{"id":3170366,"url":"https://alion.io/job/chicago-transit-authority-manager-compensation-and-analytics","title":"Manager, Compensation and Analytics","company":{"id":1756410,"name":"Chicago Transit Authority","domain":"transitchicago.com","url":"https://alion.io/company/transitchicago","size_band":"501-1000","is_staffing_agency":false,"employer_type":"direct","is_intermediary":false,"listed_via":null,"ats_vendor":"Oracle","truth_index":null},"role":"HR","role_family":"HR","seniority":null,"employment_type":null,"work_mode":"on_site","remote_scope":null,"remote_scope_basis":null,"remote_working_hours":null,"hiring_geo_confidence":"structured","locations":["Chicago, United States"],"countries":["US"],"hiring_countries":[],"hiring_countries_total":0,"salary":null,"salary_estimate":{"min_usd":57000,"max_usd":153000,"period":"year","method":"role_country_seniority_unknown","sample_n":9345},"experience_years_min":null,"visa_sponsorship":false,"relocation_package":false,"has_equity":false,"technologies":[{"name":"Microsoft Excel","optional":false},{"name":"Microsoft Office","optional":false}],"status":"live","first_seen_at":"2026-10-23T18:21:50Z","employer_posted_date":"2026-10-23","last_verified_at":"2026-10-31T11:43:23Z","board_verified":true,"closed_at":null,"days_open":7,"trust":{"level":"ok","repost_count":null,"flags":[],"days_open":7},"description":"SALARY\n$117,945.86\nPOSITION SUMMARY\nOversees 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.\nSALARY\n$117,945.86\nPOSITION SUMMARY\nOversees 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.\nPRIMARY RESPONSIBILITIES\nCompensation\nPlans, develops, and evaluates progressive, competitive, and proactive salary classification and compensation programs that align with Authority strategies and business goals.\noManages and communicates compensation programs to ensure statutory compliance with federal, state, and local laws and regulations.\noPerforms 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.\noManages the external compensation survey process ensuring timely submission of data and analyzes results.\noEducates supervisors and managers on compensation practices and issues and provides recommendations for resolution.\noManages the completion and maintenance of detailed job descriptions, classifications, and salary scales.\nMetrics Reporting\nDevelops and designs interactive reports and tools using data analytics software to provide analysis and conclusions to department management.\noConducts research and gathers information related to the subject of analysis for department.\noDefines workflow processes, business processes and requirements. Makes appropriate recommendations that will positively impact operational effectiveness.\noIdentifies data anomalies and provides clear reporting of trends and opportunities to department management.\noCreates insightful management reporting that measures metrics having the greatest impact on the department. Reports policy changes to those impacted.\noProvides oversight and support in the deployment of process changes to ensure correct process implementation.\noProvides recommendations for corrective action to upper management and relevant departments based on performance analysis.\noCollects and reviews performance data, conducts analysis, and makes recommendations based on analysis results that positively impact processes.\noIdentifies opportunities for reporting improvements, efficiencies, and new metrics to user groups.\nParticipates 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.\nHires, trains, develops, monitors, and evaluates staff. Reviews and recommends personnel actions for approval.\nPerforms related duties as assigned.\nMANAGEMENT RESPONSIBILITIES\nReporting to this position are the following jobs:\nJob Title\nSenior Coordinator, Compensation\nSenior Analyst, Compensation\nAnalyst, Compensation\nCHALLENGES\nImproving and maintaining employee morale while still managing budget, internal equity, external competitiveness, and Human Resources goals and mission.\nManaging multiple projects and balancing competing priorities and deadlines.\nWorking with employees at all levels within the department.\nEDUCATION/EXPERIENCE REQUIREMENTS\nBachelor’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.\nProfessional Human Resources (PHR), Certified Compensation Professional (CCP), and/or Certified Benefits Professional (CBP) certification preferred.\nPHYSICAL REQUIREMENTS\nRequires remaining in a stationary position for extended periods of time and constantly operating a computer and other office productivity machinery.\nService 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.\nKNOWLEDGE, SKILLS, AND ABILITIES\nDetailed knowledge in the disciplines of job classification and job evaluation techniques.\nDetailed knowledge of salary survey design and analysis methodologies.\nDetailed knowledge of job description composition.\nDetailed knowledge of human resources best practices in compensation, including job analysis/evaluation in union and non-union environments.\nWorking knowledge of applicable federal (e.g., EEOC, FLSA, ADA) and state laws, regulations and statutes pertaining to wage and salary.