Senior Compensation Specialist

Sound Transit•Seattle, WA

12h•Hybrid

About The Position

Provide compensation expertise and support for the Agency’s compensation programs. Provide support to complete compensation surveys, job analysis, and pay class studies. Provide reports on a regular basis. Serve as a technical partner to the Total Rewards team and other HR team members and managers on compensation matters.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Finance or related field; Four years of experience in Human Resources, Compensation, HRIS, Finance or any other analytical experience in a similar sized company; Or an equivalent combination of education and experience.
Knowledge of general HR practices and confidentiality issues.
Demonstrated experience consulting and solving business problems.
Advanced knowledge of Word, Excel, Visio and other MS Office products
Experience with developing, implementing, and meeting functional budget.
Maintaining confidentiality and communicating with tact and diplomacy.
Analytical strengths, attention to detail and ability to problem solve and perform audits of daily work.
Ability to gather market data and use excel data analytics.
Ability to interact with third party contacts; such as consultants, other companies, and compensation groups.
Establishing and maintaining effective working relationships with other department staff, management, vendors, outside agencies, community groups and the general public.
Interpreting and administering human resources policies and procedures and in effectively gathering and analyzing data to develop reports and recommendations related to human resources programs and functions.
High customer services skills, shown through the ability to use judgment in balancing the needs of the customer while considering the policies and procedures of the company.
Ability to work in a culturally diverse environment.
Utilizing personal computer software programs affecting assigned work and in compiling and preparing spreadsheets.
Identifying and resolving problems in timely manner using sound judgment.
Responding to inquiries and in effective oral and written communication.

Nice To Haves

CCP (Certified Compensation Professional) or a similar compensation certification.
Experience with compensation/HRIS systems.

Responsibilities

Reviews new positions in anticipation of recruitment to ensure appropriate FLSA and pay grade classification. Assists managers in modifying and creating new job descriptions which accurately reflect current roles, responsibilities and requirements. Reviews and recommends salary placements for new hires as requested.
Maintains current job descriptions/classifications on the Applicant Tracking system, regularly audits positions to position control. Validates the vacant positions to position control on a regular basis in coordination with Talent Acquisition and budget.
Reviews manager’s requests for job reclassification and makes classification/pay grade recommendations. This includes reviewing job descriptions/classifications, conferring with managers, evaluating jobs and making recommendations on appropriate FLSA code and pay grade level with consideration for internal equity and external market. Handles administrative steps to formalize recommendations for approval. Communicates with managers regarding the result of the review.
Partners with Labor Relations in gathering market data, preparing analyses and pulling reports for roles in bargaining. May support and participate in other bargaining activities as assigned.
Act as a trusted advisor to leaders and Chief of Staffs, balancing business goals, talent needs, and internal equity by translating compensation data into clear, actionable guidance.
Champions compensation survey participation and analysis with vendors, local jurisdictions, peer companies, and other groups to gather and maintain current market data for current positions.
Coordinates and prepares the annual compensation letter for each employee following the formal class study and annual merit cycle. Prepares documentation for the annual internal reclassification requests and potential appeals on an annual basis.
Ensures compliance of compensation and classification programs and practices.
May compile regular reports for on-going program management.
May lead or participate in other special projects/programs as requested; may serve on various committees as assigned; attends and participates in professional group meetings.
May support in entering new hires into the HRIS. May participate as needed in developing new processes regarding the new hire experience.
Champions and models Sound Transit's core values and demonstrates values-based behaviors in everyday interactions across the agency.
Contributes to a culture of diversity, equity and inclusion in alignment with Sound Transit’s Equity & Inclusion Policy.
It is the responsibility of all employees to follow the Agency safety rules, regulations, and procedures pertaining to their assigned duties and responsibilities, which could include systems, operations, and/or other employees.
It is the responsibility of all employees to integrate sustainability into everyday business practices.
Other duties as assigned.

Benefits

Two choices of medical plans, a dental plan, and a vision plan all at no cost for employee coverage; comprehensive benefits for employees and eligible dependents, including a spouse or domestic partner.
Long-Term Disability and Life Insurance.
Employee Assistance Program.
401a – 10% of employee contribution with a 12% match by Sound Transit; 457b – up to IRS maximum (employee only contribution).
Employees accrue 25 days of paid time off annually with increases at four, eight and twelve years of service. Employees at the director level and up accrue additional days. We also observe 12 paid holidays and provide up to 2 paid floating holidays and up to 2 paid volunteer days per year.
12 weeks of parental leave for new parents.
Pet Insurance.
All full-time employees will receive an ORCA card at no cost.
Sound Transit will pay up to $5,000 annually for approved tuition expenses.
Inclusive Reproductive Health Support Services.
Competitive salaries based on market rates and internal equity.
Work-life balance.
Opportunities for professional development.
Recognition from your colleagues.