Supervisor of Compensation and Analytics

Marketing Statement

Ride BART to a satisfying career that lets you both: 1) make a difference to Bay Area residents, and 2) enjoy excellent pay, benefits, and employment stability. BART is looking for people who like to be challenged, work in a fast-paced environment, and have a passion for connecting riders to work, school and other places they need to go. BART offers a competitive salary, comprehensive health benefits, paid time off, and the CalPERS retirement program.

Pay Rate
$141,610.00/annually - $214,540.00/annually

The initial annual salary for this assignment is negotiable between $141,610.00 - $172,855.14, commensurate with job related education and experience.

Note: Employees in this job classification have been approved to receive 2% cost of living adjustments effective July 1, 2025, January 1, 2026, July 1, 2026, and January 1, 2027.

Reports To

Manager of Compensation & Analytics

Current Assignment
The Bay Area Rapid Transit District (BART) is seeking a Supervisor of Compensation & Analytics to join its Human Resources Department.

Under general direction, supervises staff responsible for administering the districtwide classification and compensation program, as well as staff responsible for retrieving and analyzing data to perform complex costing analysis and projections of proposals for labor negotiations and settlements; plays a key role in enhancing the department's ability to provide professional complex data analyses of classification, labor, and financial data in support of the districtwide labor relations and classification and compensation programs; and performs other duties as assigned.

The most qualified candidates for this position will have highly developed competencies in the following areas, which will be reinforced with related work experience and clearly articulated during the selection process:

• Advanced knowledge of the principles and practices of classification and compensation administration.
• Ability to independently lead and motivate team members to effectively meet shared goals.
• Broad general knowledge of public sector human resources administration, including a thorough understanding of which classification and compensation activities are subject to mandatory bargaining.
• Exceptional written and verbal communication skills and the ability to clearly communicate complex topics in an accessible and easy to understand way.
• Advanced analytical and problem-solving skills.
• High level of comfort working with complex data and performing routine statistical analyses on the data.
• Ability to leverage various computer systems and applications in conducting analyses, including familiarity with Microsoft Excel formulas and functions.
  
  

Selection Process
Applications will be screened to assure that minimum qualifications are met and may be further screened based on training and experience. Those applicants who meet minimum qualifications and pass the supplemental screening will be invited to move forward in the selection process, which will include a panel interview and may include a practical exercise.

The successful candidate must have an employment history demonstrating reliability and dependability; provide copies of certificates, diplomas or other documents as required by law, including those establishing his/her right to work in the U. S; pass a pre-employment medical examination which may include a drug and alcohol screen, and which is specific to the essential job functions and requirements. Pre-employment processing will also include a background check. (Does not apply to current full-time District employees unless specific job requires additional evaluations).

1. Supervises the activities and professional staff of the Classification and Compensation Division; reviews staff work plans; assigns work activities, projects, and programs; reviews and evaluates work products, methods, and procedures; and meets with staff to identify and resolve problems.
   
   
2. Oversees data gathering, development of documentation and record keeping for classification, financial and data-based analysis to support Classification & Compensation and Labor Relations programs and policies.
   
   
3. Assists in the development and tracking of metrics to monitor and evaluate the efficiency and effectiveness of service delivery methods and procedures; recommends changes based on findings.
   
   
4. Conducts data, financial, and job analysis and provides analytic information and support for the purposes of classification and compensation administration as well as negotiations with labor unions; develops analyses and projections in support of District positions and strategies; prepares appropriate documentation.
   
   
5. Oversees the research and determination of appropriate classification and salary for District job classifications, positions, and employees; participates in and oversees classification and compensation surveys and studies; conducts internal and external equity studies; provides data and compensation analysis for the review and resolution of grievances; prepares and presents analytic information in support of the District for formal arbitration matters.
   
   
6. Works closely with HRIS and Payroll to ensure updates regarding compensation related data are completed accurately and timely; assists in preparation and administration of Districtwide salary increases and adjustments; oversees Districtwide Temporary Backfill/Temporary Upgrade program, ensuring proper disposition and placement of temporary assignments.
   
