Human Resources Manager and Leave

POSITION:
Human Resources Manager:
Benefits, Compensation and Leave DEPARTMENT:
Human Resources PAYGRADE: 114(E)

PAY:
Min: $94,246 Mid: $120,163 Max: $146,082

The Human Resources Manager:
Benefits, Compensation, and Leave oversees all aspects of CCWA’s compensation, benefits, retirement plans, leave administration, wellness initiatives, ADA accommodations, and related compliance functions. This role serves as the organization’s primary expert and advisor on benefits, leave, and compensation programs, providing strategic guidance to the CHRO, leadership, and employees. The manager develops, administers, evaluates, and improves programs to ensure accuracy, consistency, compliance, competitiveness, cost savings initiatives, and positive employee experiences.

Responsibilities include conducting analyses, managing complex cases, overseeing transactions, maintaining HRIS data, preparing reports, and managing vendor relationships. The role also leads assigned HR staff and collaborates closely with Payroll, Finance, Legal, IT, department leaders, consultants, and vendors to ensure effective and aligned program administration.

• Develops and executes Total Rewards branding, strategies, and recommends programs and practices that support CCWA’s workforce objectives, employee retention, market competitiveness, internal equity, and fiscal sustainability of all programs.
• Leads and participates in the day-to-day administration of CCWA’s Total Rewards programs which includes compensation, classification, employee benefits, retirement, wellness, leave administration, ADA accommodations, and related programs.
• Serves as a subject-matter expert and provides consultation, analysis, and recommendations to the CHRO, management, and employees regarding Total Rewards programs, policies, practices, and individual employee matters.
• Researches emerging Total Rewards practices, labor market trends, legislative and regulatory developments, and public-sector practices and recommends appropriate organizational responses.
• Develops, implements, and maintains policies, procedures, workflows, forms, communications, administrative controls, and standard operating procedures supporting effective Total Rewards administration.
• Responds to employee and management questions and personally researches and resolves complex or escalated Total Rewards matters.
• Present information to executive leadership and Board of Directors, as assigned.

• Manages and performs the day-to-day administration of CCWA’s compensation and classification programs to support internal equity, external competitiveness, regulatory compliance, and organizational objectives.
• Conducts compensation and salary surveys; identifies appropriate benchmark positions and peer organizations; collects and analyzes labor market data; evaluates compensation trends; and develops recommendations regarding salary structures, pay ranges, market adjustments, and individual salary actions.
• Manages and assists with the review and processing of compensation transactions, including new-hire salary recommendations, promotions, demotions, transfers, reclassifications, acting/interim assignments, market adjustments, and other pay actions.
• Conducts job evaluations and classification studies for new and existing positions through questionnaires, interviews, organizational analysis, market research, job documentation, and other appropriate methods.
• Develops, reviews, and revises job descriptions and classification specifications to accurately reflect essential functions, minimum qualifications, organizational scope, reporting relationships, and responsibilities.
• Reviews departmental restructuring and organizational change proposals and evaluates their potential impact on classifications, compensation, organizational hierarchy, and internal equity.
• Conducts analyses of pay compression, salary relationships, internal equity, market competitiveness, promotional pay, and salary placement and develops recommendations to address identified concerns.
• Reviews position and compensation requests for compliance with…