HR Business Partner - Compensation
Metropolitan Transportation Authority - Manhattan, NY

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Application Deadline

July 29, 2013

Compensation

Grade H Min: $79,470 / Mid: $99,338 / Max: $119,206

Opening

Playing a vital role in the economy of New York State and Connecticut, Metro-North Railroad, a subsidiary of the Metropolitan Transportation Authority (MTA), is the busiest commuter railroad in the nation with an annual ridership of over 82 million. A dynamic organization with a strong focus on customer service, safety, and new technologies, Metro-North employs approximately 5,900 people. Operating out of its home base in New York City's historic Grand Central Terminal, the railroad's three lines serve 120 stations in seven counties in New York and two counties in Connecticut. In 2011, Metro-North received the prestigious International Brunel Award for Overall Excellence in Railroad Design, recognizing its continuing work as a more efficient operation, its commitment to sustainability, and its focus on providing excellent customer service. Metro-North was the first American railroad to win this coveted award in its 30-year history. The competition is open to all passenger and freight railroads in the world. Metro-North has a reputation for rewarding employee resourcefulness and innovation, and offers excellent job opportunities in a challenging and diverse environment.

Position Objective

The HR Business Partner-Compensation is responsible for the overall design, implementation, monitoring, communication and administration of the organizations compensation programs.

This position ensures that compensation programs support the organization's strategic objectives and meet all legal and financial requirements.

The HRBP formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization.

This position interacts with departments across the organization as well as external consultants, service providers and the other HR Business Partners within the human resources department.

Responsibilities

Major Responsibilities/Accountabilities:

Oversees compensation strategies and goals to support the business and communicates policies and practices to executives, managers, and employees: ­

Provides review and analysis of existing and proposed compensation programs for effectiveness and cost management and makes recommendations for program changes as needed.

Develops, implements, and maintains compensation programs, policies and processes. ­

Conducts periodic evaluations of compensation programs to ensure accuracy and marketplace competitiveness and consistency across other business units and MTA Agencies ­

Consults with HR Business Partners and business clients to ensure organizational design and compensation structure will achieve key business objectives.

Ensures compliance with federal, state, and local laws and regulations regarding compensation programs.

Oversee the job evaluation process, including the creation/revision of job descriptions and recommend salary grade allocations. ­

Provide comprehensive analysis and modeling plan design and costs ­

Evaluate current programs to determine competitive position, recommend improvements. ­

Oversee the job evaluation process, including the creation/revision of job descriptions and recommend salary grade allocations.

As a Strategic HR Business Partner aligns business objectives with employees and management in designated business units.

Serves as a consultant to various departments on Human Resources related issues and services such as recruitment, benefits, career advice, employee relations, organizational design, etc.

Consult with line management providing HR Guidance when appropriate.

Analyze trends and metrics in partnership with HR group to develop solutions, programs and policies.

Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions.
Provide guidance and input on business unit restructures, workforce planning and succession planning.

Assist with identifying training needs for assigned business units and consult with training department to develop appropriate training plans.

Maintains effective working relationships with the HRBPs, the BSC and Centers of Excellence to ensure proactive collaboration on projects: ­

Ensures effective and efficient customer service to the business unit from the BSC and the COEs. ­

Recommends changes to HR BSC and Centers of Excellence practices to reflect business unit needs as appropriate.

Interacts with Business Partners to ensure business unites work, leverages best practices and ensures consistency in application of HR Policies.

Responsible for managing a staff of HR Professionals.

Required Qualifications

HR Core Competencies

Technical HR Expert
Consult with business unit leaders, HRBPs and executive leadership on all compensation programs and practices that pertain to the respective business groups.

Creates and delivers effective and efficient HR processes and services tailored to unique business needs.

Manages the compensation survey process which includes developing and/or participating in compensation surveys to input, collect and analyze competitive salary information to determine position worth.

Oversee HR programs, projects and processes for both internal and external compliance, as well as be accountable for global compensation and compliance initiatives. Applies information technology to rapidly deliver quality HR products and services.

Demonstrates success working in a shared service model, built on a foundation of communication and partnership.

Demonstrates strong planning, organizational, analytical and communication (verbal, written, presentation) skills.

Has working knowledge of automated Human Resources systems (preferably PeopleSoft) and MS Office Software (Excel, Word, ACCESS and Power Point)

Employee Advocate
Develops strategies and helps implement actions that enhance human capital contribution
Helps build workforce commitment
Ensures fair, ethical, and equitable people processes and practices
Demonstrates strong interpersonal skills with the ability to interact with all levels of the company and with outside sources.

Strategic Business Partner
Displays strong leadership skills with the ability to motivate and foster teamwork.
Develops and aligns strategies with business and serves as inside consultant for line management.
Assists line managers in solving organization, people and change-related issues.
Contributes to management team's strategic decision-making.
Fosters systems thinking, customer focus, and continuous learning.
Strategically manages workforce development.
Keeps current with HR and business trends.
Demonstrates the ability to change priorities while meeting deadlines.

