Divisional Compensation Analyst_E-Nsc_Human Resources-112

Location: NSC Divisional Headquarters
Position Type: Full time

About this opportunity:
This position is responsible for
In consultation with the Divisional Human Resources Director and Territorial Compensation Director, implements and administers the Division’s Compensation Program; serves as the technical resource for the Division with regard to program administration and maintenance; administers the day-to-day operations of the Division’s compensation program in accordance with established policies and procedures; serves as a resource to management when hiring, reclassifying or promoting employees by providing information on market pay practices; performs big picture analysis and strategic planning to ensure all areas of the compensation program remain up-to-date and in alignment with Salvation Army policy and procedures; ensures daily administration of compensation programs are in compliance with current employment law.

Key responsibilities:

• Divisional Compensation Program Implementation (60%) Facilitates the implementation of the Division’s Compensation Study and resulting Compensation Program; establishes a list of job classifications needed by the Division; researches and evaluates jobs to ensure same jobs are classified the same; facilitates an implementation and appeal process to ensure all jobs are properly classified and assigned an appropriate salary range; works closely with the Territorial Compensation Director to identify and correct how jobs are classified and to revise or create new job descriptions when needed. 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. Develops and maintains up-to-date organizational charts for Divisional Headquarters and all local offices. Assists the Divisional Human Resources Director in conducting compensation presentations to introduce and explain the Compensation Program; provides reports and forms needed to effectively administer compensation within the policies and procedures of the Compensation Program.
• Divisional Compensation Program Administration and Maintenance (35%) Reviews department head and local Officer-in-Charge requests for employee pay increases, promotions, reclassifications, departmental reorganizations, or special exceptions to compensation policy and advises the Divisional Human Resources Director per established policy and accepted compensation practices; prepares documentation for Divisional Finance Board review and approval. Prepares salary comparison reports for new hires to ensure that starting salaries follow policy; makes recommendations to the Divisional Human Resources Director regarding starting pay for new employees. Reviews and recommends approval of job descriptions for exempt positions proposed by the Field; ensures that the position qualifies for exemption from the Fair Labor Standards Act; coordinates with the Divisional Human Resources Director regarding positions needing more in-depth analysis. Communicates and implements the Administration’s decisions regarding annual increases, salary structure adjustments and Merit Increase guidelines; ensures compliance to the same. Facilitates and administers the Divisional Compensation Programs for Planned Giving and Resource Development staff; ensures that new hire salaries and changes follow established policy and procedures; prepares and submits required documentation to Territorial Headquarters Human Resource Department in accordance with policy. Monitors the compensation of employees paid $100,000 or greater as well as the compensation of all Corps Administrators; prepares and submits required paperwork to Territorial Headquarters Human Resource Department in accordance with policy and to obtain the necessary approvals. Works closely with the Territorial Compensation Director to facilitate the review of division’s salary structures when requested to ensure they remain competitive; makes recommendations thru the Divisional Director of Human Resources to the Divisional Finance Board regarding changes or improvements needed to maintain an effective compensation program. Develops and facilitates training for officers or other Human Resource staff with compensation administration responsibilities; prepares training materials and manual; conducts individual training sessions to include orientation to the Compensation Program, job description writing techniques and point-factor job evaluation system. Maintains a Divisional Handbook containing an up-to-date salary structure, merit increase scale, job titles, salary grades as well as point-factor evaluation records for each position. Maintains a Job Tracking System containing historical records of all job descriptions and point factor evaluations for all positions. 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 Division; provides job code information needed to set up new positions on the HRIS including EEOC Codes, FLSA Status and Pay Grade; maintains a master list of all job codes currently utilized. Operates a human resources management database to record, track and generate compensation information and various reports; studies system capabilities and assists in customizing software programs to meet the needs of the Human Resources Department; works cooperatively with the HRIS staff in the development of customized compensation reports and forms. Plans, develops, prepares, and conducts presentations to various boards and conferences, employees and department heads regarding the Compensation Program; prepares printed materials and audio visuals. Develops and maintains an up-to-date Procedural Manual documenting all processes established for this position to ensure that backup and replacement staff have accurate guidelines for performing the responsibilities of this position.
• Affirmative Action Plan Administration (5%) Classifies all positions into the appropriate EEOC category required by the Affirmative Action Plan (AAP). Prepares and audits job classification and compensation data for AAP required reports at the divisional and local level. Provides assistance to local units to ensure that all jobs are properly classified for AAP reporting. Audits compensation data for compliance with AAP requirements and notifies the Divisional Human Resources Director of areas needing attention. Provides assistance in providing data related to OFCCP audits when necessary

What we are looking for in you:

• 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 employment recruitment, retainment, and reward systems. 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 apply independent judgment in making decisions and resolving problems with limited supervision. 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 enforce established 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 develop and maintain effective working relationships with Divisional Headquarters Department Heads and Command Human Resources Staff. Ability to interview management to identify critical job related information relevant to developing an accurate job description and fair and competitive salary grade. Ability to serve as technical resource for compensation management best practices and decisions.

Physical Requirements and Working Conditions:
Ability to meet attendance requirements. Ability to read, write, and communicate effectively in the English language. Ability to perform both routine and complex mathematical calculations. Ability to type and operate a personal computer. Ability to perform all duties with an understanding of the mission, ministry, philosophy, culture, and protocol of The Salvation Army and conducts all duties in accordance with the ministry of the organization and its Christian principles; conducts all communications and job duties with the highest level of professionalism. Ability to travel 50-60% of time during the Compensation Study and Program Implementation Phase and 30-40% of the time once the Compensation Program is implemented in all locations. Duties are usually performed seated. Sitting may be relieved by brief or occasional periods of standing or walking. Limited amount of physical effort required associated with walking, standing, lifting and carrying light objects (less than 25 lbs.).

Employee Benefits

• PTO ACCURAL
• 11 holidays, 403b and employer 403b matching up to 6%, bundle health insurance plan including medical & dental coverage with vision discount program, basic life insurance, optional life insurance and supplemental insurance as well.

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Why work for us?
The Salvation Army offers a broad range of career opportunities, particularly targeted toward those motivated by our mission, to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.
The Salvation Army strives to do the “Most Good” for its employees by offering a greater sense of purpose in the work performed, by training and mentoring employees and by offering competitive compensation and benefit plans. Whether employed as a truck driver, administrative support team member or the director of a program, our employees understand at the core of their work is the opportunity to be an integral part of an organization that is Doing the Most Good.
Five values at the heart of everything we do…We are…

• Passionate
• Compassionate
• Uplifting
• Brave
• Trustworthy

Additional Information:
All employees recognize The Salvation Army is a church and agree they will do nothing as an employee of The Salvation Army to undermine its religious mission.
To apply, click on the “Apply Now” icon at the bottom of this posting.
Application Submittal Period: 12/16/2024 –12/21/2024
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability.
Equal Opportunity Employer Minorities/Women/Veterans/Disabled

When an application is selected for review, typically, only applicants who indicate the relevant education and experience requirements, as indicated in the job description for the position, may be considered for job openings. Please FULLY complete the application, answer questions completely, honestly and to the best of your ability. Please also upload a copy of your resume (when available). Those applicants requiring accommodation to the application and/or interview process should contact a representative of the Human Resources Department at the applicable location.

We appreciate your interest in employment opportunities with The Salvation Army!