Compensation Specialist & Human Resources Generalist

Job Summary

• In consultation with the Divisional Human Resources Director, implements and administers the day-to-day operations of the Compensation Program for the ARC Command and Adult Rehabilitation Centers in accordance with established policies and procedures;
• serves as a technical resource for the ARC Compensation Program administration and maintenance; administers the day-to-day operations of the Command’s compensation program in compliance with current employment laws;
• prepares and maintains spreadsheets of various data; processes compensation data; recruits and interviews applicants for the Command and ARC Centers;

provides backup support to benefits.

Job Responsibilities

Compensation : (50%)

Collaborates with the Divisional Human Resources Director to implement and administer the Compensation Program for the ARC Command and Adult Rehabilitation Centers;

serves as a technical resource for the ARC Compensation Program administration and maintenance.

Administers the day-to-day operations of the Command’s compensation program in compliance with current employment laws.

Develops and maintains up-to-date organizational charts for the Command and the Centers.

Plans, develops, prepares, and conducts presentations to the Command and Centers, regarding the Compensation Program; prepares printed materials and audio visuals.

Researches and writes job descriptions; conducts interviews of employees and / or management to learn job duties; submits new job descriptions for approval;

applies point-factor to determine the appropriate salary grade for all new or changing positions.

Reviews with the Divisional Human Resources Director job descriptions for exempt positions to ensure compliance with the compensation plan and that the position qualifies for exemption from the Fair Labor Standards Act.

Reviews Command and Center requests for employee pay increases, promotions, reclassifications, departmental reorganizations, or special exceptions to the compensation policy and advises the Divisional Human Resources Director per established policy and compensation practices;

prepares documentation for Divisional Finance Board review and approval.

Monitors the compensation of employees paid $100,000 or greater; submits required paperwork to Divisional Human Resources Director for review and approval in accordance with policy and to obtain the necessary approvals from THQ.

Processes TSAMM items, including but not limited to : employee compensation changes, promotions, demotions, transfers, position changes, status changes, merits and general increases, etc.

Prepares salary comparison reports of employees to ensure that salaries follow policy and in compliance with federal, state, and local laws;

makes recommendations to the Divisional Human Resources Director regarding starting pay for new employees.

Ensures that new hire pay rates and pay changes follow established policy and procedures; prepares and submits required documentation to Territorial Headquarters Human Resource Department as required by policy.

Works closely with the Territorial Compensation Director to facilitate the review of Command’s salary structures when requested to ensure they remain competitive;

makes recommendations through the Divisional Human Resources Director to the ARC Command Finance Board regarding changes or improvements needed to maintain an effective compensation program.

Works closely with the Territorial Compensation Analyst to assign standard job codes for all jobs listed in the Human Resource Information System;

ensures job codes and titles are consistent throughout the Command; provides job code information needed to set up new positions on the HRIS including EEOC Codes, FLSA Status and Pay Grade.

Serves as a resource to management when hiring, reclassifying or promoting employees by providing information on market pay practices.

Benefits : (25%)

Provides backup support to benefits to include but not limited to : preparing and processing employee medical and life insurance information;

maintains and provides employee data to Finance and Risk Management for billing of Group Health, Voluntary Life Insurance, Flexible Spending Accounts, AFLAC, and Long-Term Disability.

Processes and enters new hires and employee terminations in HRIS and Chesterfield Resources benefit database; and maintains the accuracy of employees’ electronic profiles.

Reviews and reconciles monthly billing for Health Insurance, LTD, and Voluntary Life Insurance for employees.

E-mails bi-weekly FSA deductions report for employees to Finance.

Reviews and resolves discrepancies of AFLAC products elected by employees.

Receives, reviews, and distributes annually, the Approved Drivers List for employees and officers.

Receives, reviews and processes Medical Support Notices in accordance with local, state, and federal statutes.

Inputs data and generates various human resources reports, as requested.

