Restructuring will allow the Human Resources (HR) department to better align all the benefits and payroll services for the City.  With the final additions of the Police and Fire Departments to the City’s timekeeping software, Kronos, the Payroll Manager has taken the responsibility of all manual calculations that were previously performed by the department’s Administrative Secretaries. As of June 2021, all departments utilize the same centralized timekeeping system. There are several key initiatives surrounding compensation and benefits for  FY2022, FY2023 and beyond, including but not limited to, job and compensation analysis, total compensation analysis and presentation, benefit vendor comparisons, and last but not least partnering with Finance to implement long-term budget and forecasting planning. Compensation and benefits remain one of the City's biggest expenditures. The addition will allow the Payroll Manager to dedicate additional time to in depth analysis of all of these areas and will put the HR team in better position to meet the current and upcoming needs of the City.  With the recent vacancy of the HR assistant, we will be able to realign duties along with allocated wages to create a new position with a minimal impact to the budget.  With reassigning the benefits tasks to the new position and conducting a market comparison on the new responsibilities, we have lowered the HR Assistant position from a Grade 13 to a Grade 5 and assigned Grade 14 for the Payroll and Benefits Specialist.      

Adding one (1) Payroll and Benefits Specialist to the HR Department’s authorized strength.