Manager, Compensation and Analytics
Confirmed on the employer's own hiring board on Oct 28, 2026. First seen by Alion on Oct 23, 2026.
SALARY
$117,945.86
POSITION SUMMARY
Oversees and develops the team responsible for compensation programs at the Authority. Performs research, analysis, and makes recommendations on implementing new, and improving existing compensation programs in order to attract and retain employees and ensure compliance with legal and regulatory guidelines. Identifies and reports on available metrics involving various compensation and other human resources data.
SALARY
$117,945.86
POSITION SUMMARY
Oversees and develops the team responsible for compensation programs at the Authority. Performs research, analysis, and makes recommendations on implementing new, and improving existing compensation programs in order to attract and retain employees and ensure compliance with legal and regulatory guidelines. Identifies and reports on available metrics involving various compensation and other human resources data.
PRIMARY RESPONSIBILITIES
- Compensation
Plans, develops, and evaluates progressive, competitive, and proactive salary classification and compensation programs that align with Authority strategies and business goals.
oManages and communicates compensation programs to ensure statutory compliance with federal, state, and local laws and regulations.
oPerforms audits, analysis, and comparisons to survey data, salary evaluations, and needs analysis to monitor the effectiveness of existing compensation policies.Make recommendations for plan revisions to maintain compliance and cost effectiveness based on competitive trends and corporate objectives.
oManages the external compensation survey process ensuring timely submission of data and analyzes results.
oEducates supervisors and managers on compensation practices and issues and provides recommendations for resolution.
oManages the completion and maintenance of detailed job descriptions, classifications, and salary scales.
- Metrics Reporting
Develops and designs interactive reports and tools using data analytics software to provide analysis and conclusions to department management.
oConducts research and gathers information related to the subject of analysis for department.
oDefines workflow processes, business processes and requirements. Makes appropriate recommendations that will positively impact operational effectiveness.
oIdentifies data anomalies and provides clear reporting of trends and opportunities to department management.
oCreates insightful management reporting that measures metrics having the greatest impact on the department. Reports policy changes to those impacted.
oProvides oversight and support in the deployment of process changes to ensure correct process implementation.
oProvides recommendations for corrective action to upper management and relevant departments based on performance analysis.
oCollects and reviews performance data, conducts analysis, and makes recommendations based on analysis results that positively impact processes.
oIdentifies opportunities for reporting improvements, efficiencies, and new metrics to user groups.
- Participates in the development, implementation, and administration of Human Resources goals, objectives, and policies. Works with senior management to develop projects and initiatives, delegates to appropriate staff, and sets priorities and deadlines. Acts as a liaison between departments to develop viable methods for program implementation.
- Hires, trains, develops, monitors, and evaluates staff. Reviews and recommends personnel actions for approval.
- Performs related duties as assigned.
MANAGEMENT RESPONSIBILITIES
Reporting to this position are the following jobs:
Job Title
- Senior Coordinator, Compensation
- Senior Analyst, Compensation
- Analyst, Compensation
CHALLENGES
- Improving and maintaining employee morale while still managing budget, internal equity, external competitiveness, and Human Resources goals and mission.
- Managing multiple projects and balancing competing priorities and deadlines.
- Working with employees at all levels within the department.
EDUCATION/EXPERIENCE REQUIREMENTS
- Bachelor’s degree in Human Resources, Business Administration, or a related field, plus three (3) years of Compensation and/or related Human Resources administration experience in the analysis, design, and administration of compensation programs, or an equivalent combination of education and experience relating to this position.
- Professional Human Resources (PHR), Certified Compensation Professional (CCP), and/or Certified Benefits Professional (CBP) certification preferred.
PHYSICAL REQUIREMENTS
- Requires remaining in a stationary position for extended periods of time and constantly operating a computer and other office productivity machinery.
- Service Area Requirement: Exempt (Non-Union) employees must live within the boundaries of the CTA Statutory Service Area either at the time of employment or within 6 months of beginning employment at CTA.
KNOWLEDGE, SKILLS, AND ABILITIES
- Detailed knowledge in the disciplines of job classification and job evaluation techniques.
- Detailed knowledge of salary survey design and analysis methodologies.
- Detailed knowledge of job description composition.
- Detailed knowledge of human resources best practices in compensation, including job analysis/evaluation in union and non-union environments.
- Working knowledge of applicable federal (e.g., EEOC, FLSA, ADA) and state laws, regulations and statutes pertaining to wage and salary.
- Strong analytical and problem-solving skills.
- Good research skills.
- Good verbal, written, and interpersonal communication skills.
- Intermediate Microsoft Excel skills.
- Ability to work in a fast paced environment.
- Ability to develop working relationships with administrative staff in various departments.
- Ability to review and analyze compensation data and make recommendations that align with Authority compensation strategies.
WORKING CONDITIONS
- General office environment.
EQUIPMENT, TOOLS, AND MATERIALS UTILIZED
- Standard office equipment.
- Personal computer and related software (Microsoft Office Suite, Oracle, etc.).
PRIMARY RESPONSIBILITIES
- Compensation
Plans, develops, and evaluates progressive, competitive, and proactive salary classification and compensation programs that align with Authority strategies and business goals.
oManages and communicates compensation programs to ensure statutory compliance with federal, state, and local laws and regulations.
oPerforms audits, analysis, and comparisons to survey data, salary evaluations, and needs analysis to monitor the effectiveness of existing compensation policies.Make recommendations for plan revisions to maintain compliance and cost effectiveness based on competitive trends and corporate objectives.
oManages the external compensation survey process ensuring timely submission of data and analyzes results.
oEducates supervisors and managers on compensation practices and issues and provides recommendations for resolution.
oManages the completion and maintenance of detailed job descriptions, classifications, and salary scales.
