The Classification, Compensation, and Pay Equity Team within the Bureau of Human Resources is responsible for maintaining the City’s classification, compensation, and pay equity systems, structures, and programs. Activities include establishing compensation, classification, and pay equity policies; providing consultation to City bureaus and Council; conducting classification studies, compensation surveys, and job audits; classifying new positions and creating new classifications; communicating with and educating employees; and ensuring compliance with related laws, regulations, and policies.
The Classification, Compensation, and Pay Equity Manager leads, directs, oversees, and manages the programs and staff responsible for the delivery of services related to the development and maintenance of City-wide classification, compensation, and pay equity systems, studies, policies, practices, and procedures; provides strategic direction for City-wide classification, compensation, and pay equity initiatives; advises City leadership including Council on classification, compensation, and pay equity best practices and recommends solutions; ensures the City is in compliance with the related laws and regulations.
MAJOR/ESSENTIAL JOB FUNCTIONS:
These values guide our actions as we serve the community and engage our workforce. To learn more about the City's core values, please click here (https://www.portlandoregon.gov/bhr/article/763427).
Why work at the City of Portland?The City of Portland workforce serves a population of over 650,000. We are culture- and solutions- driven, viewing every challenge as an opportunity to learn, improve, and share our expertise. We are committed to removing systemic barriers to resources, access, and opportunity. The City is a believer in ALL people and continues to actively recruit and retain diverse top talent every day. If you are open-minded, motivated, community-focused, and self-aware, please apply yourself at the City of Portland today.
Many positions within the City are designated as hybrid and currently the City requires you to work in-person one day per week. Beginning in April 2023, most hybrid employees will be expected to perform at least half of their work in-person.
Applicants must specifically address and demonstrate in their resume and cover letter how their education, training and/or experience, meets each of the following minimum qualifications. Any combination of education and experience that is equivalent to the following minimum qualifications is acceptable:
An evaluation of each applicant's training and experience, as demonstrated in their resume and cover letter, weighted 100%. Do not attach materials not requested. Only candidates who meet the minimum qualifications will be placed on the equally ranked eligible list. You have 14 days from the notice of the examination results to let us know if you disagree with your results. Please read the City of Portland Administrative Rule 3.01 for complete information. Additional evaluation for required certifications may be required prior to the establishment of the eligible list and/or final selection.
** PLEASE NOTE: The eligible list generated from this recruitment may be used to fill future vacancies**
Recruitment Activity Schedule:
*Timeline is approximate and subject to change.
Applicants must submit a professional résumé and cover letter online specifically focused on your qualifications for this position as identified in the "To Qualify" section of this announcement in accordance with the following Application Instructions:
Your résumé and cover letter will be the basis for our evaluation of your qualifications for this position.
Please note, all completed applications for this position must be submitted no later than on the closing date and time of this recruitment. All applications must be submitted via the City's online application process. Do not attach materials not requested. E-mailed and/or faxed applications will not be accepted.
Work Status: Non-citizen applicants must be authorized to work in the United States at the time of application.
Veterans' Preference: If you are requesting Veterans' Preference, attach a copy of your DD214/DD215 and/or Veterans Administration letter stating your disability to your profile, as well as checking the box identifying yourself as a Veteran. You must request Veterans' Preference AND include a copy of your documentation for each recruitment to which you apply. Veterans' Preference documentation must be submitted no later than 11:59 PM on the closing date of this recruitment.
ADA, Pregnancy, and Religious Accommodations: If you identify as a person with a disability, are pregnant or nursing, or observe a religious practice(s), and would like to request a reasonable accommodation when applying for this job, please contact the Recruiter below for assistance.
Equal Employment Opportunity: It is the policy of the City of Portland that no person shall be discriminated against based on race, religion, color, sex, marital status, family status, national origin, age, mental or physical disability, protected veteran status, sexual orientation, gender identity or source of income. The City values diversity and encourages everyone who is interested in employment with the City to apply.
Did you know? The City of Portland offers "How to Apply Classes" that are free and review best practices for applying to the City. Follow the link for the most recent list of scheduled dates: https://www.portland.gov/bhr/events.
An Equal Opportunity/Affirmative Action Employer
Our mission of making life better for others includes every person we serve, including our employees. By promoting fair, competitive and equitable pay practices, you will help to support management-level and employee customers so that Legacy Health can most effectively work as a team with a unified goal. If this is how you view your work as a Compensation Consultant, we invite you to consider this opportunity.
This is a remote position – incumbents, who reside in Oregon or Washington only, may work at home, on the road or in a satellite location for all or part of their workweek. There may be occasional situations that require work to be performed on-site at an assigned Legacy Health location. This position may require initial training and orientation to be site-based, before transitioning to the remote schedule.
The Compensation Consultant provides complex compensation support to leadership for assigned areas to include job evaluation, competitive pay analysis, and assisting in the development of market competitive compensation policies and programs. Designs and implements pay solutions, strategies and programs through strong communication and influence, while also demonstrating the ability to pivot with changing circumstances and provide cost savings and sustainable solutions. This role also conducts benchmarking and data analysis to formulate recommendations that ensure competitive, cost-effective, and legally compliant compensation programs and practices.
Education: Bachelor’s degree in human resources, business administration or related field or equivalent experience required.
Experience: Minimum four years’ of relevant Human Resources experience working in Compensation or equivalent required.
LEGACY’S VALUES IN ACTION:
Follows guidelines set forth in Legacy’s Values in Action.
Equal Opportunity Employer/Vet/Disabled
Supports the compensation staff in the general administration of the department and clients through market research, data gathering and interpretation of information. Assists with developing alternatives and recommendations. Presents analysis and recommendations to compensation staff and may present information to management
Compensation Analyst and Sr. Compensation Analyst:
Conducts compensation analysis through market research, data gathering and interpretation of employee data. Develops alternatives and recommendations. Presents analysis and recommendations to management and may implement proposed solutions. Responsible for all compensation support for a designated client group.
In addition to the above, the Compensation Analyst responsibilities will also include:
In addition to the above, the Sr. Compensation Analyst responsibilities will also include:
In addition to the above, the Compensation Analyst requirements also include:
In addition to the above, the Sr. Compensation Analyst requirements include:
Please note that the posted salary range may not represent the maximum salary available for a job level which will be based on qualifications and professional experience.
The mid and senior level role will be eligible for a 12% target incentive opportunity.
This role currently has the ability to be hybrid in nature.
Employees must be able to perform the essential functions of the position with or without an accommodation.
Position: Compensation Analyst
Job Family: People & Culture
Position Reports to: Compensation Manager
Career Level: P2
Job Code: XXXXXXXX
Exemption Status: Exempt
General Purpose and Scope of Position:
The Compensation Analyst will be a thought partner in developing and improving our compensation structure. Essential to this role is a track record as a critical thinker with a collaborative approach. Working closely with the Compensation Manager, this position will help to build out and maintain compensation programs including job architecture, market-competitive base pay and short and long-term incentive programs. This role requires demonstrated skills in both data and compensation analysis. You will serve as a resource to both business and people & culture partners.
Key Skills and Abilities Include:
Key Personal Attributes Include:
Specific Responsibilities and Key Deliverables Include: