Classification & Compensation Manager

Under general supervision this position will oversee pay information into the City’s HRIS system and compensation programs are consistently administered in compliance with internal policies and government regulations. This position exercises professional tact and courtesy in frequent contact with employees and executive management staff and employs initiative and independent judgment in managing the City’s compensation programs and operations. Reports to the Director of Human Resource Management.

Manages the development, implementation and administration of compensation and incentive programs.
 
 Manages and produces the City’s Compensation Plan. Designs creative solutions to specific compensation-related programs and incentive plans.
 
 Monitors the effectiveness of existing compensation practices and recommend changes that are cost-effective and consistent with compensation trends and corporate objectives. Provides advice to city staff on pay decisions, policy interpretations, and job evaluations.
 
 Ensures compliance with federal, state and local compensation laws and regulations. Ensures that compensation and classification policies and practices conform to state and federal standards and guidelines as well as City policies and procedures.
 
 Develop techniques for compiling, preparing and presenting data. Prepares and oversees the preparation of reports, salary administration policy manuals, internal publications, and program description materials. Performs and oversees analysis of job worth, salary surveys, competitive wage rates, design of compensation packages and other related compensation projects. Oversee participation in salary surveys and monitors salary survey data to ensure City’s compensation objectives are achieved.
 
 Conducts surveys and performs research to evaluate programs and providers to determine employee needs, monitor performance of providers; analyzes programs of surrounding localities to ensure Portsmouth’s programs are competitive; analyzes associated compensation programs to determine if the current plan design meets the needs of the city and employees, and recommends changes relative to current developments and practices. Analyzes survey data to determine the competitive position and recommends changes in salary structure as required.
 
 Evaluates and recommends changes to compensation policies; revises existing compensation programs or develops new, enhanced programs based on current trend analysis and policy direction. Develops and administers exempt and nonexempt salary programs to ensure equitable and competitive pay practices for the City of Portsmouth.
 
 Advises department directors, managers, supervisors, and employees on interpretations of compensation policies and practices.
 
 Serves as a liaison to Information Technology on HRIS issues, and tests system functionality as required.
 
 Responsible for updating website and intranet. Briefs employees on HR issues, and program changes.
 
 Performs other duties as required.

Knowledge of Job: Has thorough knowledge of organizational development theories and practices, including training principles and methodologies. Knowledge of human resources and modern business principles, theories and practices and related laws and regulations. Has considerable knowledge of organization, functions, and programs of municipal government. Has considerable skill in the collection and analysis of descriptive data and report writing. Has experience working with computers. Has considerable knowledge of the current literature, trends and developments in the fields of human resource management and organizational development. can exercise tact and courtesy in frequent contact with employees, staff and citizens. Is able to understand and follow oral and written instructions.

Quality of Work: Maintains high standards of accuracy in exercising duties and responsibilities. Exer­cises immediate remedial action to correct any quality deficiencies that occur in areas of responsibility. Maintains high-quality communication, interacts within departments/divisions along with co- workers and the general public.

Quantity of Work: Maintains effective and efficient output of all duties and responsibilities as described under "Essential Job Functions."

Dependability: Assumes responsibility for doing assigned work and meeting deadlines. Completes assigned work on or before deadlines in accordance with directives, city policy, standards, and pre­scribed procedures. Accepts accountability for meeting assigned responsibilities in the technical, human, and conceptual areas.

Attendance: Attends work regularly and adheres to city policies and procedures regarding absences and tardiness. Provides adequate notice to higher management with respect to vacation time and time- off requests. 

Initiative and Enthusiasm: Maintains an enthusiastic, self-reliant, and self-starting approach to meet job responsibilities and accountabilities. Strives to anticipate work to be done and initiates proper direction for completion of work with a minimum of supervision and instruction.

Judgment: Exercises analytical judgment in areas of responsibility. Identifies problems or situations as they occur and specifies decision objectives. Determine or assists in determining alternative solutions to problems. Implement decisions in accordance with prescribed and effective policies and procedures and with minimum errors. Seeks expert or experienced advice and research problems, situations, and alternatives before exercising judgment.

Cooperation: Accepts supervisory instruction and direction and strives to meet the goals and objectives of same. Questions such instruction and direction when clarification of results or consequences are justi­fied, i.e., poor communications, variance with city policy or procedures, etc. Offers suggestions and recommendations to encourage and improve cooperation between all staff persons within the department.

Relationships with Others: Shares knowledge with supervisors and staff for mutual and departmental benefit.Contributes to maintaining high morale among all department employees. Develops and maintains cooperative andcourteous relationships with department employees, staffers and managers in other departments, representativesfrom organizations, and the public to maintain good will toward the department and project a good departmentalimage. Tactfully and effectively handles requests, suggestions and complaints from other departments and personsto maintaingood willwithinthe city. Interacts effectivelywithfellowemployeesandthepublic.

Coordination of Work: Plans and organizes daily work routine. Establishes priorities for the completion of work in accordance with effective time-management methodology. Avoids duplication of effort. Esti­mates expected time of completion of elements of work and establish a personal schedule accordingly. Attends meetings, planning sessions for specific work elements, and discussions on time. Implements work activity in accordance with priorities and estimated schedules. Maintains a calendar for meetings, deadlines and events.

Safety and Housekeeping: Adheres to all safety and housekeeping standards established by the city and various regulatory agencies. Sees that the standards are not violated. Maintains a clean and orderly workplace.