Change Agent
Understands the organizational culture and what is effective and ineffective.
Demonstrates project planning skills and meets deadlines even as priorities change.
Institutionalizes change capability within the organization.
Helps line managers to lead and facilitate change.
Acts as a consultant in organizational effectiveness.
Enhances management development.

Compensation Manager Competencies
Develops and executes compensation philosophy, practices, and processes.
Maintains in-depth knowledge of compensation best practices.
Ensures current job descriptions and classification systems.
Lead all areas of compensation programs, projects and processes within the organization including annual salary planning, market survey analyses, new hire offers, job evaluations, salary/wage change recommendations and supplemental pay.
Actively partners with executives, managers and HR to monitor consistent compensation practices across the organization.
Supports the participation and analysis of salary surveys to assess the competitive market position and recommends enhancements to improve competitiveness.
Manages vendor solutions to support the compensation strategy and function.
Demonstrates working knowledge of multiple human resources disciplines including compensation practices, organizational change, employee relations, diversity initiatives, performance management, and federal and state respective employment laws.
Communicates compensation practices, processes and policies to employees and managers.
Collaborates with HRBPs and the business units to ensure the effectiveness of the performance management process.
Ensures prompt resolution of compensation issues.
Measures ongoing effectiveness of compensation practices and recommends changes.

Measurement/Evaluation Opportunities
Percentage of current job descriptions.
Percentage of performance management appraisals completed.
Using one business unit goal, measure contribution of Compensation in achieving that goal (the actual measurement to be used will be determined at the beginning of the fiscal year).

Required Education/Experience

Required Education/Experience/Training:
Bachelors Degree in Business, Human Resources Management and/or related field.

Minimimum 7 years of compensation experience in a blended Human Resources organization in a consultative role within a changing organization environment, including hands on experience and knowledge of human resources functions such as recruitment, organizational development, employee engagement and change management.

Minimum 5 years experience managing professional staff. Strong analytical and influencing skills are critical to success in this position.

Proven ability to build relationships with, and influence all levels within an organization.

Preferred Education/Experience

Experience working with a unionized workforce preferred.

The following is/are preferred, but other satisfactory combinations of relevant experience, education, and/or technical credentials will be considered:

A Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification is a plus.

Master's Degree with a focus in Human Resource is a plus.

Selection Criteria

To be selected for a position, an applicant must: (1) meet the minimum requirements in the job posting, (2) pass a written examination (if applicable), (3) satisfy a background investigation (which includes credit, if applicable), and (4) pass an oral interview, during which the interviewers will further evaluate the applicant's qualifications for the position. Because the selection process is competitive, not all qualified applicants are granted an interview. Metro-North may also require the applicant to undergo a physical ability test, and, if the Company extends a conditional offer, may require him or her to undergo a medical examination, which may include toxicological testing.

For applicants who are current employees, you must be in active service and have worked in your present position for at least one (1) year to be eligible to apply for a posted position, and have completed the agreed upon formal training commitment, plus on-the-job training, if applicable (for example: Signal Trainee, Foreman-In-Training, etc.) in order to be eligible to transfer. If you are transferred, you may be required to forfeit your seniority in your present occupation. In addition, Metro-North employees are subjected to an internal investigation, which includes an evaluation of their safety and discipline records, their performance assessments, and of their time and attendance records (including early quits and late starts) for the preceding 30 months. During the 30 month review period, the maximum number of occurrences allowed is 15, and the maximum number of patterns allowed is 8. (An "occurrence" is any absence or consecutive absences of four or more hours, and a "pattern" is an absence preceding or following rest days, holidays, vacation days, etc.) For employees with fewer than 30 months of service, the entire period of their employment is reviewed, and the maximum allowable number of incidents is pro-rated. Absences excused in accordance with Company Operating Procedures are not included for purposes of assessing whether attendance is satisfactory. If occurrences and/or patterns exceed the maximums allowed, the employee's attendance is deemed unsatisfactory, and he or she is disqualified from further consideration, even if he or she has not been previously warned about his/her attendance.

As an employee of Metro-North Railroad you may be required to complete a New York State financial disclosure statement, if you earn more than $88,256 or if you hold a position designated as a policy maker.

We offer a competitive salary and a comprehensive benefits package. If interested, please apply online at www.mta.info

How To Apply

Qualified applicants can submit an online application by clicking on the 'APPLY NOW' button from either the CAREERS page or from the JOB DESCRIPTION page.

If you have previously applied on line for other positions, enter your User Name and Password. If it is your first registration, click on the CLICK HERE TO REGISTER hyperlink and enter a User Name and Password; then click on the REGISTER button.

MTA Metro-North Railroad is an Equal Opportunity Employer

Metropolitan Transportation Authority - 12 months ago - save job - block
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