Administrator, Compensation/HRIS - Grade 11 - $67,537.60 ~ $94,556.80 ~ $121,576.00

This position will be posted from January 13, 2025 to January 27, 2025 by 4 : 00pm.

Must be able to pass a drug and alcohol test and a background check.

DRPA and PATCO are subject to federal law, under which  marijuana continues to be illegal.

Please check your spam or clutter for any emails regarding this selection process.

Basic Purpose of Position :

Under the direction of the Director, Human Resource Services this position is to ensure the accurate preparation and maintenance of personnel data, records, Authority’s organizational structure and the evaluation and analysis thereof. This position also is responsible for the effective administration of all Human Resource Services compensation programs. Serves as backup to the Lead Time Administrator.

Qualifications :

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the duties, responsibilities, knowledge, skill, and / or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.   The Authority will adhere to all applicable laws and regulations in assessing an employee's ability to carry out or otherwise meet the job requirements set forth herein in a satisfactory manner.

Major Responsibilities and Duties

DESCRIPTION OF TASK

Collect, analyze, and prepare occupational and other statistical information and reports to facilitate personnel, administration, and management functions of the Organizations compensation program .

Analyze data, prepare reports and make recommendations to the Chief Administrative Officer and Director, Human Resource Services regarding succession planning and related initiatives including the creation and maintenance and distribution of a dashboard and other information to assist management in departmental employee retention efforts.

Administer and maintain the compensation reports all monthly Board and CEO reports and other employee data and use to provide analysis and other statistical information to department heads for budget purposes.

Provide guidance to and coordinate the duties of the HRIS Specialists in the administration of duties per the direction of the Director, Human Resource Services.

Implement salary structure and administrative guidelines in accordance with Organization’s compensation policy.

Conduct research and conceptualize new and innovative ideas and solutions relative to human resource challenges, including aligning HRS activities and outcomes with organizational strategies and goals.

Analyze, classify and evaluate positions, and when necessary, in coordination with outside consultants, determine appropriate employee wages, in relation to the duties, skills and contribution to the organization.

In collaboration with the Director, Human Recourse Services and Administrator, Staffing & Recruiting, develop, review, and revise job descriptions / specifications to ensure consistency and compliance with applicable FLSA laws, and other applicable rules, and regulations.

Advise Chief Administrative Officer and Director, Human Resource Services on issues related to compensation actions and other related actions involving current employees and new hires.

Assist the Director, Human Recourse Services in d eveloping and maintaining a compensation system designed to attract, retain, and motivate employees consistent with the Organization’s compensation philosophy.

Study current occupational data, government wage and hour regulations, prevailing rates, predictors of market changes for similar jobs in comparable industries or geographic areas, agreements with labor unions and other background information to determine salary ranges for particular jobs recommending appropriate changes to compensation program as needed.

Serve as backup to the HRIS Specialist in the capacity of Lead Time Administrator.

Serve as the backup to the HRIS Specialist who serves as the HRS liaison to the Pennsylvania State Employees’ Retirement System (SERS).

Serve as backup to the HRIS Specialist in the preparation of forms, reports and related correspondence regarding salary actions and all other duties related to the maintenance of data in the HRIS.

Prepare, submit written reports and make presentations to the office of the Chief Executive Officer,   Chief Administrative Officer, Director, Human Resource Services or other departments heads regarding compensation, succession planning and other related topics.

Prepare, maintain and distribute human resource-related governmental statistical reports and forms as directed.

Upon request, provide information, input, recommendations and other support as requested to Legal, Chief Administrative Officer, Director, Human Resource Services, Payroll, and HRIS consultants regarding union issues and other related matters.

Assist the Director, Human Resource Services in reviewing all Collective Bargaining Agreements (CBAs) in advising on HRS related issues.

Management and administration of the of the Performance Review Program (including 3 & 6 month performance reviews) to ensure compliance with salary administration guidelines and that the completion and timely submission of the performance reviews are completed by management. Submission and distribution of summary reports and data relative to the Performance Management System as required.

Research, analyze, propose and request new computer program changes for ongoing reports necessary to reconcile or improve existing HRIS.

Recommend special compensation programs or incentive systems for all employees or for specific groups to support the organization's objectives.

Assist the Director, Human Resource Services in the preparation of the HRS department budget.

Develop and implement Standard Operating Procedures relative to the administration of the compensation program.

