HR Compensation Consultant II (HRC6)

HR Compensation Consultant II (HRC6)

ProSidian Seeks a HR Compensation Consultant II (HRC6) to support an engagement for a federal financial regulatory agency and one of two agencies that supply deposit insurance to depositors in American depository institutions. This agency supplys deposit insurance to depositors in American commercial banks and savings banks. This Banking, Financial Services, and Insurance Sector Role is a Junior Consultant Labor Category Position located at or near CONUS - Washington, DC (Remote).

This service supports Banking, Financial Services, and Insurance Sector Clients (For Present / Future Requirements) and ProSidian Team Members work as part of a Engagement Team Cadre (Labor Category: Consultant II) to fulfill T&M - Time and Materials (T&M) requirements and to provide Employee Compensation, Pay for Performance, and Classification Consulting Services on behalf of a federal financial regulatory agency and other Federal Government clients with services required to include support from experienced consulting for review and evaluation of compensation programs; including classification, exemption status under the Fair Labor Standards Act, salary structures, locality pay, pay setting, pay for performance, pay equity, job analysis, premium pay, variable pay, and rewards. The ProSidian Engagement Team works to evaluate Federal Client's current compensation policies, programs, and practices for effectiveness in attracting, retaining, and motivating the high-caliber talent required to fulfill its mission. Members of The ProSidian Engagement Team are expected to provide expertise principally in the areas of compensation and classification - Services focus primarily on Employee Compensation, Pay for Performance and Classification Consulting Services.

We aspire to build and enhance an exceptional and diverse team of high-achievers who always put mission and the spirit of service first. This position aligns with functional/technical service requirements and client engagements in the Banking, Financial Services, and Insurance Client Industry Sector - Financial Services: Building The Future Of Financial Services With Forward Thinking Solutions.. HR Compensation Consultant II (HRC6) Candidates shall work to support requirements for HR Compensation Functional Area Services and shall work as a HR Compensation Consultant II (HRC6) and

PARTICIPATE IN FUNCTIONAL / TECHNICAL ROLE BASED RESPONSIBILITIES AND SUPPORT RELATED TO:

Research Of HR Programs: Research of human resources programs offered by exemplary public and private sector organizations, specifically related to compensation, pay-for-performance, total rewards, and classification.

Review/Assessment Of Current Compensation Policies: Review and assessment of The Client's current compensation policies and practices based on relevant criteria (e.g. Federal regulations, industry best practices, professional guidelines, Corporation objectives).

Analysis And Comment On Best Practices Proposals: Analysis and comment on proposals, providing alternatives based on identified best practices or "next" practices. Preparation of cost-benefit analyses of proposed changes to existing programs and development of new programs.

Design And Development Of Compensation Programs Recommendations For Modifications: Design and development of recommendations for modifications to the The Client's compensation programs or initiation of new programs, including strategies for maximizing use of automated technologies to improve customer service, operating systems, and program efficiency.

Presentation Of Recommendations For Changes To Existing Programs: Presentation of recommendations for changes to existing programs and creation of new programs that meet The Client's strategic plan and support its corporate values and goals.

Development Of Implementation Strategies And Project Plans: Development of implementation strategies and project plans and assistance in the development and execution of revised or new programs, including revision of policies and standard operating procedures to reflect programmatic changes.

Development, Implementation, And Evaluation Communication And Education Strategies: Development, implementation, and evaluation of The Client's (nationwide) communication and education strategies, vehicles and documents to ensure that employees and human resources staff understand the programs.

Designing, Conducting, Administering Surveys: Designing, conducting, administering, compiling, analyzing and summarizing and disseminating surveys comparing The Client's compensation and classification policies and programs to other FIRREA agencies and federal financial regulators, other Federal and public sector organizations, and the private sector.

Collecting Data By Electronic And Web-Based Methods: Collecting data by electronic and web-based methods. Publishing in electronic and hardcopy, the survey results and disseminating to survey participants.

