Human Resources Administrator (Classification & Compensation)

The San Mateo County Transit District is seeking a seasoned Human Resources professional for the role of Human Resources Administrator (Classification & Compensation) in Millbrae, California, onsite. This position oversees the district’s classification and compensation framework, performs advanced data analysis, and provides market-based recommendations. You will lead the creation and maintenance of policies and standard operating procedures, drive change management, and oversee bi-annual leveling and compensation reviews across SamTrans, Caltrain, and TA, coordinating with consultants and ensuring clear stakeholder communication.

Responsibilities

• Serve as the primary expert on classification and compensation, market salary data, salary surveys, and job offers, delivering guidance aligned with district policies.
• Collect, consolidate, and analyze complex qualitative and quantitative data, including confidential information, from multiple sources.
• Develop, update, and communicate classification and compensation policies and standard operating procedures.
• Lead change management efforts related to classification and compensation, including communication of updates to District staff.
• Support People & Culture initiatives such as benefits, recruitment, civil rights, and employee relations by providing compensation and classification analysis.
• Review position descriptions to assign appropriate compensation levels based on market data comparators and internal alignment.
• Act as an independent reviewer on compensation matters including job offers, FLSA exemptions, and classification analyses.
• Monitor state and federal policy updates, emerging methodologies, or technology related to classification and compensation, and inform relevant departments and staff.
• Lead meetings to present salary and budget recommendations, policy updates, and individual classification review results with staff, management, and consultants.
• Manage the work of consultants, including scheduling and hosting meetings, gathering information, and supporting decision-making processes.
• Oversee bi-annual leveling and compensation review cycles to ensure consistency, accuracy, and fairness.
• Provide ad hoc classification and compensation support as needed.
• Prepare and present presentations, reports, and data visualizations to stakeholders.
• Maintain reports, manuals, datasets, and files for ongoing reference and compliance.
• Assess and review compensation and classification policies and procedures for potential improvements.
• Perform job duties safely and promote safety awareness to protect staff and the public.
• Carry out additional duties as assigned.

Examples of Essential Functions

• Act as the subject matter expert on classification and compensation, including market salary information, surveys, and job offers, providing policy-aligned guidance.
• Gather and analyze diverse data sets, including confidential information, from multiple sources to inform compensation decisions.
• Develop, update, and communicate SOPs and policies related to classification and compensation.
• Provide leadership in change management and communicate policy updates to District staff.
• Support People & Culture programs by supplying analysis related to compensation and classification.

Examples of Duties

• Review position descriptions to determine appropriate compensation levels using market comparators and internal alignment.
• Serve as an independent reviewer on compensation issues including offers, exemptions, and classification analysis.
• Monitor policy updates and evolving methodologies related to classification and compensation, communicating changes to departments and staff.
• Lead meetings to present salary, budget recommendations, and classification results with staff, management, and consultants.
• Manage consultant engagement, including scheduling, meetings, and information gathering to support decision-making.
• Oversee bi-annual leveling and compensation review cycles for consistency and fairness.
• Provide ad hoc support for classification and compensation needs.
• Prepare and present presentations, reports, and data visualizations to stakeholders.
• Maintain comprehensive documentation, manuals, datasets, and files.
• Evaluate compensation and classification policies for potential improvements.
• Maintain a safe work approach and promote safety procedures to protect employees and the public.
• Perform other duties as assigned.