- Metrics Reporting
Develops and designs interactive reports and tools using data analytics software to provide analysis and conclusions to department management.
oConducts research and gathers information related to the subject of analysis for department.
oDefines workflow processes, business processes and requirements. Makes appropriate recommendations that will positively impact operational effectiveness.
oIdentifies data anomalies and provides clear reporting of trends and opportunities to department management.
oCreates insightful management reporting that measures metrics having the greatest impact on the department. Reports policy changes to those impacted.
oProvides oversight and support in the deployment of process changes to ensure correct process implementation.
oProvides recommendations for corrective action to upper management and relevant departments based on performance analysis.
oCollects and reviews performance data, conducts analysis, and makes recommendations based on analysis results that positively impact processes.
oIdentifies opportunities for reporting improvements, efficiencies, and new metrics to user groups.
- Participates in the development, implementation, and administration of Human Resources goals, objectives, and policies. Works with senior management to develop projects and initiatives, delegates to appropriate staff, and sets priorities and deadlines. Acts as a liaison between departments to develop viable methods for program implementation.
- Hires, trains, develops, monitors, and evaluates staff. Reviews and recommends personnel actions for approval.
- Performs related duties as assigned.
MANAGEMENT RESPONSIBILITIES
Reporting to this position are the following jobs:
Job Title
- Senior Coordinator, Compensation
- Senior Analyst, Compensation
- Analyst, Compensation
CHALLENGES
- Improving and maintaining employee morale while still managing budget, internal equity, external competitiveness, and Human Resources goals and mission.
- Managing multiple projects and balancing competing priorities and deadlines.
- Working with employees at all levels within the department.
EDUCATION/EXPERIENCE REQUIREMENTS
- Bachelor’s degree in Human Resources, Business Administration, or a related field, plus three (3) years of Compensation and/or related Human Resources administration experience in the analysis, design, and administration of compensation programs, or an equivalent combination of education and experience relating to this position.
- Professional Human Resources (PHR), Certified Compensation Professional (CCP), and/or Certified Benefits Professional (CBP) certification preferred.
PHYSICAL REQUIREMENTS
- Requires remaining in a stationary position for extended periods of time and constantly operating a computer and other office productivity machinery.
- Service Area Requirement: Exempt (Non-Union) employees must live within the boundaries of the CTA Statutory Service Area either at the time of employment or within 6 months of beginning employment at CTA.
KNOWLEDGE, SKILLS, AND ABILITIES
- Detailed knowledge in the disciplines of job classification and job evaluation techniques.
- Detailed knowledge of salary survey design and analysis methodologies.
- Detailed knowledge of job description composition.
- Detailed knowledge of human resources best practices in compensation, including job analysis/evaluation in union and non-union environments.
- Working knowledge of applicable federal (e.g., EEOC, FLSA, ADA) and state laws, regulations and statutes pertaining to wage and salary.
- Strong analytical and problem-solving skills.
- Good research skills.
- Good verbal, written, and interpersonal communication skills.
- Intermediate Microsoft Excel skills.
- Ability to work in a fast paced environment.
- Ability to develop working relationships with administrative staff in various departments.
- Ability to review and analyze compensation data and make recommendations that align with Authority compensation strategies.
WORKING CONDITIONS
- General office environment.
EQUIPMENT, TOOLS, AND MATERIALS UTILIZED
- Standard office equipment.
- Personal computer and related software (Microsoft Office Suite, Oracle, etc.).
Final salary will be determined in part by the qualifications of the selected candidate and may be higher or lower than target.
Applicants, if hired,must comply with CTA's residency ordinance.
CTA IS AN EQUAL OPPORTUNITY EMPLOYER
No employee or applicant for employment will be discriminated against because of race, color, creed, religion, sex, marital status, national origin, sexual orientation, ancestry, age, unfavorable military discharge, disability or any other status protected by federal, state, or local laws; except where a bona fide occupational qualification exists We are committed to providing an inclusive environment for our workforce and supporting the communities we serve. CTA will make reasonable accommodations for the known disabilities of otherwise qualified applicants for employment as well as its employees, unless undue hardship would result. If you require an accommodation in the application or hiring process, please contact [email protected] prior to the submission of your application or upon notification of your actual test date. CTA will work with you to determine if an accommodation can be provided.
During the hiring process, CTA's Human Resources department will contact candidates with next steps . Failure to respond to these correspondences in a timely fashion may result in your application being closed out for non-responsiveness.
Please click link below to review the benefits offered at the CTA.
https://www.transitchicago.com/hrbenefits/ Employees and/or union members will be given priority consideration in the hiring process, per the applicable labor contracts.
Final salary will be determined in part by the qualifications of the selected candidate and may be higher or lower than target.
Applicants, if hired,must comply with CTA's residency ordinance.
CTA IS AN EQUAL OPPORTUNITY EMPLOYER
No employee or applicant for employment will be discriminated against because of race, color, creed, religion, sex, marital status, national origin, sexual orientation, ancestry, age, unfavorable military discharge, disability or any other status protected by federal, state, or local laws; except where a bona fide occupational qualification exists We are committed to providing an inclusive environment for our workforce and supporting the communities we serve. CTA will make reasonable accommodations for the known disabilities of otherwise qualified applicants for employment as well as its employees, unless undue hardship would result. If you require an accommodation in the application or hiring process, please contact [email protected] prior to the submission of your application or upon notification of your actual test date. CTA will work with you to determine if an accommodation can be provided.
During the hiring process, CTA's Human Resources department will contact candidates with next steps . Failure to respond to these correspondences in a timely fashion may result in your application being closed out for non-responsiveness.
Please click link below to review the benefits offered at the CTA.