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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:

• Lead, develop, implement, improve, and direct classification, compensation, and pay equity initiatives and programs.
• Act as the principal resource for questions, results, and solutions to complex compensation, classification, and pay equity questions and issues; advise, counsel, and guide management and employees.
• Serve and participate in a variety of internal and external committees and cross-functional teams.
• Lead, direct, manage, supervise staff assigned to deliver classification, compensation, and pay equity services.

City of Portland Core Values:
Anti-racism | Communication | Collaboration | Equity | Transparency | Fiscal Responsibility

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.

COVID-19 Vaccine Requirement
As of October 18, 2021, all City employees must be fully vaccinated for COVID-19. This is required for all positions at the City of Portland. Proof of being fully vaccinated is required by date of hire. You may request an exception, for health or religious reasons, from getting the COVID-19 vaccine at the time a position is offered. 

Work Location

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.

To Qualify

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:

1. Education/Training: Bachelor’s degree from an accredited college or university with major course work in business administration, public administration, or field related to organizational unit or Bureau/Office (e.g. engineering, environmental science, finance, accounting, human resources, etc.)
2. Experience: Five (5) years of progressively responsible experience developing, implementing, and managing programs, projects and/or personnel functions within an organizational unit, including a minimum of three (3) years in a supervisory role.

In addition to the minimum qualifications, the successful candidate will also posses some or many of the below knowledge, skills, and abilities: 
 

1. Knowledge of the principles and practices of leadership, operational strategic planning, current business communication, public administration, program evaluation, budget preparation and administration.
2. Ability to manage a multicultural workforce, promote an equitable work environment, and apply equitable program practices to diverse and complex City services.
3. Knowledge of the principles, practices, methods, techniques, of classification compensation, and pay equity systems, structures, and programs. 
4. Knowledge and understanding of applicable federal, state and local laws, statues, and related rules including collective bargaining.
5. Knowledge of labor relations principles and practices in a public setting as it relates to classification and compensation.
6. Skilled at developing and implementing policy and procedure to enhance programming and improve the employee experience.
7. Skilled in using change management principles and best practices within a large, multi-functional environment with competing interests.  
8. Ability to effectively develop and manage complex classification, compensation, and/or pay equity programs
9. Ability to use persuasive language to achieve desired outcomes or goals
10. Ability to diplomatically and proactively work with Council and City leadership on classification, compensation, and pay equity policy or practice on sensitive and complex issues.
11. Ability to apply analytics and problem-solving skills to independently develop sound decisions, conclusions, and recommendations. 

Applicants must also possess: 

• Must be fully vaccinated for COVID-19 per City/State mandate or have an approved exception by date of hire.

The Recruitment Process

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:

• Job Posting closes: Open Until Filled
• Applications Reviewed:  Ongoing
• Eligible List / Notices Generated: TBD
• 1st Round of Interviews: TBD
• Job Offer: TBD

*Timeline is approximate and subject to change.

Applicant Instructions

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.

• Your cover letter should include details describing your education, training, certification and/or experience, and where obtained which clearly reflects your qualifications and ability to meet the minimum requirements listed in the "To Qualify" section of this announcement.
• Your résumé should support the details described in the cover letter.
• Salary Range/Equity Pay Analysis:  Please note per the Oregon State Pay Equity Law your salary is determined based on the experience and education listed in your resume/application. It is strongly encouraged to include any transferable experience (paid or unpaid regardless of how recent) to ensure your offer is reflective of all directly related and equivalent experience.
• If you are requesting Veterans’ Preference, as identified below, please describe in your cover letter any transferrable skills obtained during your military service and how they relate to each of the required minimum qualifications under the "To Qualify" section above.
• Do not attach documents not requested.

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.

Additional Information

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.

Language Pay Differential: City of Portland employees who speak one or more languages in addition to English, may be eligible to receive a “language pay differential.” This is compensation for qualifying multilingual City employees who use their language skill to assist the community. More about the language pay differential can be found here.  

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.  

Questions?
Bureau of Human Resources
Terrol Johnson, Senior/Executive Recruiter  
Terrol.Johnson@portlandoregon.gov

An Equal Opportunity/Affirmative Action Employer

Apply Here!

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.

Responsibilities:

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.

Qualifications:

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.

 

Skills:  

• Excellent organizational, written and verbal communication and customer service skills to be able to interact effectively with all levels of personnel within and outside of the Legacy Health community.
• Proficiency using computers: Excel, databases, PowerPoint, and Word software.
• Advanced technical knowledge requirements include mathematical and statistical skills for data analysis.
• Ability to work with detailed data.
• Ability to work on multiple projects simultaneously meeting deadlines.
• A thorough understanding of wage and hour laws. 

LEGACY’S VALUES IN ACTION:

Follows guidelines set forth in Legacy’s Values in Action.

 

Equal Opportunity Employer/Vet/Disabled

Apply Here!

General Purpose

• Associate Level:

  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.

  Responsibilities:

  Associate Level:

• ·      Under general guidance from the compensation lead or manager, assist business partners, managers and client groups in matters related to compensation administration.

