsibilities of the position. The omission of a specific job function does not absolve an employee from being required to perform additional tasks incidental to or inherent in the job. Performance of lower level duties may be required.
ESSENTIAL JOB FUNCTIONS
Delivers classification and compensation services and initiatives that achieve the goals of the department, the division and the City.
Serves as a consultant and communicates to management in all areas of classification and compensation by providing technical and analytical expertise, guidance and interpretation of City policies, collective bargaining agreements and Federal, State and local wage and hour regulations.
Assists in implementing, and maintaining the classification and compensation programs in accordance with City policies, collective bargaining agreements and Federal, State and local wage and hour regulations.
Assists in implementing and maintaining all City pay plans and classification systems in accordance with City policies, collective bargaining agreements and in support of City Commission approved budgets.
Researches and recommends innovative and strategic classification and compensation programs and process changes to improve efficiency and responsiveness.
Supervises, plans, and coordinates the work of subordinates.
Assists management with departmental reorganizations; makes recommendations on appropriate hierarchy, develops or revises job descriptions, recommends classification and pay grades, calculates related costs and assists with implementation.
Conducts job audits for new positions, reclassification requests and Fair Labor Standards Act (FLSA) exemption status by analyzing position questionnaires, conducting FLSA testing, conducting field audits and interviewing employees and supervisors; evaluates jobs, develops or revises job descriptions, recommends classification, pay grades and FLSA overtime exemption status and calculates related costs.
Oversees the maintenance of job descriptions to ensure that they accurately reflect the work to be performed; works with management to create new job descriptions or revise current job descriptions, as necessary. Reviews initial salary offer analysis before communicating the salary offer recommendation. Partners with the Talent Acquisition Division to provide recommendation of a starting salary for the hiring manager’s consideration of what is the appropriate salary offer for a job opportunity.
Reviews requests for pay adjustments (acting and special assignments, internal equity, involuntary demotions, reclassifications, special merits, etc.) for potential impact and to ensure compliance with City policies and collective bargaining agreements. Recommends appropriate actions.
Assists in performing costing and analysis of effect of proposed changes to collective bargaining agreements during the negotiation process; prepares reports and presentations to support findings and presents findings to union and management representatives, as requested.
Partners with the Learning and Organizational Development Division to establish and monitor performance evaluation processes, timelines and related wage increase entry. Assists in preparing merit matrix based on actual performance ratings for the performance evaluation period. Distributes to each Department Head and coordinates the merit increases to be processed.
Develops and implements appropriate and timely classification and compensation communication and training strategies for all employee groups. Assists in identifying when, where and what communication or training is needed and develops and delivers it to employees and/or management.
Designs, conducts, and analyzes custom salary survey questionnaires to support job audits, reorganizations and collective bargaining negotiations; determines agencies to survey, determines comparability of positions, analyzes data and prepares reports reflecting survey findings.
Engages and coordinates with consultants hired to conduct pay studies; may determine benchmark jobs, reviews matched jobs, analyzes job documentation and consultant data and reports and assists with implementation of recommendations.
Oversees the completion of compensation surveys from other organizations using knowledge of City positions.
Researches, collects, and analyzes compensation and classification data; presents data that includes quantitative and/or qualitative information about the organization. Assists management and employees in interpreting data for effective results.
Researches, collects, and analyzes compensation and classification data to develop recurring and ad hoc reports, addresses public records requests and completes external salary surveys.
Performs ad hoc studies (including developing compensation cost-models) and research of related subjects.
Remains current on trends in compensation and classification, changes in Federal, State and local wage and hour regulations and the City’s collective bargaining agreements and ordinances.
Attends and participates in work related committees.
Attends work on continuous and regular basis.
Performs other related duties as assigned.
NON-ESSENTIAL JOB FUNCTIONS
May provide back-up Human Resources Information System (HRIS) administration and maintenance support, as needed.
May provide back-up to the Compensation Analyst in preparing job descriptions, salary offer analyses, and/or surveys.
Represents the Total Rewards division or the HR department at meetings, as assigned.
Assists the Total Rewards Manager in planning, organizing, and directing the activities and operations within the division.
May act in absence of supervisor. Performs other related duties as assigned.
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential job function satisfactorily. Below are the required education, experience, knowledge, skills and abilities to perform the essential functions.
EDUCATION AND EXPERIENCE
Bachelor’s degree from an accredited college or university with major course work in Human Resources Management, Business Administration, Accounting, Finance or a closely related field; and five (5) years of progressively responsible experience in classification and compensation administration utilizing an Human Resources Information System (HRIS). Possession of a current Certified Compensation Professional (CCP) certification through WorldatWork is preferred and may substitute for two (2) years of the required experience.
Or an Associate’s degree from an accredited college or university with major course work in Human Resources Management, Business Administration., Accounting, Finance or a closely related field and a current Certified Compensation Professional (CCP) certification through WorldatWork; and five (5) years of progressively responsible experience in classification and compensation administration utilizing an Human Resources Information System (HRIS).