Consulting To Senior Management Officials: Consulting to senior management officials during collective bargaining and other labor- management initiatives in preparation for development of, and during the administration of, a negotiated multi-year Compensation Agreement. Meeting periodically with The Client's and, at The Client's request, union representatives to review financial and program design issues. Preparation of financial exhibits, agenda, summaries of issues, cost analyses, and opinion papers. Serving as a technical expert on compensation and classification during the The Client's collective bargaining process. Costing and issuing analysis of union proposals during course of negotiation.

Advising The Client's On Legislative And Regulatory Changes: Advising The Client's on legislative and regulatory changes that may affect The Client's programs. Incorporating legislative and regulatory changes in recommendations.

Writing Or Reviewing Of Job Descriptions, Performing Job Analysis And Evaluation: Writing or reviewing of job descriptions, performing job analysis and evaluation of The Client's positions and reviewing evaluations performed by The Client, as requested. Determining jobs' exemption status relative to the Fair Labor Standards Act, as administered by the U.S. Office of Personnel Management and defined in the code of federal regulations. Meeting with The Client's management, employees and/or their representatives, as needed to gather information needed to evaluate positions, or to explain the methodology and support decisions. Preparing oral and written depositions and testimony and representing the The Client's in person or in writing, if needed, to explain the methodology and to support the evaluations in internal and external review processes, including appeals, grievances, arbitration, or legal action.

Providing Consulting Services, Including Analysis, Benchmarking, Program Design: Providing consulting services, including analysis, benchmarking, program design, development and implementation as needed for ad hoc requests. Preparing opinion/white papers, cost-benefit analyses, and special reports addressing specific human resources issues.

Provide Communication Plans And Change Management Strategies: Provide communication plans and change management strategies to ensure successful implementation of any new programs and initiatives resulting from above recommendations.

TEAM PROSIDIAN PERSONNEL SHALL HAVE EXPERIENCE IN THE FOLLOWING:

• Expertise and experience in designing, developing, implementing, communicating, administering and evaluating human resources programs, with emphasis in compensation and classification in large (i.e., over 4,000 employees) geographically dispersed organizations with a technical, multi-faceted mission of national scope.
• Demonstrated successful experience in designing and implementing innovative private and public sector compensation and pay for performance programs, and/or expertise in a unionized environment.
• Experience in job analysis and evaluation, with expertise in making accurate Fair Labor Standards Act (FLSA) exemption determinations, and demonstrated ability to successfully defend those decisions to employees, management, and/or outside parties.
• Expertise in state-of-the art compensation, pay for performance, and awards programs, with the ability to tailor such programs to a public-sector regulatory/operational organization.
• Knowledge of existing laws and regulations pertaining to the federal compensation, classification, performance, and recognition programs, and to the federal financial regulatory agencies.

CONSULTANT II ENGAGEMENT TEAM MEMBER QUALIFICATIONS:

• Experience in the use of a variety of job evaluation methodologies, including development and writing of job descriptions; job analysis and evaluation; making FLSA determinations; ensuring sound and fair application of evaluation methodology; explaining and defending the results during internal and external review.
• BS in business administration, human resources or other related field and a minimum of five (5) years of progressively responsible professional management consulting with proven track records in areas of expertise required by project(s)/program(s) to which assigned.
• Additional education may be substituted for experience.

PLACE OF PERFORMANCE: Team ProSidian shall perform the majority of services under this Contract at its own facilities. At the discretion of the FDIC Oversight Manager, performance may also be required at either the FDIC facility located in northwest Washington, D.C. or at the FDIC facility in Arlington, VA. FDIC may also require presentations or work assignments of short duration at one or more of FDIC'sregional or field locations. Presentations may also be performed virtually.

TRAVEL: Travel will be approved by the Oversight Manager and will be reimbursed.

RISK LEVEL DESIGNATION : Moderate Risk - background investigations required and Personnel performing labor categories designated at the MODERATE or LOW risk levels must be either United States Citizens or Lawful Permanent Residents of the United States.

Additional Information

CORE COMPETENCIES

• Teamwork ability to foster teamwork collaboratively as a participant, and effectively as a team leader
• Leadership ability to guide and lead colleagues on projects and initiatives
• Business Acumen understanding and insight into how organizations perform, including business processes, data, systems, and people
• Communication