   
7. Ensures operations and activities of Classification & Compensation Division are coordinated and integrated with operations and activities of other human resources divisions and District departments, including but not limited to Talent Acquisition, Benefits, Leave Management, Payroll, Time Accounting and Administration, and Labor Relations.
   
   
8. Serves as liaison and expert resource for the Classification and Compensation Division to consult others in departments throughout the District providing compensation guideline interpretation; prepares and presents staff reports and other necessary correspondence to a variety of stakeholders.
   
   
9. Keeps current on relevant legislation, regulations, industry trends and best practices related to classification and compensation; evaluates impact on District operations; recommends and assists in the implementation of policy, practice, and procedural improvements; and ensures compliance with legal requirements.
   
   
10. May be assigned to act on behalf of the Manager of Compensation & Analytics in matters related to the administration of classification and compensation activities.
    
    
11. Performs other duties as assigned.

EITHER

Experience:
Current employment and at least one (1) year of experience as a Principal Classification & Compensation Analyst with the Bay Area Rapid Transit District.

OR

Education:
Possession of a bachelor's degree from an accredited college or university in human resources, public administration, business administration, or a closely related field.

Experience:
The equivalent of four (4) years of full-time professional human resources experience in the areas of classification and compensation, which must have included at least one (1) year of advanced journey/lead level or higher experience.

Substitution:
Additional experience as outlined above may be substituted for the education on a year-for-year basis.

Knowledge of:

• Principles and practices of Human Resources programs and service delivery methods
• Principles, practices, and theories used in the development and maintenance of position classification systems and compensation plans
• Standards, techniques, best practices, and public sector market trends for the development and construction of job descriptions and specifications
• Techniques, methodologies, and standards of job analysis, including best practice applications for job description and classification development, organizational modeling and design, and test development
• Methods, techniques, best practices, and legal considerations of administering compensation plans and employee salaries, including benchmarking methodologies, market analysis and salary surveys, and pay equity reviews
• Applicable local, state, and federal laws and regulations, including the California Equal Pay Act, the Fair Labor Standards Act (FLSA), Equal Employment Opportunity laws, and applicable California Wage Orders
• Advanced methods and techniques of data and costing analysis, metrics and reports
• Principles and practices of supervision and staff development
• Principles and practices of project management
• Human resources applications and systems
• Principles and practices of program development

• Developing and overseeing programs and projects, bringing them to completion through coordination, persuasion and the involvement of subordinate staff and diverse stakeholders
• Motivating and leading staff and other stakeholders through coordination and persuasion
• Identifying, researching, and gathering relevant information from a variety of sources
• Effectively managing multiple priorities that may have conflicting time frames
• Administering and coordinating assigned human resources activities and/or programs
• Ensuring compliance with applicable laws, regulations, and policies related to classification and compensation administration
• Making equitable and defensible decisions in ambiguous and complex situations
• Recommending innovative solutions to improve human resources operations and efficiencies
• Handling sensitive employee and organizational data with discretion and integrity
• Interpreting and applying policies, procedures, laws and regulations

Equal Employment OpportunityGroupBox1

The San Francisco Bay Area Rapid Transit District is an equal opportunity employer. Applicants shall not be discriminated against because of race, color, sex, sexual orientation, gender identity, gender expression, age (40 and above), religion, national origin (including language use restrictions), disability (mental and physical, including HIV and AIDS), ancestry, marital status, military status, veteran status, medical condition (cancer/genetic characteristics and information), or any protected category prohibited by local, state or federal laws.

The BART Human Resources Department will make reasonable efforts in the examination process to accommodate persons with disabilities or for religious reasons. Please advise the Human Resources Department of any special needs in advance of the examination by emailing at least 5 days before your examination date at employment@bart.gov.

Qualified veterans may be eligible to obtain additional veteran's credit in the selection process for this recruitment (effective Jan. 1, 2013). To obtain the credit, veterans must attach to the application a DD214 discharge document or proof of disability and complete/submit the Veteran's Preference Application no later than the closing date of the posting. For more information about this credit please go to the Veteran's Preference Policy and Application link at www.bart.gov/jobs.