HR Specialist II-Compensation

DART (Dallas Area Rapid Transit)•Headquarters, KY

2d•$64,863 - $107,023•Onsite

About The Position

Performs advanced-level professional human resources compensation and classification work in support of the organization’s compensation programs and human resources operations. The HR Specialist II – Compensation serves as the subject matter expert for compensation-related transactional processing within the Enterprise Resource Planning (ERP) system, Workday, and provides operational support for compensation administration, position management, and organizational changes. This position exercises independent judgment, technical expertise, and project coordination in the administration and maintenance of compensation-related programs, data integrity, and Human Resources system processes.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Public Administration, or a related field.
Three (3) years of progressively responsible experience in compensation, classification, human resources operations, or HR systems administration, including six (6) months of salary analysis administration.
Pass a physical (medical) examination that includes a drug screen in order to operate DART non-revenue vehicles.
Proficiency with personal computer (PC) and software applications to include Windows, word processing and database.
Demonstrated knowledge of Lawson, Workday or related software.
Demonstrated knowledge of excel formulas to include pivot point, vlookup and other validation formulas.
Analytical and creative skills to find solutions to complex interpersonal, technical and administrative problems.
Ability to demonstrate a fiduciary obligation to section, division, department, and DART in handling materials and information of a confidential nature.
Ability to be dedicated to meeting the expectations and requirements of internal and external customers. Acts with customers in mind. Establishes and maintains effective relationships with customers and gains their trust and respect.
Ability to pick up on technical things quickly. Can learn new skills and knowledge. Is good at learning new industry, company, product, or technical knowledge.
Ability to be able to write clearly and succinctly in a variety of communication settings and styles. Can get messages across that have the desired effect.
Ability to quickly find common ground and solve problems for the good of all. Can represent his/her own interests and yet be fair to other groups. Can solve problems with peers with a minimum of noise. Is seen as a team player and is cooperative. Encourages collaboration. Can be candid with peers.
Ability to use rigorous logic and methods to solve difficult problems with effective solutions.

Responsibilities

Serves as the primary administrator for compensation-related employee transactions within the ERP system, Workday.
Processes and maintains employee compensation transactions including reorganizations, reclassifications, transfers, promotions, interim assignments, and other personnel actions.
Administers and monitors position control activities to ensure organizational and budgetary alignment.
Reconciles compensation and employee data between Lawson and Workday systems to ensure accuracy, consistency, and data integrity.
Conducts audits of HR and compensation data within ERP systems and identifies discrepancies requiring corrective action.
Maintains and manages compensation-related records, documentation, reports, and supporting materials in accordance with applicable policies and procedures.
Assists in the administration and processing of bonus and incentive programs.
Serves as the Human Resources subject matter expert for technical system changes, enhancements, testing, and implementation activities related to compensation and classification functions.
Coordinates and manages assigned HR system projects, including workflow improvements, process enhancements, and operational initiatives.
Drafts complex policies and procedures consistent with agency and departmental goals and objectives relative to Human Resources functions.
Ensures continuity of operations and provides backup support in the absence of the HR Analyst IV – Compensation.
Develops, recommends, and implements process improvements to increase operational efficiency and data accuracy.
Prepares reports, analyses, and correspondence related to compensation and classification activities.
Interprets and applies federal, state, local, and organizational policies, procedures, and regulations related to compensation administration.
Performs other related duties as assigned.