\nStrong analytical and problem-solving skills.\nGood research skills.\nGood verbal, written, and interpersonal communication skills.\nIntermediate Microsoft Excel skills.\nAbility to work in a fast paced environment.\nAbility to develop working relationships with administrative staff in various departments.\nAbility to review and analyze compensation data and make recommendations that align with Authority compensation strategies.\nWORKING CONDITIONS\nGeneral office environment.\nEQUIPMENT, TOOLS, AND MATERIALS UTILIZED\nStandard office equipment.\nPersonal computer and related software (Microsoft Office Suite, Oracle, etc.).\nPRIMARY RESPONSIBILITIES\nCompensation\nPlans, develops, and evaluates progressive, competitive, and proactive salary classification and compensation programs that align with Authority strategies and business goals.\noManages and communicates compensation programs to ensure statutory compliance with federal, state, and local laws and regulations.\noPerforms 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.\noManages the external compensation survey process ensuring timely submission of data and analyzes results.\noEducates supervisors and managers on compensation practices and issues and provides recommendations for resolution.\noManages the completion and maintenance of detailed job descriptions, classifications, and salary scales.\nMetrics Reporting\nDevelops and designs interactive reports and tools using data analytics software to provide analysis and conclusions to department management.\noConducts research and gathers information related to the subject of analysis for department.\noDefines workflow processes, business processes and requirements. Makes appropriate recommendations that will positively impact operational effectiveness.\noIdentifies data anomalies and provides clear reporting of trends and opportunities to department management.\noCreates insightful management reporting that measures metrics having the greatest impact on the department. Reports policy changes to those impacted.\noProvides oversight and support in the deployment of process changes to ensure correct process implementation.\noProvides recommendations for corrective action to upper management and relevant departments based on performance analysis.\noCollects and reviews performance data, conducts analysis, and makes recommendations based on analysis results that positively impact processes.\noIdentifies opportunities for reporting improvements, efficiencies, and new metrics to user groups.\nParticipates 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.\nHires, trains, develops, monitors, and evaluates staff. Reviews and recommends personnel actions for approval.\nPerforms related duties as assigned.\nMANAGEMENT RESPONSIBILITIES\nReporting to this position are the following jobs:\nJob Title\nSenior Coordinator, Compensation\nSenior Analyst, Compensation\nAnalyst, Compensation\nCHALLENGES\nImproving and maintaining employee morale while still managing budget, internal equity, external competitiveness, and Human Resources goals and mission.\nManaging multiple projects and balancing competing priorities and deadlines.\nWorking with employees at all levels within the department.\nEDUCATION/EXPERIENCE REQUIREMENTS\nBachelor’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.\nProfessional Human Resources (PHR), Certified Compensation Professional (CCP), and/or Certified Benefits Professional (CBP) certification preferred.\nPHYSICAL REQUIREMENTS\nRequires remaining in a stationary position for extended periods of time and constantly operating a computer and other office productivity machinery.\nService 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.\nKNOWLEDGE, SKILLS, AND ABILITIES\nDetailed knowledge in the disciplines of job classification and job evaluation techniques.\nDetailed knowledge of salary survey design and analysis methodologies.\nDetailed knowledge of job description composition.\nDetailed knowledge of human resources best practices in compensation, including job analysis/evaluation in union and non-union environments.\nWorking knowledge of applicable federal (e.g., EEOC, FLSA, ADA) and state laws, regulations and statutes pertaining to wage and salary.\nStrong analytical and problem-solving skills.\nGood research skills.\nGood verbal, written, and interpersonal communication skills.\nIntermediate Microsoft Excel skills.\nAbility to work in a fast paced environment.\nAbility to develop working relationships with administrative staff in various departments.\nAbility to review and analyze compensation data and make recommendations that align with Authority compensation strategies.\nWORKING CONDITIONS\nGeneral office environment.\nEQUIPMENT, TOOLS, AND MATERIALS UTILIZED\nStandard office equipment.\nPersonal computer and related software (Microsoft Office Suite, Oracle, etc.).\nEmployees 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.\nApplicants, if hired,must comply with CTA's residency ordinance.\nCTA IS AN EQUAL OPPORTUNITY EMPLOYER\nNo 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. 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