The Compensation Program Manager is responsible for planning, developing, implementing and managing compensation initiatives. This role must exercise independent judgment and decision making which could have substantial impact or consequences on the affected client group. This position also supports Compensation projects and programs with organizational wide impact.
Regularly engage client base to understand needs and priorities; participate in business meetings as value-added resource.
Continually assess overall Compensation needs in support of business and bring forward solutions and recommendations that balance client needs and organizational impact.
Monitor and understand the competitive landscape with respect to compensation practices and advise managers accordingly.
Work collaboratively with HR Relationship Management and Talent Acquisition in addressing key issues.
Oversee the application of FINRA’s Compensation program for client base.
Provide advice and recommendations that reinforce FINRA’s compensation philosophy, raise questions/issues with managers as appropriate, offer business-focused alternatives and ensure the fair and consistent application of organizational policies and practices.
Work collaboratively with the technology team on initiatives including identifying, defining and prioritizing technology requirements and testing and implementing solutions.
Support corporate Compensation initiatives with significant organizational impact.
Conduct analysis, organize the necessary resources, develop recommendations and support implementation.
Conduct complex analysis of compensation data.
Summarize and draw conclusions. Make recommendations and deliver audience-focused presentations.
Serve as a member of the Job Evaluation Committee (non-officer) or JEC.
Must have a thorough understanding of FINRA’s job evaluation methodology.
Ensure the accuracy of the outcomes and consistency across the organization.
Educate managers about the process and results (especially when the result is different than what the manager wanted).
Mentor and advise more junior level members of the Compensation team.
Participate/lead special HR projects.
Bachelor’s degree, or equivalent education and/or experience required.
Seven or more years of experience in human resources, including at least four years of experience in compensation.
Professional certification and experience in the Hay job evaluation methodology desired.
Must have excellent computer skills and be proficient with Excel.
Experience with compensation-related systems (e.g. , Workday, MarketPay) desired.
Must have excellent oral and written communication, collaboration and customer service skills.