Provide support to all other HRS Administrators as necessary relative to all HRS functions.

Assists in maintaining a safe and secure work environment by participating in required training, recognizing and reporting hazards and suspicious activity, and using all required personal protective equipment.

Perform other related duties as required and assigned.

Core Value Competencies

Safety : We promote safety in all we do. Our commitment to the safety of our customers and employees is paramount.

Integrity : We are committed to the highest level of ethical conduct, personally and corporately. We accomplish this by being open and honest, and by meeting our commitments to each other, our customers and our region.

Customer Service : We deliver the best, highest quality service to our customers because they are our primary concern. We provide quality service by focusing on both internal and external customers.

Quality : We value and recognize quality performance and strive for the highest quality in all we do. We accomplish this by monitoring our work, systems and processes and taking action to ensure that they meet or exceed standards.

Teamwork :   We work as a team. We encourage our employees to develop and contribute their talents cooperatively.   When one of us succeeds, we all succeed. Effective teamwork includes working cooperatively with others as part of a team- as opposed to working individually or competitively- to accomplish shared objectives.

Communication :   We encourage communication in and between all parts of our Authority because we believe the free exchange of information is vital to unity, effectiveness and service among our employees, and to our customers and the region we serve. We are committed to delivering clear, effective communications and taking responsibility for understanding others.

Innovation : We are leaders in finding new approaches and encouraging new ideas. We welcome the exchange of new ideas to improve the Authority. We foster and initiate new ideas, methods and solutions to support the mission and objectives of the Authority.

Dependability & Accountability : We can be relied upon to do the work that's required every time. We are consistently at work and on time, ensuring that work responsibilities are covered and expected results are achieved.

Self-Development : We take steps to ensure continued learning and professional growth.

Problem-Solving : We accurately assess problems and effectively and efficiently arrive at excellent solutions.

SUPERVISORY RESPONSIBILITIES

While this job has no direct reports, this position requires daily oversight and management of tasks performed by support staff.

EDUCATION / TRAINING

Required :

• High school diploma or general education degree (GED).
• Bachelor’s degree in Human Resources, Computer Science, Business Administration,  OR

6 years’ experience in Human Resources.

Desired :

Minimum of 4 years hands-on experience working with SAP (ECC).

Environmental Working Conditions and Physical Effort

ENVIRONMENTAL WORKING CONDITIONS

How Often :   (check the appropriate box)

Occasionally           =    Less than 1 / 3 of the time

Frequently              =    From 1 / 3 to 2 / 3 of the time

Constantly              =    More than 2 / 3 of the time

How much exposure to the following environmental conditions does this job require?

None

Occas

Freq

Const

Normal office situation

Wet or humid conditions (non-weather)

Work near moving mechanical parts

Work in high, precarious places

Fumes or airborne particles

Toxic or caustic chemicals

Outdoor weather conditions

Extreme cold (non-weather)

Extreme heat (non-weather)

Risk of electrical shock

Risk of radiation

Select the level of noise that is typical in the work environment for this job.

Very Quiet Conditions

Quiet Conditions

Moderate Noise

Loud Noise

Very Loud Noise

PHYSICAL EFFORT

How much on-the-job time is spent performing the following physical activities?

None

Occas

Freq

Const

Stand

Walk

Stoop, kneel, crouch or crawl

Climb or balance

Reaching by extending hand(s) and / or arm(s) in any direction

Uses hands to finger, handle, or feel

Talk or good hearing

Taste or smell substances worked with on the job

Does this job require that weight be lifted, or force be exerted?   If so, how much and how often?

Lifts weight or exerts force up to 10 pounds

Lifts weight or exerts force of 11 to 25 pounds

Lifts weight or exerts force of 26 to 50 pounds

Lifts weight or exerts force of 51 to 100 pounds

Lifts weight or exerts force more than 100 pounds

Select the specific vision requirements of this job.

Close vision

Distance vision

Peripheral vision

Depth perception

Ability to adjust focus

Note :   The above statements are intended to describe the general nature and level of work being performed by associates within this classification.   It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of associates assigned to this job.

OTHER COMMENTS

Must have the following :

Strong verbal, written, and presentation skills

Please check your spam or clutter for any emails regarding this selection process.

EEO / AA / DVM

Required Skills

Required Experience

Salary : $94,557 - $121,576