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JOB FUNCTION / SUMMARY:
The Compensation Consultant role is primarily responsible for providing consultative and administrative support for compensation related matters of multiple lines of business. Responsibilities include, but are not limited to, serving as the subject matter expert (applying professional judgement, knowledge and experience) to HR teams and managers on compensation topics. Additionally, this job is responsible for market research and analysis, analyzing, designing, implementing, and administering various employer compensation programs, evaluating jobs, determining pay grades, compensation survey participation and results analysis, and ensuring compensation related requests comply with current compensation policy.
ESSENTIAL DUTIES & RESPONSIBILITIES:
Partners in the planning, development and communication of various compensation initiatives and processes.
Provides bank-wide consultation on compensation-related statutes, policies, procedures and classification programs.
Collaborates with and advises HR Business Partners and managers in conducting job structuring, documentation and related analysis.
Supports daily compensation activities to support compensation administration.
Evaluates and classifies jobs based upon competitive market data and applicable statutes, maintaining job and pay structures.
Participates in market surveys, provides job matching and mapping, and analyzes results to determine the Bank's competitive position; recommends revisions as appropriate.
Recommends compensation adjustments as applicable, ensuring compliance with internal policies; provides advice on alternatives when out of guideline request are made.
Supports the monthly, quarterly and annual compensation processes, including pay-structure updates, merit increases, and incentive awards.
Produces ad hoc reports and analysis to identify compensation trends and support compensation decisions.
Stays abreast of regulatory changes and industry trends and best practices to advise and formulate recommendations on compensation topics.
Significant, professional-level, Human Resources experience may be considered for candidates without previous compensation experience
Working knowledge of job analysis & documentation practices
Working understanding of and ability to articulate Exemption Classifications & Tests under the Fair Labor Standards Act (FLSA)
Strong analytical skills with regard to pay trends and incentive plan performance
Ability to use creative thinking and problem solving skills
Strong verbal and written presentation skills with the ability to present to various levels of associates including senior management
Ability to consult and influence colleagues and managers
Proficiency with Microsoft Office applications; Advanced Excel skills.
ESSENTIAL MENTAL & PHYSICAL REQUIREMENTS:
Ability to travel if required to perform the essential job functions
Ability to prioritize changing work in high stress environment and meet deadlines
Ability to operate related equipment to perform the essential job functions
Ability to read and interpret a document if required to perform the essential job functions
Ability to lift/move/carry approximately 10 pounds if required to perform the essential job functions. If the employee is unable to lift/move/carry this weight and can be accommodated without causing the department/division an "undue hardship" then the employee must be accommodated; hence omitting lifting/moving/carrying as a physical requirement.
DISCLAIMER
This job description is only valid as of the date it was revised. Please contact the HR Compensation Department to obtain the latest version. Information contained herein should be treated as confidential to Hancock Whitney.
NOTHING IN THIS JOB DESCRIPTION RESTRICTS MANAGEMENT'S RIGHT TO ASSIGN OR REASSIGN DUTIES AND RESPONSIBILITIES TO THE JOB AT ANY TIME
Equal Opportunity/Affirmative Action Employers. All qualified applicants will receive consideration for employment without regard to race, color, religious beliefs, national origin, ancestry, citizenship, sex, gender, sexual orientation, gender identity, marital status, age, physical or mental disability or history of disability, genetic information, status as a protected veteran, disabled veteran, or other protected characteristics as required by federal, state and local laws.
