• Administer Council-wide compensation programs to include annual performance adjustments, general increases, pay grades, wage scales, and equity among Council staff, while ensuring compliance with the collective bargaining agreements.
• Recommend strategies during collective bargaining and develop proposals to achieve compensation program goals and objectives in union contracts; analyze union and management proposals in relation to desired goals and outcomes; provide accurate and detailed costing and analysis of union and management proposals; and participate in collective bargaining by presenting research to support management proposals or respond to union proposals.
• Assist with the development and recommendation of Council compensation strategy, aligning it with the objectives of the organization, industry standards, market trends, research of other public sector entities, and best practices. Provide compensation analysis and data support to outside vendors as part of compensation review processes.
• Respond to inquiries, instruct, and advise management of the proper and consistent administration of the compensation programs and the coordination with benefit provisions of labor agreements and the unrepresented plan.
• Respond to surveys, conduct market research, participate in the development of larger market study instruments, and analyze the results of survey data. Provide data quarterly to U.S. Bureau of Labor Statistics. Create summary document comparing Council wages to the market.
• Leverage the functionality within the HRIS PeopleSoft system to administer pay programs and provide research queries as needed for compensation analysis. Maintain compensation rate tables, bargaining agreements, and other salary plan tables.
• Utilize data analysis tools and techniques to assess the effectiveness of compensation programs, evaluate pay equity, and make data driven recommendations.
• Research, analyze and apply federal/state regulations to ensure compliance (FLSA, Pay Equity reports, State of MN)
• Develop communications of compensation administration programs and processes to employees, union representatives, and management, ensuring transparency and understanding.
• Perform other duties directly related to this position as assigned.

Any of the following combinations in completed education (degree field of study in human resources, business administration, finance or related field) and experience (in data analysis including regression analysis, forecasting and modeling):

• High school diploma/GED with nine or more years of experience
• Associate degree with seven or more years of experience
• Bachelor's degree with five or more years of experience
• Master's degree with three or more years of experience

• Certified Compensation Professional (CCP) certification
• Data analysis experience in the public sector
• Labor relations or human resources experience
• PeopleSoft experience

• Knowledge of base pay salary administration; statistical techniques including regression analysis, forecasting and modeling; survey techniques; position matching; and market pricing.
• Knowledge of personnel law, rules, administrative procedures, and labor contracts sufficient to administer, interpret and recommend revisions to them; public administration, governmental functions/programs, and organizational design sufficient to advise agency management on compensation program design and administration.
• Intermediate skills in Word to prepare reports, documentation incorporating charts, etc.
• Advanced skills in Excel to create analysis documents (regression, modeling, etc.).
• Basic skills in PowerPoint to prepare presentations.
• Skills in Internet research for market pricing, job matches, etc.
• HRMS system skill (query skills to extract information to prepare analytics, reports, etc.). PeopleSoft skills highly desired.
• Ability to interpret and apply mathematics and statistical methods and procedures.
• Ability to read, analyze, and interpret professional journals, technical procedures, and government regulations. Ability to write reports, business correspondence, and procedure manuals. Ability to effectively present information and respond to questions from groups of customers or clients.

• We offer the opportunity to make a difference and positively influence the Twin Cities metropolitan area.
• We encourage our employees to develop their skills through on-site training and tuition reimbursement.
• We provide a competitive salary, excellent benefits and a good work/life balance.

Union/Grade: Non-Represented / Grade I
FLSA Status: Exempt
Safety Sensitive: No

What your work environment would be:
You would perform your work in a standard office setting. Work may sometimes require travel between your primary work site and other sites.

What steps the recruitment process involves:

1. We review your minimum qualifications.
2. We rate your education and experience.
3. We conduct a structured panel interview.
4. We conduct a selection interview.