Compensation, Compensation-Executive, Compensation-Sales, Total Rewards
Finance, Economics, Banking, Human Resources, Insurance
4 Year Degree
Under general direction, responsible for Compensation processes with the ongoing design and administration of the salary structures and compensation plans, including performance rewards, job design and evaluation, market-pricing studies, salary reviews and total rewards communications. Partners with and trains leadership and human capital team by consulting on compensation-related inquiries and providing guidance related to compensation policies and procedures.
Essential Job Functions:
Prepares and revises job descriptions and researches, recommends and implements various compensation related programs aimed at attracting, motivating and retaining qualified employees.
Design, evaluate, recommend changes to the Company's overall compensation policy, ensuring that compensation policies and practices conform to all state and federal standards and guidelines.
Participate in salary surveys and evaluate survey data to determine compensation adjustments needed to maintain the organization’s market relationship.
Develops and administer exempt and non-exempt salary programs.
Advise management regarding compensation issues.
Review salary increases to ensure conformance with established guidelines and policies.
Write, revise, and maintain job descriptions and related salary administration data, making recommendations as necessary for management approval.
Conduct analysis to determine appropriate salary level according to compensation guidelines and policy.
Interpret and apply compensation policies and procedures.
Assist in administration of performance management evaluations.
Maintains a current understanding of new developments in human resources, compensation, and related information systems, including methods, applications and products.
Research new practices to determine appropriateness for the organization and advise management as necessary.
Knowledge and Skills:
Requires intimate knowledge of Human Resources and/or Human Capital practices and procedures with specific knowledge of compensation, information systems and state and federal regulations (FLSA, ADA, EEO, Sherman Anti-Trust Act, SOX, etc.)
Knowledge of HR and Compensation software applications preferred
Proficiency with report writing systems
Advanced Microsoft Excel skills (Nested pivot tables, “if” function with multiple conditions)
Excellent verbal and written communication skills to answer questions, resolve issues and communicate with others, both inside and outside the Company
Ability to apply negotiation techniques
Able to apply statistical methodology
Work is of high technical complexity, calling for sound knowledge and application of compensation standards, philosophies and practices
Requires the regular exercise of independent judgment with respect to salary administration issues, which, if mishandled, could result in significant legal and monetary exposure for the Company
Must possess a high level of integrity with understanding of the need for confidentiality in maintaining integrity internally and externally with HR data
Requires accuracy, organization and attention to detail
Completion of a Bachelor’s degree in Human Resources, Finance, Business or related field
CCP certification preferred
7 - 10 years of directly-related experience or equivalent combination of education and/or experience