Sr. Specialist, Compensation - (26-P&T-500002-003)

The intent of this job description is to provide a representative summary of the major duties, locations, and responsibilities performThe intent of this job description is to provide a representative summary of the major duties, locations, 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 General Manager.

Division:

Department:   

People and Talent

People and Talent-Total Rewards

Hybrid

At DC Water, we provide more than 700,000 District of Columbia residents and 24.6 million annual visitors with essential water, wastewater, and stormwater services. DC Water also provides wholesale wastewater treatment services for 1.8 million people in Montgomery and Prince George's counties in Maryland, and Fairfax and Loudoun counties in Virginia. We aspire to be known for superior service, ingenuity, and stewardship to advance the health and well-being of our diverse workforce and communities. To achieve this vision, we commit to our shared mission every day—exceeding expectations by providing high quality water services in a safe, environmentally friendly, and efficient manner.

The Senior Specialist, Compensation, will be responsible for supporting the alignment of DC Water’s Compensation programs with business objectives that support organizational strategies.  The incumbent will be responsible for supporting the delivery of DC Water’s compensation programs in close collaboration with and under the supervision of the Manager, Compensation.  

• Provides advisory services to departments and HRBPs on all compensation matters to include reorganizations; assists departments in arriving at sound organizational structures.

• Assesses the most complex compensation matters; develops recommendations to address complex compensation issues; and assists departments with implementing recommendations. 

• Leads departments in determining whether new jobs and/or revisions to existing jobs are warranted; develops job descriptions and collaborates with managers and supervisors to accurately document jobs.

• Conducts research on Best Practices in compensation to develop new or support existing compensation initiatives based on analysis of current programs.