Workforce Analyst

Description:

Who We Are

The Capital Area Immigrants' Rights (CAIR) Coalition is now Amica Center for Immigrant Rights ("Amica Center" for short). Click

here to learn more about our new name. Since our founding in 1999, we have grown significantly and added new services to support immigrants in detention. Recently, Amica Center has outgrown our name, expanding beyond our initial services and geographic boundaries."Amica" is the Latin root word for "friend," and that echoes the way we approach what we do. Just as friends stand with one another, Amica Center stands with our clients to achieve safety, stability, and opportunity we all deserve. Amica Center is the only non-profit organization in the Washington, DC area that is exclusively focused on providing legal assistance to immigrant children and adults detained by the government in the Capital region and beyond.

Our Work Environment

Amica Center People Operations department is highly collaborative. We provide HR (Human Resources), IT, and financial support to a growing organization with 120 employees. People Operations' mission is to attract, recruit, hire, develop, retain, and support highly qualified personnel. This is to enable Amica Center to achieve its mission and strategic goals.

Position Summary

The Workforce Analyst is a temporary position responsible for conducting salary benchmarking and creating equitable salary bands, while also analyzing and forecasting the financial impact of proposed wage changes. The Workforce Analyst will work closely with the People Operations Program, and Executive Director and collaborate with various teams to provide financial analyses for negotiations.

General Duties and Responsibilities [1]

Salary Benchmarking:

• Conduct salary benchmarking research to identify market trends and benchmark salaries for similar positions within Amica Center and in the nonprofit industry.
• Analyze salary data to ensure competitive compensation packages for employees.
• Strengthened salary banding structures that align with organizational goals and values.
• Conduct job evaluations and classifications to ensure internal equity and market competitiveness.
• Collaborate with People Operations and departmental leaders to gather job information and analyze job descriptions to accurately define roles within the organization.
• Partner with program leadership and managers to provide guidance and support on compensation related matters.
• Advise on job descriptions, salary recommendations, and market pricing.

Financial Impact Analysis:

• Assess and forecast the cost implications of COLAs (Cost of Living Adjustments) and other compensation adjustments.
• Prepare reports and presentations to communicate the financial impact of compensation decisions to key stakeholders.
• Evaluate the effectiveness of compensation programs and recommend adjustments to ensure financial sustainability.

Collaboration with Stakeholders:

• Collaborate with stakeholders to provide financial analyses for contract negotiations.
• Actively participate in providing valuable insights and analysis on compensation-related matters.
• Develop and maintain positive relationships with representatives to ensure effective communication and resolution of any issues or concerns.

Compensation Program Development:

• Evaluate existing compensation programs and make recommendations for improvements, such as merit increases, bonus structures, and recognition programs.
• Assist in the development, communication, and enforcement of compensation policies and procedures.
• Stay up to date with industry trends and best practices in compensation design to ensure equitable and motivating rewards for employees.
• Collaborate with the People Operations team to assess the effectiveness of existing compensation programs and develop new strategies for attracting and retaining top talent.
• Ensure compliance with federal, state, and local compensation laws and regulations.

[1] This list is illustrative and not intended to be a complete classification of all job functions or tasks.

Additional Role-Specific Details

Position Type

Full-time, exempt, temporary position. This position will be temporary and last for three months. Depending on the needs of the organization and performance, there may be potential for extension.

Reports To

People and Operations Director

Hiring Timeline

Priority will be given to applications received by January 3, 2025; applications will be reviewed continuously until the role is filled.

Salary [2]

The salary range for this position is $70,200-$86,200.

[2] In 2018 Amica Center implemented a compensation framework to be more straightforward, transparent, and provide assurance of internal equity. The compensation model we use is based on an individual's position and years of relevant work experience to avoid salary discrepancies and to reduce the risk of racial, gender, or other forms of bias affecting a candidate's salary.

Supervision Responsibility

None

Location and/or Travel Requirements

(Washington, DC / Baltimore, MD / Remote)

This position can be a fully remote position for the right candidate.

Telework

Amica Center operates a hybrid work environment. Most staff are required to work at least one day per week in-office, but some roles require more office/on-site attendance or travel.

COVID-19 Vaccination

All employees are required to be fully vaccinated and boosted against COVID-19.To be fully vaccinated means having completed the full dosages required for the type of vaccine obtained as designated by the CDC. If boosters are subsequently recommended by the Centers of Disease Control and Prevention (CDC) then employees will be required to receive the booster within thirty (30) days of their eligibility to access the boosters.

EEO Statement

Amica Center for Immigrants' Rights is an equal opportunity employer. In accordance with anti-discrimination law, it is the purpose of this policy to effectuate these principles and mandates. Amica Center prohibits discrimination and harassment of any type and affords equal employment opportunities to employees and applicants without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law. Amica Center conforms to the spirit as well as to the letter of all applicable laws and regulations.

Our Anti-Racism Statement:

https://amicacenter.org/becoming-anti-racist/

Requirements:

• A minimum of five years of experience of HR compensation analysis, benchmarking and forecasting.
• A minimum of two years experience working with non-profit organizations.
• Willingness to work East Coast hours, if the candidate will be working outside the DMV.
• Strong analytical skills and attention to detail.
• Demonstrated personal and professional commitment to and experience in advancing equity, diversity, inclusion, and belonging.
• Excellent communication and interpersonal skills, with the ability to collaborate effectively with diverse stakeholders.
• Ability to prioritize tasks and handle multiple tasks simultaneously.
• Knowledge of regulatory aspects of compensation.
• Proficient in excel including VLOOKUP.
• Ability to manage sensitive information and exercise sound judgement.
• Experience in a unionized environment a plus.

Competencies Required

Financial Analysis

• Prepare reports and presentations to communicate the financial impact of compensation decisions to key stakeholders.

Collaboration

• Collaborate with stakeholders to provide financial analyses for contract negotiations.

Compensation Program Development

• Evaluate existing compensation programs and make recommendations for improvements, such as merit increases, bonus structures, and recognition programs.

At Amica Center, we embrace the fact that talented individuals come from diverse backgrounds and life experiences. We believe that diversity in all dimensions of the organization supports and bolsters the innovative thinking essential to our success. Amica Center values your unique perspectives, skills, and potential, and we are committed to providing equal opportunities for growth and development. If you are passionate about Amica Center mission and are excited to contribute your talents to our team, we encourage you to submit your application. Candidates from traditionally underrepresented groups are strongly encouraged to apply. If you are a candidate with a disability and require accommodations to apply for this position, please contact us at HR@caircoalition.org.

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Benefits

Amica Center benefits package includes:

• Free gym access located in Washington, D.C or Baltimore, MD (dependent on employee's primary office)
• Flexible working hours after successful completion of trainings and with approval of supervisor
• Pre-tax commuter benefits for those living in the DMV
• Subsidized health, dental insurance, and vision insurance (Amica Center pays a very high rate of the insurance package, for which we can provide additional information)
• High Deductible Health Plan (HDHP) with a one-time employer contribution of $350 to the Health Savings Account (HSA).
• An annual data reimbursement of $300
• Life insurance valued at $50,000, as well as long and short term disability
• The option to set up a Flexible Spending Account or Health Savings Account
• The option to set up a 403(b) account (the equivalent of a 401(k) account for non-profits) which the organization has the option, for all employees on an annual basis, to match at a certain percentage after one year of continuous employment.

Paid Time-Off Includes:

• 23 personal days per calendar year.
• Up to 20 days of sick time per calendar year.
• 7 hours of volunteer time.
• Paid parental leave.
• Federal holidays.
• Winter break closure. Typically observed in the last week of December.