The intent of this job description is to provide a representative summary of the major duties and responsibilities performed by incumbent(s) in this job. Incumbent(s) may not be required to perform all duties in this description and incumbent(s) may be required to perform work-related tasks other than those specifically listed in this description. This job description is not a "contract" between the employee and the Authority. The job duties and essential functions may be changed at the discretion of the CEO/General Manager.

SUMMARY:

The Specialist II, Compensation, will contribute to the Compensation Unit by reviewing job requirements, drafting job descriptions, evaluating positions to ensure jobs are accurately leveled, market priced, and matched, and developing tools and reports for P&T team to assist in making data-driven compensation recommendations. The role will assist the Senior Compensation Specialists by continuously monitoring the effectiveness of compensation programs and initiatives created across DC Water and assisting with projects involving compensation matters.

ESSENTIAL FUNCTIONS:

• Conducts job evaluation, reviews new or revised job descriptions for appropriate content, determining salary grade assignment and Fair Labor Standards Act (FLSA) status of the job.
• Assists with the planning, designing, and implementation of compensation programs, including structure, design, market forecasting and large-scale job and/or salary changes based on job markets, organization, or division business models, as appropriate.
• Conducts research on best practices in compensation to develop new or support existing compensation initiatives based on analysis of current programs.
• Develops tools to track, analyze, and report on a range of compensation metrics and trends, providing actionable insights for executive decision-making.
• Assists in developing communication and training to support human resources and compensation programs and objectives.
• Advises HRBPs and Talent Acquisition regarding job candidate's proposed starting salaries according to DC Water's policy and practice.
• Assists in the annual compensation review process, utilizing data analysis to provide recommendations for optimizing salary structures, promoting internal equity, and addressing market fluctuations.
• Assists internal employees with compensation related inquiries on salaries, grades, pay schedules, step increases, and other compensation related information.
• Processes all compensation actions in appropriate HRIS databases.
• Works with other departments, such as Payroll, to provide compensation information and corrects compensation pay-related matters as needed.
• Interprets federal and state acts, statutes and regulations on compensation issues and recommends appropriate application.
• Conducts comprehensive and industry-specific salary surveys, analyzing data to benchmark compensation packages against water utility and public sector standards to ensure DC Water's pay competitiveness.
• Conducts salary surveys for exempt and nonexempt jobs to ensure external market competitiveness.
• Assists in performing desk audits as necessary to ensure that employees are assigned to the proper jobs.
• Assists in testing, implementing, and communicating new business processes and any systems that support human resources business processes.
• Works on compensation projects and cross-functional project teams as directed.
• Performs other duties as assigned by the immediate supervisor.

Supervisory Responsibilities: N/A

Key Working Relationships: Interacts with co-workers in the Department and throughout DC Water; representatives in other public and private organizations and agencies as well as those from surrounding jurisdictions.

EDUCATION / EXPERIENCE & OTHER MINIMUM QUALIFICATIONS REQUIRED:

The minimum qualifications listed below are representative of the knowledge, skill, and ability necessary for an individual to perform each essential function satisfactorily. Reasonable amounts of training are provided.

• Bachelor's degree in Human Resources, Business Management or related field from an accredited college or university.
• Minimum of three (3) years of experience related to compensation or an equivalent combination of education and experience.
• Understanding of compensation theories, methodologies, and best practices.
• Knowledge of relevant labor laws and regulations.
• Experience with Compensation tools and technology, pay equity analysis, job architecture, and data analytics.
• Ability to use an HRIS system such as Oracle, Workday, or SAP.
• Strong verbal and written communication skills to provide and gather information relative to compensation matters.
• Ability to use Microsoft office suite (word, excel, power point) to create documents, spreadsheets, and presentations.
• Preferred- SHRM CP.
• Experience in compensation within a union environment preferred.
• Master's degree in Human Resources, Business Administration, or a related field from an accredited college or university preferred.

PHYSICAL DEMANDS OF THE WORK ENVIRONMENT:

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

General office conditions.

We are proud to be an EEO/AA employer M/F/D/V.
We maintain a drug-free workplace and perform pre-employment substance abuse testing

The Americans with Disabilities Act prohibits discrimination against "qualified individuals with disabilities". If a reasonable accommodation is needed to participate in the job application or interview process, to perform essential job functions, and/or to receive other benefits and privileges of employment, please email .