Job Number:

Performs position classification pay and position management functions for exempt and nonexempt jobs. Conducts job evaluations analysis and pay analysis Duties and Responsibilities:

Duties and Responsibilities:

At the full performance NF-4 level, the major duties of this position include, but are not limited to the following:

COMPENSATION:

- Interprets regulations, policies, and directives, and provides accurate pay setting guidance in accordance with relevant policy and NEXCOM standards/practices.

- Assist with developing and providing policy guidance throughout the Department on a wide range of compensation programs.

- Analyzes proposed pay legislation and regulations for impact on agency HR policies and programs and develops policies and programs to revise and/or implement new pay policies and procedures.

- Provides guidance on available incentives, such and recruitment, relocation, and retention, and other pay-setting flexibilities permissible within guidelines of DoD and applicable OPM policies and guidance.

- Conducts studies to analyze and measure the effectiveness of recruitment and retention processes, annual incentives for exempt associates and necessity of special wage rate schedules for specific jobs.

- Gathers and analyzes salary and occupational data from other federal agencies, private sector institutions, professional societies, etc., to determine local market or representative salary rates in order to conduct compensation studies and trends analyses for similar positions.

- Conducts research, including but not limited purchased surveys, outreach to other NAF Agencies, HR professional, local agencies/societies/chapters, etc. regarding complex, controversial, or unprecedented compensation issues.

CLASSIFICATION

- Classifies positions using NEXCOM, DoD and OPM classification standards. Determines appropriate job title, series and grade/band in conformance with applicable standards and NEXCOM organizational structures. Determines FLSA status in accordance with appropriate criteria.

- Conducts position management reviews for assigned area(s) of responsibilities by providing assistance to managers on ways to improve existing or establish new structures that will optimize efficiency, productivity and organizational effectiveness in accordance with sound classification standards/requirements.

- Determines the correct position classification by comparison to applicable classification standards relative to the position(s) in question, or under review, and prepares evaluation statement(s) to finalize resolution and/or options determined.

- Explains classification standards, decisions, and impact of respective classification standards, and as applicable, complaint(s) and appeal procedures to employees, supervisors, and officials or managers.

- Evaluate duties to make position designation determination, i.e., FLSA, OPM position sensitivity level, designation of internal pay range etc.

- May assists HR Director in developing program policies and procedures as required. Gathers information necessary to develop Standard Operating Procedures (SOPs) for areas including, but not limited to compensation, classification, pay analysis, job evaluations, etc., as well as other functional areas as deemed necessary and beneficial.

OTHER AREAS OF RESPONSIBILITIES

- Reviews NEX and NEXCOM organizational structures for effectiveness and sound position management and provides recommendations regarding organizational restructure and impact to existing and/or need for establishing of new positions.

- Develops partnerships and collaborations among teammates and other managers to assist with implementing programs and/or initiatives under the purview of Compensation, Recognition and Wellness programs. Promotes and performs as an advocate for all relative programs, including but not limited to: rewards, recognition, incentives and wellness, as well as other ancillary programs including but not limited to: Transportation Incentive Program (TIP), American Red Cross blood drives, Combine Federal Campaign for American Red2:3 Cross, that stakeholders to

- Keeps abreast of current commercial and government sector practices regarding pay, incentive plans, rewards, recognition and other related benefits considered part of total compensation.

- Conducts individual position reviews; develops and/or or revises job descriptions. Performs pay and salary analysis for field NEX and Headquarters positions, using both internal and external (commercial) data. Makes recommendations regarding wages paid to NEXCOM positions. Attempts to ensure wages paid are both internally consistent and externally competitive.

- As required, participates in locality wage surveys. Acts as liaison between the DoD NAF Wage Setting Division and Navy Exchanges in connection with locality wage surveys. Provides technical advice, resolves problems. Works with NEXs and DoD to develop special wage schedules (increased minimum rates, special schedules), as necessary.

- Assist with maintaining the NEXCOM job description library maintained in the Human Resources Information System, ensuring all required and applicable fields are populated with accurate data.

- Prepares and conducts training and presentations to managers, supervisors, and associates regarding NES pay and classification programs.

- Works closely with associates at all levels within NEXCOM Enterprise, including senior Command officials. Establishes and maintains productive working relationships with other retail NAF instrumentalities (e.g. Marine Corps, AAFES, BUPERS, DoD, DoN, etc.) and private sector consulting firms regarding pay and classification personnel.

Performs other related duties as assigned.

A total of 6 years of experience, consisting of the following:

GENERAL EXPERIENCE: Three years of responsible experience in non-routine work which enabled the applicant to gain a good general understanding of the systems, methods and administrative machinery for accomplishing work; the ability to analyze problems, apply sound judgment in assessing practical implications of alternative solutions and resolving the problems presented; and the ability to communicate effectively with others, both orally and in writing.

OR

SUBSTITUTION OF EDUCATION FOR EXPERIENCE: 1 year of academic study above the high school level may be substituted for 9 months of experience, up to a maximum of a 4 year bachelor's degree for 3 years of general experience.

AND

AND SPECIALIZED EXPERIENCE: Minimum of three years of progressive experience in Human Resources compensation, salary analysis, and position classification complies with official standards relative to occupational series (e.g. job family), grade level and skills required.

Relevant experience must include:

• Performance of job analysis, evaluations and benchmarking to determine classification and pay grade placement.

• Report preparation of job analysis assessing market competitiveness.

• Maintenance of proper job classification, pay ranges and including the establishment of new positions in the HRIS system.

• Strong mathematical and analytical skills with the ability to compile, analyze, interpret and communicate data. in recommending solutions to unique and complex compensation issues.

• Strong proficiency and technical aptitude with the use of MS Office products, especially Access, Excel, PowerPoint, Word, Visio, etc…