Serves each year as liaison to ARC Centers and Risk Management during the open enrollment period for the Employee Health Plan, AFLAC supplementals, voluntary life, and FSA insurance.

Serves as liaison to Risk Management and Chesterfield Resources regarding insurance coverage for employees.

Prepares and submits various insurance reports to Risk Management at the first of the month.

Prepares and maintains manual or electronic organized filing systems of human resource documents.

Tracks and monitors employee benefit eligibility for employees within the Adult Rehabilitation Centers Command.

Performance Management : (15%)

Processes the annual compensation increases for employees at the beginning of the new fiscal year; calculates annual compensation increases and prepares a variety of reports;

works closely with other staff to ensure that annual increases are processed in a timely and accurate manner.

Recruitment : (10%)

Reviews job requisitions submitted by Centers for job postings to ensure compliance with Salvation Army established guidelines;

confirms required legal requirements are met prior to posting or advertising on media outlets.

Serve as liaison with the Centers for recruitment activities.

Screens resumes, interview and document candidate responses, administer assessments, perform reference checks and make hire or not to hire recommendations.

Serve as the expert for recruitment activities within the ARC Command.

Tracks applicants and develop various correspondence notifications for applicants of their status in the recruiting process.

Communicate to the Centers and Command personnel the status of various positions including the candidates who meet the minimum qualifications and where they are in the recruitment process.

Maintains a positive working atmosphere by acting and communicating in a professional manner that will establish and promote a professional working relationship with vendors, donors, customers, beneficiaries, co-workers and management.

Other Responsibilities :

Provides backup coverage to Benefits.

Assists Center Administrators, managers, supervisors, and employees with HR related issues; provide guidance on a wide variety of human resources issues.

Receives and responds to complex and routine questions from Centers and Command level management regarding compensation practices, policies and procedures.

Maintains the confidentiality of all personnel and payroll records, and the confidentiality of personnel-related correspondence, conversations, or issues residing in the Human Resources Department.

Assists in performing special projects, as needed.

Performs other related work as required.

Knowledge, Skills and Abilities :

Ability to develop and maintain effective working relationships with Divisional Headquarters Department Heads, Huma Resources Representatives, and Command Human Resources Staff.

Knowledge of the modern principles and practices of human resources management and specifically compensation program development and administration.

Knowledge of the principles and practices of general business administration. Knowledge of the development, implementation and maintenance phases of a compensation program.

Knowledge of the principles and practices of fair and equitable pay practices. Knowledge of point-factor evaluations systems and the ability to customize a system to meet the changing needs of the organization.

Ability to objectively evaluate positions utilizing point-factor analysis. Ability to write accurate and thorough job descriptions to capture to full scope and level of work involved in a particular job.

Ability to interpret and established internal policies and procedures regarding compensation administration in order to maintain fairness and equity in pay practices.

Ability to prepare and conduct informative presentations regarding current and proposed pay practices. Ability to interview management in order to identify critical job related information relevant to developing an accurate job description and fair and competitive salary grade.

Education and Experience :

Bachelor's degree from an accredited college or university in Business Administration, Human Resources Management, or a closely related field, and 5 years’ progressively responsible work experience in the area of human resources, compensation administration and in HRIS reporting experience, or any equivalent combination of training and experience which provides the required knowledge, skills, and abilities.

Certifications :

SHRM-SCP, SHRM-CP, SPHR or PHR and CCP or GRP preferred

Valid State Driver’s License

Physical Requirements and Working Conditions :

Ability to meet attendance requirements. Ability to read, write, and communicate the English language. Ability to perform routine mathematical computations.

Ability to concentrate and pay close attention to detail with constant breaks in concentration associated with assisting others.

Ability to perform both routine and complex mathematical calculations. Ability to type and operate a personal computer. Duties are usually performed seated.

Sitting may be relieved by brief or occasional periods of standing or walking.

Work is usually performed in a normal office environment and involves frequent travel where there can be physical discomforts associated with changes in weather or discomforts associated with noise, dust, dirt, and the like.