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Employment Type:
Full time
Job Category:
Compensation Manager
(This job is no longer available)
Chicago Public Schools | Chicago, IL
Grad Date

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Job Description

Chicago Public Schools (CPS) is the third largest school district in the United States, serving over 370,000 students in 600 schools and employing nearly 36,000 people, most of them teachers. CPS has set ambitious goals to ensure that every student, in every school and every neighborhood, has access to a world-class learning experience that prepares each for success in college, career and civic life. In order to fulfill this mission we make three commitments to our students, their families and all Chicagoans: academic progress, financial stability and integrity. Five core principles are embedded within these commitments - high quality, rigorous instruction, talented and empowered educators, safety and support, financial stability and collective impact.

Job Description:

We are seeking an entrepreneurial self-starter with excellent project management skills to join the Talent Office as a Compensation Manager. The person will report to the Director of Benefits & Compensation and play a critical role in the analysis of CPS' compensation and benefits programs evaluating internal equity, external competitiveness, and ensuring legal compliance. The manager will oversee the planning, design, implementation and management of compensation programs and policies with a goal to drive positive employee engagement and retention.

The Compensation Manager is expected to successfully oversee and/or perform the following responsibilities:

Manage the design and maintenance of competitive compensation programs, policies and procedures.

* Identify, design and administer plans that support CPS' strategic goals and attract, reward and retain high-quality talent.

* Create systematic guidelines to conduct districtwide compensation reviews that address inequities across varied sub-categories (e.g. operations vs. education, race, gender, internal vs. external hires, etc.).

* Evaluate jobs and departments for external competitiveness, internal equity, and alignment with organizational objectives.

* Assist with compensation analysis, audits, and salary planning to ensure appropriate structural design in the district's compensation hierarchies.

* Oversee the procurement of a compensation database, manage the vendor relationship and software integration with CPS systems.

* Manage compensation survey input and analysis, including data collection, job matching, data/report generation & analysis, and interfacing with survey vendors.

* Determine assessment measures to track and evaluate the competitiveness of existing compensation structures.

* Conduct ad-hoc surveys and market research to identify trends, monitor market-sensitive jobs and recommend changes to address issues.

* Design, oversee, and provide compensation analytics and reports for appropriate staff and senior leadership.

* Research and evaluate market pay practices and provide recommendations for salary structure including monetary and non-monetary incentives.

* Model financial impacts in partnership with Finance and the Office of Management & Budget and oversee the implementation of changes.

* Aid in the development and maintenance of compensation, retirement and incentive policies and procedures.

Assist with the research, design and/or updates, project management and implementation of compensation plans for both union and non-union staff.

* Partner with Labor Relations, Budget, and other departments and leadership to inform CPS' collective bargaining on salary plans.

* Research, develop, and implement a new competitive compensation structure for non-union central office and school based staff.

* Partner with the HR Program Manager to link the compensation design to the new central office performance management process - RISE including modeling and cost projections.

* Identify and propose non-monetary rewards and recognition options to incorporate CPS' compensation structures.

* Benchmark and define an organization-wide compensation philosophy for non-union staff.

Lead the redesign of CPS' $1.67B deferred compensation retirement plan structure.

* Coordinate with the Chief Talent Officer, Executive Director, Law Office, plan vendors and brokers to define the new plan offerings, amend existing contracts, and construct the new plan design.

* Outline and implement change management, communication and education plans for all eligible participants.

* Coordinate with senior leadership to gain buy-in and facilitate the creation of an investment committee.

* Partner with the Law Office in negotiating new/amended vendor contracts and facilitate the Board approval and procurement processes for all applicable changes.

* Based on organizational needs and best practice, identify, recommend, and implement operational improvements that streamline internal HR processes that in turn increase efficiency, improve service, and drive cost-savings.

* Recommend short and long-term strategies and initiatives to meet needs

* Partner with the HRIT team to maintain system integrations and processes to ensure data & payroll accuracy and compliance

* Aid in the development of communication and educational materials related to the implementation of compensation programs

* Stay abreast of and advise on marketplace trends, relevant laws/regulations, and competitive rewards programs to ensure CPS' compliance.

* Support Talent Team and organizational leaders on additional projects as required.

Type of Education Required:

* Bachelor's degree in Business, Finance, Accounting, Human Resources, Organizational Effectiveness, or a related field; Master's degree preferred

* Certified Compensation Professional (CCP) designation preferred

* HR Certification: PHR/SPHR, SHRM-CP/SHRM-SCP preferred

Type of Experience & Skills Required:

* Minimum of five (5) years of direct human resources experience

* Minimum of three (3) years of project management experience in a fast-paced work environment

* Experience leading large-scale, complex projects with ambitious goals and deadlines requiring significant cross-functional collaboration required

* Extensive and diversified leadership experience developing and designing large initiatives with varied stakeholders

* Strong facilitation and communication skills, able to present information to audiences at all levels of the organization

* Ability to manage relationships at all levels of the organization

* Self-motivation, dedication and drive to succeed

* Impeccable judgement, integrity, curiosity and professionalism

* Comfortable with ambiguity and establishing a direction on one's own, with frequent support but without requiring constant supervision

* Ability to analyze a problem/question and decide the level of importance and necessary level of intervention or escalation necessary with support

* Significant project management experience and proven record of building strategic HR programs

Key Competencies Required:

* Organization & Project Management - Superior analytic and critical thinking skills and strong ability to analyze data, define problems, outline valid conclusions and implement realistic action steps. Quickly adjusts to shifting priorities and deadlines. Able to juggle multiple and varied projects simultaneously. Aligns and manages activities to drive cross-functional success on-time and to desired outcomes.

* Data Analysis & Analytical Thinking - Ability to build and create data, analyze statistics, identify trends, and make balanced, objective recommendations in a proactive manner to achieve maximum results.

* Influence & Leadership - Demonstrates a leadership presence that gains the confidence of others, and establishes oneself as a leader. Actively listens to others, understands nuance, and effectively interprets motivations/perceptions. Able to integrate feedback from others to achieve better results.

* Judgment - Ability to make sound decisions, and discern when a matter should be escalated to the next level.

* Collaboration - Initiates, builds, and manages cohesive partnerships and professional relationships both internally and externally. Excellent leadership skills, including the ability to build high-performing teams, trusting relationships and identify and leverage the value and skills others bring to the work.

* Communication with Stakeholders - Gears communication towards the target audience and is able to influence stakeholders in the interest of meeting organizational goals and values. Communicates at a high level in both written and verbal form with an impeccable detail-orientation and a focus on customer service and relationships. Has a strong regard for confidentiality and employs sound reasoning to make quick determinations.

Residency Requirement:

As a condition of employment with the Chicago Public Schools (CPS), employees are required to live within the geographic boundaries of the City of Chicago within six months of his or her CPS hire date and maintain residency throughout their employment with the district.