Planning: Plans, directs, and uses information effectively in order to enhance activities and production of the department. Knows and understands the expectations of the city regarding the activities of the division and works

to see that these expectations are met. Designs and formulates ways, means, and timing to achieve the goals and objectives of the department and the division. Within the constraints of city policy, formulates the appropriate strategical tactics for achieving division and departmental objectives. Organizes, arranges, and allocates manpower, financials, and other designated resources in an efficient and effective way so as to achieve the goals and objectives of the division and department.

Organizing: Organizes work and that of subordinate staff well. Ensures that staff members know what results are expected of them and that they are regularly and appropriately informed of all city and department matters affecting them and/or of concern to them.

Staffing: Works with other department management to select and recommend employment of personnel for the division, who are qualified both technically and philosophically to meet the needs of the division and the department. Personally, directs the development and training of division personnel in order to ensure that they are properly inducted, oriented, and trained.

Leading: Provides a work environment, which encourages clear and open communications. Has a concise and comprehensive understanding of the principles of effective leadership and how such principles are to be applied. Provides adequate feedback to staff so that they know whether their performance levels are satisfactory. Commends and rewards employees for outstanding performance yet does not hesitate to take disciplinary action when necessary. Exercises enthusiasm in influencing and guiding others toward the achievement of department goals and objectives.

Controlling: Provides a work environment, which is orderly and controlled. Coordinates, audits and controls manpower and financial resources efficiently and effectively. Evaluates the utilization of materials and equipment efficiently and effectively. Has a comprehensive understanding of city standards, methods, and procedures.

Delegating: Assigns additional duties to staff as necessary and/or appropriate in order to meet division goals, enhance staff abilities, build confidence on the job, and assist staff members in personal growth. Has confidence in staff to meet new or additional expectations.

Decision Making: Uses discretion and judgment in developing and implementing courses of action affecting the division. When a particular policy or strategy does not appear to be achieving the desired result, moves decisively and definitively to develop and implement alternatives.

Creativity: Regularly seeks new and improved methodologies, policies, and procedures for enhancing the effectiveness of the division and the department. Employs imagination and creativity in the application of duties and responsibilities. Candidate is not averse to change.

Human Relations: Strives to develop and maintain good rapport with all staff members. Listens to and considers suggestions and complaints and responds appropriately.  Maintains the respect and loyalty of staff.

Policy Implementation: Has an extensive understanding of city policies regarding the division, department, and city function. Adheres to those policies in the discharge of duties and responsibilities and to ensure the same from subordinate staff.

Policy Formulation: Keeps current with changes in operating philosophies and policies of the city and continually reviews division policies in order to ensure that any changes in city philosophy or prac­tice are appropriately incorporated. Also understands the relationship between operating policies and practices and department morale and performance. 

EDUCATION & EXPERIENCE

Bachelor’s degree in human resources or business practices or related field, and a minimum of 5 years of experience in the Human Resources field; or any equivalent combination of training and experience which provides the required knowledge, skills and abilities. Requires a valid driver's license. A Master’s degree in Human Resources Management is preferred with certifications which may include; SPHR, PHR, SHRM-CP/SCP, IPMA-CP/SCP, CCP, CEB, CBP.

SPECIAL REQUIREMENTS

An acceptable general background check to include a local and state criminal history check along with a sex offender registry check.

A valid driver’s license with an acceptable driving record. 

Physical Requirements- Must be physically able to operate a variety of machinery and equipment including a word processor, copier, calculator etc. Must be able to exert up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. Physical demand requirements are those for Sedentary Work.

Data Conception- Requires the ability to compare and/or judge the readily observable, functional, structural or compositional characteristics (whether similar or divergent from obvious standards) of data, people or things.

Interpersonal Communication- Requires the ability of speaking and/or signaling people to convey or exchange information. Includes giving instructions, assignments or directions to subordinates or assistants; and receiving instructions, assignments or directions from superiors. 

Language Ability- Requires the ability to read a variety of reports, surveys, memos, forms, etc. Requires the ability to prepare correspondence, forms, and statistical analyses. Requires the ability to prepare EEO reports using prescribed formats and conforming to all rules of punctuation, grammar, diction, and style. Requires the ability to speak before groups of people with poise, voice control and confidence. 

Intelligence- Requires the ability to apply principles of logical or scientific thinking to a wide range of intellectual and practical problems; to deal with nonverbal symbolism in its most difficult phases; to deal with a variety of abstract and concrete variables; to comprehend the most abstruse classes of concepts.

Verbal Aptitude- Requires the ability to record and deliver information, to explain procedures, to follow oral and written instructions. Must be able to communicate effectively and efficiently in standard college-level English.

Numerical Aptitude- Requires the ability to utilize mathematical formulas; to add and subtract; multiply and divide; utilize decimals and percentages; interpret graphs and compute percentages and ratios, etc. and apply the theories of descriptive statistics. 

Form/Spatial Aptitude- Requires the ability to inspect items for proper length, width and shape.

Motor Coordination- Requires the ability to coordinate hands and eyes rapidly and accurately in using office equipment and various hand tools. 

Manual Dexterity- Requires the ability to handle a variety of items such as office equipment and hand tools. Must have minimal levels of eye/hand/foot coordination.

Color Discrimination- Does not require the ability to differentiate between colors and shades of color.

Interpersonal Temperament- Requires the ability to deal with people beyond giving and receiving instructions. Must be adaptable to performing under stress and when confronted with emergency situations.

AMERICANS WITH DISABILITIES ACT (ADA) REQUIREMENTS

The City of Portsmouth is an Equal Opportunity Employer.  ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities.  Prospective and current employees are invited to discuss accommodations.

This is a class description and not an individual position description.  A class specification defines the general character and scope of duties and responsibilities of all positions in a job classification, but is not intended to describe and does not necessarily list the essential job functions for a given position in a classification.