• Assist with the preparation of compensation analysis through research, data gathering, auditing and interpretation.  
• Provide administrative support for client organizational change, compensation compliance and processes.
• Assist with creating job descriptions, performing job evaluations and conducting market research. 
• Under general guidance, assist with developing salary recommendations and provide assistance with promotion requests.
• Provide support in the development of compensation reports, alternative solutions and recommendations.
• Provide compensation support to clients during the annual salary planning process (merit and annual incentive recommendations).
• Administer compensation specific programs, such as employee recognition/STARS
• Coordinate activities for outside vendors, such as MarketPay, an on-line market pricing system.
• Participate in compensation surveys.
• May perform other duties as assigned.

• In addition to the above, the Compensation Analyst responsibilities will also include:

• ·      Prepare compensation analysis through research, data gathering, auditing and interpretation.  

• Provide support in the development of compensation reports, alternative solutions and recommendations.
• Under general guidance from the compensation lead or manager, assist business partners, managers and client groups in compensation strategy, programs and issues.
• Create job descriptions, perform job evaluations and conduct market research. 
• Provide support for client organizational change, compensation compliance and processes.
• Develop salary recommendations and provide guidance and recommendations regarding promotion requests.
• Provide support for client group during annual salary planning process (performance appraisal scores and merit and annual incentive recommendations).
• Administer compensation specific programs, such as employee recognition.
• Coordinate activities for an outside vendor, such as an on-line market pricing system.
• Participate in compensation surveys.

• In addition to the above, the Sr. Compensation Analyst responsibilities will also include:

• ·      Develop compensation reports, alternative solutions and recommendations in support of compensation and human resource initiatives.

• Advise and influence business partners, managers and client groups in compensation strategy, programs and issues. 
• Update, maintain and administer compensation databases. 
• Review and approve salary recommendations and provide guidance and recommendations regarding promotion requests.
• Manage relationships and processes for an outside vendor, such as an on-line market pricing system. 

• Requirements

  Associate Level:

• ·       Bachelor’s Degree in Business Administration, Finance, Human Resource Management or a related field; or the equivalent combination of education and related experience.

• 0 to 3 years of human resources experience.
• Proficient with the use of spreadsheets, word processing, and presentation applications to gather, analyze, and model information. 
• Knowledge of data gathering, analysis, forecasting, and modeling techniques. 
• Ability to maintain the privacy and confidentiality of information.
• Communication and interpersonal skills including ability to consult with internal and external customers regarding matters/issues which may be sensitive in nature.
• Ability to work with all levels of an organization including people with different styles and backgrounds; ability to work as a member of a team.
• Ability to present alternatives and recommendations.

In addition to the above, the Compensation Analyst requirements also include:

• A minimum of three years related human resources experience, with a minimum of one year in compensation design and administration.
• Knowledge of data gathering, analysis, forecasting, and modeling techniques and applicable federal, state, and local governmental laws and regulations.
• Project management skills including project leadership, task identification, scheduling and cost/expenditure identification.
• Proficient with the use of Excel and Word, to gather, analyze, model and present information and recommendations.

• In addition to the above, the Sr. Compensation Analyst requirements include:

  • A minimum of five years related human resources experience, with a minimum of three years in compensation design and administration.

  Preferences

• ·       CCP, PHR or SPHR Certification.

• Experience in compensation design and administration.
• Knowledge of and experience with SAP.
• Knowledge of applicable federal, state, and local governmental laws and regulations.
• Knowledge of company policies and procedures.

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.

Apply Here!

Position:                       Compensation Analyst

Division:                       Corporate

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:

• 3+ years of Compensation Analyst experience supporting and evaluating compensation models and processes, building scalable programs and solutions
• The ability to maintain a high level of accuracy in preparing and entering information.
• Experience with market pricing, benchmarking, compensation analyses and other financial and statistical metrics encompassing elements of compensation
• Advanced knowledge of Excel (e.g. working knowledge or ability to learn: vlookups, nested functions, pivot tables, charts/graphs, etc.)
• Solid project management and time management skills
• Ability to build relationships with demonstrating a record of timeliness, trust, and integrity
• Demonstrated ability to work independently and within a team, conduct research, formulate conclusions, and present conclusions or solutions to business issues

Key Personal Attributes Include:

• Excellent communication and interpersonal skills, including the ability to influence and build relationships across functions at all levels of the organization
• The ability to respond actively and sensitively to customer needs and problems.
• Strategic orientation with the ability to take initiative and serve as a resource for the global enterprise
• A passion for analytics and problem solving with a strong drive for results
• Curiosity and a desire to learn

Specific Responsibilities and Key Deliverables Include:

• Consult, advise & train People Partners, Recruiters, and multi-level Business Leaders in all things compensation
• Analyze and administer compensation programs such as base pay, short-term incentives and sales incentives as well as aiding in developing communication materials and trainings 
• Evaluate jobs and maintain job catalog, job descriptions, and compensation framework to ensure market competitiveness
• Maintain the career framework through the job evaluation process, ensuring that positions are evaluated against the established set of criteria and are leveled consistently across the organization
• Assess appropriate market benchmarks for jobs and participates in compensation surveys to obtain market data
• Ensure compensation data accuracy and compliance with FLSA and other state and federal laws and regulations
• Experience with auditing for internal equity, market competitiveness, and compliance with regulations and internal policies
• Administration of annual merit and bonus processes, including communication and system tools support
• Produce ad hoc analyses based on business requests and recommend corrective or alternative actions to resolve compensation-related needs
• Participate the development of best practices and processes in the function and embed these in the organization. 
• Supports project work, such as reorganizations, redesign of processes for efficiency and other projects that arise from time-to-time through analysis of data and research of supporting materials