Manager, Compensation - (25-P&T-500002-006)

The 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.

 

General

 

Job Title: Manager, Compensation Job Code: OA0024 Supervises Directly: Yes     New or Revised: Revised Regular or At-Will: At-Will Date Last Revised: 8/20/2024 Exempt or Non-Exempt: Exempt Compensation Approval Signature:   Union/ Non-Union: Non-Union Department Name and Division:  People & Talent Salary Schedule:  Non-Union Salary Range Cost Center Code:    500002  Grade: NU18 Essential Position: No Reports To: Senior Manager, Compensation EEO Code: Officials and Administrators Work Format Hybrid

 

Who We Are & What We Do:

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.

 

Role Description:

The Manager, Compensation, designs, implements, evaluates, and manages DC Water’s compensation strategies and programs, conducting in-depth market analyses, and ensuring compliance with industry regulations. The role is responsible for benchmarking/leveling projects to ensure competitive pay levels across the organization, administering annual salary reviews, evaluating jobs, and managing and maintaining the HRIS to help DC Water attract, retain, and motivate top talent through competitive and equitable compensation practices.

 

Essential Duties & Responsibilities:

• Manages DC Water’s compensation strategies and programs aligned with organizational goals and industry benchmarks.
• Manages job evaluation processes to assign jobs to the appropriate pay group and grade, ensuring competitive and equitable pay for DC Water’s employees. 
• Oversees system data input and integrity for job, salary, and position control information in the human resource information systems (HRIS) and directs regular audits and quality control. 
• Advises management in establishing pay levels to ensure DC Water’s ability to attract, motivate and retain employees. 
• Provides advisory services to managers and employees in the HCM Office sub-units, as required. 
• Oversees all pay adjustments for DC Water’s Union and Non-Union workforce.
• Drives market analyses to ensure DC Water’s compensation programs remain competitive and compliant with relevant regulations.
• Manages benchmarking studies and surveys to determine appropriate salary ranges for various positions based on industry standards and regional considerations.
• Manages the annual salary review process, providing expertise, analysis, and recommendations on merit increases, incentive payouts, and bonus calculations.
• Partners with HR Business Partners, Benefits, Talent Management, Talent Acquisition, Payroll, and HRIS leads to integrate compensation-related policies and programs, drive improvements across administration, process, and employee/candidate experience, and support attraction, retention, development, and performance of DC Water’s employees through People & Talent programs.
• Supports change management, communication, and ongoing training on compensation policies, programs, and processes to enable employees to understand their compensation.
• Prepares monthly Human Resources reports and other special reports, as requested. 
• Provides support to the collective bargaining negotiations process with the Master Agreement on Compensation. 
• Participates in the compensation transformation program and associated projects in support of the Human Capital Strategy, providing str