Intermediate level Microsoft Excel, Word and PowerPoint skills are required.
Experience working in a union environment at a public utility and/or municipality is preferred.
CERTIFICATIONS OR LICENSES
Licenses
Valid driver license required. Valid Florida Driver License required within thirty (30) days of appointment.
Certifications
Current Human Resources Professional (PHR, SPHR) certification through the Human Resources Certification Institute or current Certified Professional (SHRM-CP, SHRM-SCP) through the Society for Human Resource Management and Compensation Professional (CCP) certification through WorldatWork is preferred.
KNOWLEDGE, SKILLS AND ABILITIES
Thorough knowledge of principles, practices, methods, and theories of classification, compensation management and wage and salary administration.
Thorough knowledge of laws, ordinances, regulations and statutes, which govern compensation and classification functions.
Strong knowledge of HRIS, report writing and presentation skills.
Demonstrated ability to design materials to effectively educate the workforce about key compensation and classification initiatives.
Demonstrated knowledge of personal computers and related departmental software, including intermediate level Microsoft Excel, Word and PowerPoint.
Advanced skills in conducting job analysis.
Strong critical and creative thinking skills to assess and resolve problems or issues by gathering and assessing information, taking advice, and using judgment that is consistent with standards, practices, policies, procedures, regulations or law.
Excellent analytical and research skills as demonstrated by the ability to develop, assess, and blend information and recommendations from a wide variety of sources.
Excellent written and oral communication skills as demonstrated by the ability to articulate complex technical information and issues clearly, concisely, and persuasively.
Strong interpersonal skills as demonstrated by the ability to interact collaboratively and productively and to establish and maintain effective working relationships with individuals of diverse backgrounds including elected and appointed government officials, Charter Officers, City employees, union representatives, representatives of other agencies, and the general public.
Demonstrated ability to work as part of a team in a collaborative environment, build consensus and promote the exchange of information among management bargaining team, union bargaining team, HR/OD professionals, and effected support departments.
Strong project management and organizational skills to plan and independently execute projects/tasks within specific deadlines.
Ability to work under high stress levels, with frequent interruptions and with tight and often changing deadlines.
Strong attention to detail in order to compose a variety of written documents which are intended to present management’s official position on a given matter.
Ability to maintain security and confidentiality.
Ability to coach employees and management through complex and difficult issues and to handle difficult conversations.
Ability to develop and implement long- and short-term plans and programs and to evaluate results.
Ability to identify actual and potential problems.
Ability to work in a collaborative environment and respect the perspective and opinions of others.
Ability to effectively lead or work as a member of a self-directed work team.
Ability to work independently and take initiative.
Ability to juggle multiple competing tasks and demands with the appropriate sense of urgency.
Ability to convey consulting methods and technical ideas.
Ability to respond to inquiries.
Demonstrates a strong customer orientation.
PHYSICAL AND ENVIRONMENTAL REQUIREMENTS
To perform this job successfully, an individual must possess certain physical abilities and be able to withstand work related environmental conditions.
PHYSICAL REQUIREMENTS
While performing the duties of this job, the employee is often required to sit for prolonged periods of time.
WORK ENVIRONMENT
May be required to work outside regular business hours, including nights, weekends, and holidays.
Includes travel within the City of Gainesville to conduct on-site job audits, attend business meetings and collaborate with others outside of the HR department; and travel within the State of Florida to attend professional association meetings.
Note:
May Require Assessment(s).
May fill multiple positions.
May establish an eligibility list.
Come join our team! The City of Gainesville offers a competitive benefits package and opportunities to grow both professionally and personally.
All ‘regular’ employees are eligible for traditional benefits such as health insurance, life insurance, paid leave, 11 paid a holidays a year, a pension plan and a deferred compensation plan, but we also offer great things like on-site fitness centers, tuition reimbursement, on-site medical staff and a wellness program to keep you healthy and happy. Please note; benefits are not available for temporary employees.
Equal Opportunity
The City of Gainesville is an equal opportunity/affirmative action employer and does not discriminate in hiring. Minorities, women and individuals with disabilities are encouraged to apply. Individuals with a disability, who require special accommodations during the selection process, should notify the Human Resources Department at 352-334-5077 or TDD/TTY at 352-334-2292.
Veterans' Preference
Veterans are encouraged to apply. Veterans’ Preference ensures that veterans and eligible persons are given consideration at each step of the selection process. However, preference does not guarantee that a veteran or other eligible person will be the candidate selected to fill the position. Section 295.07, Florida Statutes (F.S.) specifies who is eligible for Veterans’ Preference. State of Florida residency is not required for Veterans’ Preference.
If you are unable to apply online due to a disability, contact recruiting at HR@cityofgainesville.org or by calling 352-334-5077.
Salary : $67,200 - $105,903
