|COMPENSATION & BENEFITS MGR|
|Performs responsible professional and supervisory work managing the Compensation and Benefit Programs. It includes development and administration of City wide compensation programs and in the design and administration of the City's Health and Welfare (125 Cafeteria Plan) and pension programs. Work includes interpretation of various federal, state and local legislation as well as rules, regulations, policies and procedures established by the City administration and the Boards of Trustees of the City retirement systems. Other responsibilities include evaluating existing compensation and benefits programs and recommending modifications, consulting with senior management on compensations and benefit issues; monitoring and maintenance of HRIS system. Work is performed with considerable independence under general supervision and is reviewed through conferences, evaluation of results obtained and accomplishment of program objectives.|
|Manages the Compensation Section; schedules, assigns, and monitors the progress of position evaluation studies, research projects, the processing of annual increases, longevity payments and merit increases.
Reviews completed studies/reports for technical accuracy and compliance with policy, procedures, and accepted personnel/wage and salary principles.
Conducts research of special projects relating to compensation inquiries/ problems, recommends solutions and possible alternatives; prepares complex written reports.
Interprets classification actions, pay administration policies, survey techniques and salary recommendations to employees, department directors, and agency administrators.
Consults with and advises managers regarding classification of positions, documentation of employee performance, personnel policies and procedures; participates in the development and administration of compensation programs.
Monitors and maintains the HRIS system; develops system controls and codes, ensures system is processing properly; coordinates with Technology Management and develops custom program to administer various compensation programs; resolves complex HRIS problems.
Reviews position evaluation studies to ensure equity within the classification plans.
Reviews requests for special pay adjustments (voluntary demotions, special promotions, higher starting salaries) for potential impact and compliance with policy. Recommends appropriate actions.
Evaluates existing policies, procedures, rules and regulations; formulates improvements; participates in the development of systems for job analysis, audit procedures, wage surveys, and pay plan implementation.
Manages the City's performance appraisal and merit increase programs; explains purpose and mechanics of program, reviews proposed merit program and develops related reports.
Manages the design of pay survey questionnaires, determines agencies to survey, determines comparability of positions, analyzes data, reviews average salaries and reports reflecting survey findings and pay plan adjustments.
Develops operational goals and guidelines for retirement and group insurance policies and processing to include pre-retirement counseling, retirement benefit calculation, group claims assistance and records maintenance. Resolves employee/retiree problems with benefit enrollment and delivery of benefits by providers; responsible for insurance and pension actuarial computer databases. Evaluates and responds to communications from employees, City administration and consultants; makes recommendations regarding selection of providers, benefit levels or changes.
Plans and directs the implementation and administration of group health, life, dental, long term disability, pension and pre-tax spending account programs.
Supervises professional and clerical employees engaged in the administration and maintenance of compensation and benefit programs; responsible for hiring, training, appraising, and disciplining employees.
Analyzes legislation affecting benefits, insurance coverage, data concerning prevailing practices among similar organizations, and agreements with labor unions, in order to comply with legal requirements and to establish competitive benefits programs. Stays abreast of local, state, and federal legislation to ensure that City benefit plans are in compliance.
Develops and modifies benefit policies and programs utilizing knowledge of prevailing practices, emerging types of benefits packages, and customary benefits provided for a broad spectrum of personnel. Recommends to supervisor and City administration revisions in City employee benefit provisions due to changes in laws and group experience ratings.
Directs preparation and distribution of informational literature and presentations to notify and advise employees about coverage and eligibility requirements of various programs.
Develops, implements, and monitors program budgets for achievement of goals and objectives; maintains activity records and prepares periodic activity and budget reports.
Performs related duties as assigned.
|Knowledge of laws, regulations, (Fair Labor Standards Act, EEO Title VII, etc) policies, procedures, and contracts governing job classification and pay issues.
Knowledge of pay and classification principles, practices, and techniques of public personnel administration including performance review and merit systems.
Knowledge of the terminology, job content, and qualification requirements of a variety of public occupations.
Knowledge of job analysis methods, job auditing techniques and statistics.
Knowledge of computerized personnel/payroll systems.
Ability to conduct research, collect, organize and analyze data and formulate intelligible recommendations.
Ability to prepare concise, meaningful and timely oral and written reports in a clear and logical manner.
Ability to interpret personnel policies, procedures and contracts and explain technical personnel problems in simple, non-technical language.
Ability to work independently to solve problems and make sound decisions based on available information.
Ability to plan, implement and supervise various large scale projects and programs.
Ability to develop budgets and maintain expenditure records.
Ability to communicate effectively orally and in writing.
Ability to operate personal computer.
Thorough knowledge of theory, principles and practices of retirement system structure and management.
Considerable knowledge of various forms of employee benefit programs, as well as operational knowledge of actuarial principles, social security and tax laws.
Considerable knowledge of public personnel management and of local government organization and procedures.
Considerable knowledge of Excel.
Ability to establish and maintain effective working relationships with management, employees, retires and vendor representatives.
Ability to exercise judgment and discretion in the development, implementation and maintenance of 125 Cafeteria Benefits Program.
Ability to plan, supervise and review the work of a professional, technical and clerical staff.
|Bachelor's degree in Public or Business Administration, Industrial/Organizational Psychology or related field and a minimum of four (4) or more years professional experience developing and administering compensation & benefits programs, some of which must have been in a supervisory capacity; or an equivalent combination of education, training, and experience. Knowledge of PC and experience in HRIS are required. Certification as Compensation Professional (CCP) issued by World at Work is highly desired. A Valid Florida Driver's License is required.|